Abstract
In this article, we seek to summarize current practice concerning situational judgment tests in personnel selection. We begin by describing the manner in which situational judgment tests are developed and examining the diverse ways in which situational items are presented and scored. We then offer speculation concerning constructs assessed by situational judgment tests as well as discuss the legal aspect of situational judgment measures. We also review meta‐analytic evidence concerning the construct validity of situational judgment tests and offer several new meta‐analytic findings. Situational judgment tests are shown to be typically correlated moderately with general mental ability. Their primary personality correlates are emotional stability, conscientiousness, and agreeableness. Situational test scores also tend to increase with increasing years of job experience. The article concludes with a list of areas that need addressed in future research.
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