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Nitro Nation Game Assessment And Tricks
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The article proceeds as follows. Section 2 provides the background on personnel assessments and reviews research on game-based assessment methods. Section 3 describes the basic game principles of Civilization and provides a rationale for why the game could be used to assess managerial skills. Section 4 outlines the procedures for data collection and analysis and explains how we organized the multiplayer games with the participants and how we designed the assessments. Section 5 presents our findings, which are discussed in Sect. 6. Section 7 acknowledges the limitations and Sect. 8 concludes the paper.
Assessment centers We designed our assessments according to established guidelines and procedures from the academic and professional literature on personnel selection (e.g., Ballantyne and Povah 2004; Caldwell et al. 2003). For example, our design incorporated the ten recommendations established by the International Task Force on Assessment Center Guidelines, which address issues ranging from behavioral classification and simulation to recording and data integration (Joiner 2000) (Appendix 1). We assigned participants to groups based on the groups in which they played the games and we conducted ten assessments with four participants each. Each of the ten assessments took approximately 5 h.
where SDRijk is the skill-dimension rating k for a participant i in a group j; β00 represents the overall mean intercept; β10 is the overall mean effect (slope) of Mean points per turn (MPTij); Controlsij are the control variables Age, Gender, Civilization V playtime, Experience with other Civilization titles, Gaming habits, Study level, and Experience with assessment centers; and εij indicates level-one residuals (i.e., on the individual level), which are assumed to be normally distributed with mean 0. As observations from the four participants in a group might be correlated, u0j is a level-two random effect (i.e., a group-specific random intercept) that describes the between-group variability of the outcome variable SDRijk and captures the non-independence between observations of SDRijk for participants i in a group j, so it allows the intercept β00 to vary across groups. Similarly, u1j is a level-two random effect (i.e., a group-specific random slope) of MPTij that accounts for in-game group dynamics and allows the coefficient β10 to vary across groups. Both random effects, u0j and u1j, are assumed to be normally distributed with mean 0.Footnote 1
While our results are consistent with related work on inconsistency in assessment-center ratings, the low construct validity may also result from poor assessment-center design and implementation (Woehr and Arthur 2003). However, even though the design of assessment centers is generally not straightforward (see, e.g., Bender 1973), we believe that our assessments were demonstrably thorough. Caldwell et al. (2003) identified ten common assessment-center errors ranging from inadequate job analysis to sloppy behavior documentation. To avoid these errors, our assessment-center design followed established guidelines from the academic and professional literature on personnel recruitment (e.g., Ballantyne and Povah 2004). In particular, ten principles established by the International Task Force on Assessment Center Guidelines provided a framework for our assessments (Joiner 2000) (Appendix 1). Against this background, we are confident that our research takes an important step toward clarifying the potential of strategy games such as Civilization in assessment.
We thank all of the students who participated for their time and effort. We also owe thanks to many of our colleagues at the University of Liechtenstein, especially Matthias Tietz for a brilliant performance in the role-play exercise and for his support in evaluating the assessment-center results; Roope Jaakonmäki for a terrific poster design and other help; Nicole Thöny and Sandra Beyer for organizing rooms, catering, and the like; and Bernd Schenk and Jan vom Brocke for general project support. This article is an extension and revision of a research-in-progress paper presented at the 36th International Conference on Information Systems (ICIS 2015) in Fort Worth, Texas, and we thank the anonymous ICIS reviewers for their constructive comments on our research (Simons et al. 2015). Finally, we thank Martin Hibbeln from the University of Duisburg-Essen, Stephan Kramer from the Rotterdam School of Management, Oliver Müller from Paderborn University, Jan Recker from the University of Cologne, and Christoph Schneider from the IESE Business School for sharing their thoughts and ideas with us. Any remaining errors are our own. 2ff7e9595c
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