Abstract
The aim of the study was to examine the construct validity of an assessment centre. The sample included 138 individuals who participated in a one-day call centre team leader assessment centre. Nine competency dimensions were rated using six exercises. Correlations and a principle axis factor analysis were utilised to study the convergent and discriminant validity of the dimension ratings. The results showed that the ratings clustered according to exercises rather than to dimensions (traits), thereby indicating a substantial amount of method variance. A further factor analysis of the nine competency dimensions yielded two factors that were named interpersonal and problem solving. Implications for the design of assessment centres are discussed.