Boyut temelli bir değerlendirme merkezi geliştirilmesi ve geçerlik çalışması: sempatiklik ve izlenim yönetiminin değerlendirmeler üzerindeki etkisi.

The purpose of this study is twofold: first, to develop and examine the validity of a dimension-based assessment center (AC) in order to identify individuals who have high leadership potential within an organization mainly operating in the automotive industry; second, to unfold the influences of likability and impression management (IM) use of candidates on AC ratings (i.e., overall dimension ratings and overall assessment ratings (OARs)). It was expected that these variables would have positive and significant associations with AC ratings. The study employed a sample of white-collar, mostly professional employees (N = 65), from different departments of the organization. The AC comprised of five exercises (i.e., leaderless group discussion, make-a-brochure, role-play, oral presentation and in-basket) and aimed to assess eight different dimensions (i.e., leading, cooperativeness/awareness of others, oral communication, active listening, orderliness/attention, inquisitiveness, conflict management, and planning and organization). Convergent and divergent validity of the AC was analyzed through multitrait-multimethod matrix approach. The results provided partial support for the construct validity of the AC. Furthermore, while IM use was not significantly related to any of the AC ratings, likability was a strong correlate of ratings on relational dimensions (i.e., leading, cooperativeness/awareness of others, oral communication, active listening and conflict management) and OARs. The findings indicated that likability might play a role as a rater bias in the assessment of relational competencies.M.S. - Master of Scienc