The aim of this study is to investigate the validity of an assessment centre as a predictor of managerial training results. For this purpose, the assessment ratings of 77 white, male, middle managers, who had taken part in a Middle Management Assessment Centre (MMAC) in a South African service organisation, were compared to the results they achieved on a Senior Management Training Course. From the statistical analyses conducted, correlation coefficients, corrected for restriction of range, of -0, 03, 0,32 and 0,22 were obtained between the Overall Assessment Rating and a theoretical, practical and total grade criterion respectively. These results indicated that the MMAC was a valid predictor of practical and total course grades, but an invalid predictor of theoretical course grades. Explanations for the results obtained are provided and three recommendations are made concerning the use of the MMAC to predict training results. Directions for possible future research are also provided. / Die doel van hierdie studie is om die geldigheid van 'n takseersentrum as 'n voorspeller van bestuursopleiding resultate te ondersoek. Vir hierdie doel is die takseeraanslae van 77 blanke, manlike bestuurders, wat aan 'n takseersentrum vir middelbestuur in 'n Suid-Afrikaanse diensorganisasie deelgeneem het, met die resul tate wat hulle tydens 'n Senior Bestuur Opleidingskursus behaal het, vergelyk. Die statistiese ontleding wat uitgevoer is het korrelasiekoeffisiente, na regstelling vir die beperking van verspreiding (correction for restriction of range), van -0,03, 0,32 en 0,22 tussen die Totale Punt Beoordeling van die takseersentrum en drie opleidingskriteria opgelewer. Hierdie drie opleidingskriteria was 'n teoretiese-, praktiese-, en totale opleidingspunt onderskeidelik. Verduidelikkings vir die resultate wat behaal is word verskaf en drie aanbevelings word gemaak met betrekking tot die gebruik van die takseersentrum om opleidingsresultate te voorspel. Rigtings vir moontlike toekomstige navorsing word ook aangedui. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

Summaries in Afrikaans and English / In teenstelling met die takseersentrumteorie het navorsing getoon dat takseersentrum trektellings nie oor verskillende situasies stabiel is nie. Hierdie bevindinge mag 'n aanduiding wees van 'n lae konstrukgeldigheid van takseersentrums. Navorsers het tot die gevolgtrekking gekom dat navorsingsresultate nie die aanname ondersteun dat takseersentrums dimensietellings genereer wat trekke weerspieel nie. Dit het navorsers laat bespiegel of take (d.w.s. oefeninge), eerder as trekke (d.w.s. dimensies) as 'n basis gebruik behoort te word om takseersentrumbeoordelings te maak. Die doel van die studie was om te bepaal of takseersentrum trektellings beter voorspellers van werksprestasie van bestuurders is as taaktellings. Die studie sluit 97 blanke middelvlakbestuurders van 'n Suid Afrikaanse diensorganisasie in. Geen verskille is tussen die voorspellingsgeldighede van trekgebaseerde en taakgebaseerde tellings verkry nie (r = 0,087 vir beide tellings). Oorsake vir die gebrek aan verskille tussen die voorspellingsgeldighede is bespreek. / In contrast to assessment centre theory, research has shown that assessment centre trait ratings are not stable across different situations. This may be an indication of the relatively low construct validity of assessment centres. Researchers concluded that research results did not support the assumption that assessment centres generate dimensional ratings that represent traits and speculated whether tasks (i.e. exercises) should be used as a basis for making assessment centre ratings, rather than traits (i.e. dimensions). The aim of the study was to determine whether assessment centre task ratings are better predictors of managerial job performance than trait ratings. The study included 97 white middle-level managers of a South African service organisation. No difference was obtained between the predictive validities of traits ratings and task ratings (r = 0,087 for both ratings). Causes for the lack of differences between the predictive validities were discussed. / M. A. (Industrial Psychology)