The Criterion-Related Validities and Perceived Fairness of the Situational Interview and the Situational Judgment Test in an Iranian Organisation


  • This research was supported in part by a grant to the second author from the Social Sciences and Humanities Research Council, Canada. The authors thank Christina Sue-Chan and Julie McCarthy for their many helpful comments during the writing of this paper.

* Gary Latham, 105 St. George Street, Toronto, Ontario, M5S 3E6, Canada. Email:


The criterion-related validity coefficients of a situational interview (SI) and a situational judgment test (SJT) were investigated in a sales department of a government-owned automobile company in Iran. Both the SI and SJT had concurrent validity with job performance (n= 101, r= .28, r= .23, p < .05, respectively). Only the SI, however, had incremental validity over and above the SJT in predicting job performance. Furthermore, the SI fully mediated the relationship between SJT and job performance. The two methods did not differ significantly on employee motivation to perform well, perceived fairness, or test anxiety. Nevertheless, employees recommended the use of the SI over the SJT.

Les coefficients de validité critérielle d'un entretien situationnel (SI) et d'un test de jugement situationnel (SJT) ont été calculés dans le service commercial d'une entreprise publique iranienne du secteur automobile. SI et SJT présentent tous les deux une validité concurrente avec la performance professionnelle (pour N = 101, r = .28 et .23 respectivement; sign. à .05). Toutefois, seul le SI bénéficie d'une validité incrémentielle par rapport au SJT dans la prédiction de la performance professionnelle. En outre, le SI contrôle totalement la relation entre le SJT et le critère. Les deux méthodes ne diffèrent pas significativement dans l'évaluation de la motivation au travail, de l'équité perçue ou de l'anxiété. Néanmoins les salariés préféraient le SI au SJT.