Team Skills Test

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Appropriate For Existing Employees
Comprehensiveness Intermediate
Administration Time - 1 hr
Format mouse icon pencil icon
Scoring Options hand icon Internet icon
Language English
French
Spanish
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The Team Skills Test Form A was developed in 1997. The self-scoring format was developed in October of 1998. The test was intended for use for pre-employment selection or for assessing incumbents in jobs where the knowledge of team principles is a required part of training or job activity.

DEVELOPMENT

Test items were written by two Industrial/Organizational psychologists based upon the 7 areas shown in Table 1 below. These areas were selected from a review of recent books and periodicals.

TEAM SKILLS KNOWLEDGE AREAS

• Conflict Resolution
• Group Dynamics
• Team Decision Making
• Productivity and Motivation
• Communication Skills
• Leader & Member Skills
• Interpersonal Skills

SAMPLE QUESTIONS:

I. A team has difficulty agreeing on a decision which must be made. Which of the following might be the most effective?

A. Redefining the problem
B. Generating many solutions
C. Selecting a different leader
D. Delegating the task to several people

II. Which of the following would indicate an effective group?

A. There is no disagreement
B. The group is dominated by the leader
C. The majority determines the best solution
D. Members listen to each other

VALIDITY DATA

Content-Related Validity

The content validity of the test is assured when the behaviors required on the test are also required on the job. It is a paper-and-pencil form of a work sample.

Criterion-Related Validity

Because the test is an achievement or skill test, the appropriate model for validity is content validity. Although the test has not been part of a criterion-related validation study, the hypothesis is that it would be predictive of job performance measures in jobs requiring team knowledge and skills. Similar tests (Stevens & Campion, 1994) have a reported significant correlation with performance for hourly and supervisory production workers. Clevenger et al (2001) found that measures of situational judgment provided superior correlation with performance compared with other predictors. Subgroup differences for African-American and Hispanics were less than those of cognitive ability and job knowledge measures. Hunter & Hunter (1984) report that content-related valid tests usually reflect excellent criterion-related correlation coefficients.

Construct Validity

The construct measured by RCJS Team Skills is knowledge of team practices and principles. No formal studies of construct validity have been conducted, but construct validity is attained by the procedures of development. This skill or ability has been observed in many jobs where people must work cooperatively. Where knowledge of teamwork is required, the test is useful.

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