ABSTRACT
During the 1980s and 1990s human resource management (HRM) and leadership competency assessment have rapidly become the focus for implementing talent strategy and developing Chinese approaches to industrial and organizational psychology. In the mid-1980s, already had quite a few organizations that were trying to build up a comprehensive and scientific assessment system for senior civil servant selection and promotion. Validity has been a methodological focus in assessment studies. Several new approaches have been developed to enhance the validity of leadership assessment. One of the key issues is how cultural representations such as Guanxi can be built into the leadership assessment. Although Guanxi and the relationship dimension are widely recognized as the key elements of Chinese culture and business practice, the implications of Guanxi in leadership competency modeling is not yet clearly understood. The hierarchical culture-specific strategy for implicit assessment modeling is to search for higher-order culture-specific constructs.
