EFFECTIVENESS OF SELF-PRESENTATION VARIABLES IN THE CONTEXT OF THE PREDICTIVE VALIDATION OF AN ASSESSMENT-CENTER

In the context of a predictive validation of an assessment center the correlations between two self-presentation variables (social desirabil ity, self-monitoring), predictors; and criteria are-examined. The asse ssment center was applied the field of banking; the sample included n = 105 participants. Criteria were based on supervisor ratings and incl uded the aptitude for ''counseling clients/market activities,'' the ap titude for ''internal tasks'' (back office, staff), the actual assessm ent of six important requirements, and an assessment of the employee's career potential. As moderator, the length of time for which the supe rvisor and employee had worked together was surveyed. The results show that the self-presentation variables were negatively correlated or no t related to the predictors Self-monitoring was only correlated with t he assessment of career potential. The validities of the assessment ce nter turned out to be high; analysis of partial correlations showed th at they were not attenuated by social desirability or self-monitoring. Assessment center validities were moderated by the length of time for which supervisor and employee had worked together. This result also a pplied to the correlation between self-monitoring and the career poten tial assessment. Altogether, the results show a minor effect of self p resentation variables in the context of personnel selection.