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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.<p>   <strong>Opsomming</strong>  Die doel van die studie was om die konstrukgeldigheid van ’n takseersentrum te ondersoek. Die steekproef het uit 138 persone bestaan wat aan ’n eendagtakseersentrum vir oproepsentrumgroepleiers deelgeneem het. Ses oefeninge is gebruik om nege bevoegdheidsdimensies te meet. Korrelasies en ’n hoofasfaktorontleding is gebruik om die konvergente en diskriminante geldigheid van die dimensiebeoordelings te bestudeer. Die resultate het getoon dat die beoordelings volgens oefeninge eerder as dimensies (eienskappe) gegroepeer het. Hierdie bevinding dui op ’n hoë mate van metodevariansie. ’n Verdere faktorontleding van die nege bevoegdheidsdimensies het twee faktore, wat as interpersoonlik en probleemoplossend benoem is, opgelewer. Implikasies vir die ontwerp van takseersentrums word bespreek

Construct validity of competency dimensions in a team leader assessment centre