The Great Eight competencies: a criterion-centric approach to validation.

By Dave Bartram. Journal of Applied Psychology, 2005

650 citations recorded by the source corpus.

Subfields: Communication, Social Psychology

View Paper: https://www.semanticscholar.org/paper/15a5602de2ad014d1d55c02bf8c01159e1a86be7

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Citations in the corpus

DOING COMPETENCIES WELL: BEST PRACTICES IN COMPETENCY MODELING (2011, background): “For example, they can be used to: • Hire new employees by using assessments and other selection procedures that measure the competencies (e.g., Bartram, 2005; Lawler, 1994).”
The new competence concept in higher education: error or enrichment? (2009, neutral): “Studies of Biemans et al. (2004) and Mulder et al.”
Personnel selection. (2008, background): “First, Bartram (2005) offered an eight-dimensional taxonomy of performance dimensions for managerial jobs, paired with a set of hypotheses about specific ability and personality factors conceptually relevant to each dimension.”
Implications of core self-evaluations for a changing organizational context (2011, background): “The traditional notion of the “job” with a fixed set of tasks has eroded significantly, to be replaced with a collection of constantly varying work demands that call for general competencies (Bartram, 2005).”
What does it take to be a virtual team player? The knowledge, skills, abilities, and other characteristics required in virtual teams (2016, methodology): “Communicating in writing, analyzing, resolving ambiguities, and reasoning map onto the Great Eight dimension of Analyzing and Interpreting (Bartram, 2005).”
The Modeling and Assessment of Work Performance (2015, background): “Bartram (2005) tried to restrict a subset of competencies to performance itself and provided a specification of the “great eight” competencies used by the consulting firm SHL.”
Analysing, pursuing and networking: Towards a validated three-factor framework for entrepreneurial competence from a small firm perspective (2011, background): “This division is empirically elegant, since it matches quite well with various schools of thought on competence (Bartram, 2005; Delamare Le Deist and Winterton, 2005).”
Competencies for effective leadership in higher education (2007, methodology): “Competences are defined as sets of behaviors that are instrumental in the delivery of desired results or outcomes (Bartram, 2005).”
Confounded by Competencies? An Evaluation of the Evolution and Use of Competency Models (2005, background): “Illustrating this confusion, Campbell (cited in Bartram, 2004, p.5) states “Performance is behavior.”
Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects (2008, background): “This article is not another review or meta-analysis of validity findings for personality tests, as there are many current informative ones (e.g., for summaries of many meta-analyses, see Barrick, Mount, & Judge, 2001; Bartram, 2005; Hogan & Holland, 2003; and Hough & Furnham, 2003).”
Situational Judgment Tests: From Measures of Situational Judgment to Measures of General Domain Knowledge (2015, methodology): “So, we recommend following a similar predictor–criterion matching logic as that which has been done in the personality domain where personality constructs are linked appropriately to corresponding behavioral dimensions of job performance (e.g., Bartram, 2005).”
Conceptions of Professional Competence (2014, background): “Enterprising and Performing (Bartram, 2005, p. 1187).”