Abstract
Situational judgment tests (SJTs) have been shown to display incremental validity over and above intelligence and personality traits when it comes to predict job performance. Thus, they appear as a promising method of assessing occupational aptitude. However, the best design of SJTs is far from being agreed upon. Additionally, it has been repeatedly criticized that the development of SJTs often does not aim at the measurement of psychological constructs. These aspects preclude conclusions about the generalizability of SJTs as well as investigating their explanatory power. This contribution summarizes the different approaches how SJTs have been constructed and relevant practical implications. Advisable stages of development are exemplified by describing the construction of a SJT of achievement motivation (SJT-AM) of unemployed clients. The SJT-AM accounts for the variety of construction principles and also allows for testing different scoring methods. Preliminary results will be reported and discussed.
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