情景判断测验的开发程序、构思效度及研究趋势

章详细介绍情景判断测验开发的一般程序,对情景判断测验的多种形式和记分方法进行了总结和比较。同时,从情景判断测验的结果与认知能力、个性和工作经验等关系的角度出发,分析了情景判断测验的构思效度,认为情景判断测验测量的是多维构思。文章最后认为,需要从与其他构思的关系、测评指定构思、影响效度的因素以及跨文化比较等四个方面对情景判断测验开展进一步研究。     

个性测验研制报告

本研究所编制的个性测验是根据我国企业人才素质测评需要而设计的,它包含有一个效度量表(掩饰性)和15项个性测评要素：自信心、责任心、自律性、进取性、合群性、灵活性、自主性、支配性、客观性、外向性、情绪性、宽容性、坚韧性、成就性、内外控。项目分析和信度、效度分析结果显示,该测验是可靠而有效的。     

运用项目参数调节测验效度的试验研究

1　引言　　测验信度和效度是衡量测验编制质量的两个主要参数。测验信度和效度受项目难度、区分度以及被试能力分布等多方面因素的制约。IRT利用信息函数的概念提出了用项目参数来调节测验信度的具体方法 ,这是IRT在心理和教育测量学上的一大贡献。但对于如何提高测验效度 ,至今人们还是凭经验来选择测验项目 ,缺乏客观有效的方法。另外 ,项目难度与区分度是密切地关联着的 ,它们协同影响着测验效度。为此 ,在研究项目参数与测验效度间的关系前 ,首先应该研究项目难度与项目区分度间的关系。2　区分度对难度的回归关系的模拟试验2 .1　…     

汽车司机安全驾驶性向测验的建构

本研究之目的是建构适用于我国的汽车司机安全驾驶性向测验。经各种检验结果表明,无论是能力测验还是个性测验,它们在信度和效度上均达到了要求。因此,为进一步标准化奠定了基础。     

幼儿教师胜任力研究之二:情景判断测验的编制

采用行为事件访谈获得幼儿教师工作事件,通过开放式调查获得教师对这些事件的真实行为反应,并采用德尔菲法对事件和行为反应进行筛选,经验证性因素分析,最终得到由34个情景共103个行为反应项的幼儿教师胜任力情景判断测验。测验的信、效度检验表明:(1)测验各维度的内部一致性信度在0.72~0.85之间,全测验为0.95;(2)验证性因素分析表明测验的结构效度符合测量学要求,效标关联效度交叉验证表明,测验具有较好的效标关联效度。     

中学生创造性思维能力自评测验的编制

创造性思维有多种构成,其能力表现也有多种,即创造性思维能力是多维结构的.常用的最佳表现测验形式,无法良好测量其多维结构.一些研究者认为创造性思维能力是个体内在稳定的智力品质,并尝试使用典型表现测验来测量.本研究沿用此思路,尝试开发一套中学生创造性思维能力自评测验,即测查个体在日常生活中是否具有一些典型的习惯或行为方式.采用理论的探讨与实证分析相结合的方法,取得如下结果:(1)确定创造性思维能力的10维测评结构;(2)经过两轮测试检验,形成正式测验,信效度良好.     

小学1~4年级学生思维能力测验的初步编制

编制了“小学1~4年级学生思维能力测验”,该测验有文字、数字、图形三种测试材料,包括比较分类、归纳推理、演绎推理、空间认知、类比推理、抽象概括6个分测验。793名1~4年级小学生参加了测试,结果表明该测验难度适中、区分度较好、信度和效度较高。     

情景判断测验效度的研究述评

文章在回顾近年来情景判断测验研究的基础上,总结了情景判断测验的效标关联效度、结构效度、增量效度和情景判断测验效度的影响因素.研究发现情景判断测验有较高的效标关联效度,是一种较好的人才选拔工具;情景判断测验是一种测量方法,可以用来测量指定的结构;情景判断测验对认知能力、人格、工作知识等变量具有增量效度;试题特性、测验开发模式、研究设计、评分方式等会影响情景判断测验的效度.     

网络心理测验法述评

随着网络的不断发展,通过网络进行心理测验的频率也迅速增加。本文分析丁这种新的测验方法的优点,如更容易获得样本、操作更灵活准确、成本更低廉以及能提供更优质的测评服务等。同时也指出网络测验法在信度、效度、管理、项目安全以及对被试保密等方面有其局限性。心理学工作者应该创造性地思考怎样利用网络来促进心理测验的发展。     

计算机模拟动态心理测验

本文通过对心理测验的回顾与计算机模拟文献综合,把传统的纸笔测验与动态心理测验相比较,认为动态心理测验具有目标性、过程性与情境性三个特点,能够适应动态复杂的环境与群体作业任务,并且能够对阶段性的问题作出考察,具有传统的纸笔测验所不具备的优点.同时也提出,计算机模拟测验要更加注意外部效度与构思效度,注意计算机与人的交互作用的局限,才能够避免实验室实验的缺点,达到良好的模拟.     

Does Acquisitive Self‐Presentation in Personality Self‐Ratings Enhance Validity? Evidence from two experimental field studies

The aim of the present research was to demonstrate that acquisitive self‐presentation in personality scales is not a barrier to their criterion‐related validities in human resource contexts, but rather a means to improve them. A pilot study (Study 1) with 96 job incumbents provided preliminary positive evidence. In Study 2, in the experimental group (n=99), the instructions asked job incumbents to work on a Big‐Five personality inventory (BFI‐K) as if they took part in a personnel selection procedure for a personally very attractive position. In the control group (n=93) of Study 2, job incumbents were asked to answer the inventory items honestly. As expected, the correlation between the self‐ratings of the motive to get along (i.e., which comprises emotional stability, conscientiousness, and agreeableness) and contextual performance assessments was significantly higher in the experimental group than in the control group in Study 2. Additionally, the correlation between the self‐ratings of the motive to get ahead (i.e., which comprises extraversion and openness to experience) and task performance and leadership assessments was significantly higher in the experimental group than in the control group in Study 2. It is proposed that responding to a personality inventory in a human resource decision situation should be conceptualized as a workplace simulation.     

Predicting Military Performance from Specific Personality Measures: A validity study

This study examined the criterion‐related validity of the dimensions of a customized personality inventory in predicting different aspects of military performance. A cross‐validity study was also carried out to establish the stability of the obtained regression weights. The sample consisted of 733 non‐commissioned officers who filled out the personality inventory. Three different measures of performance (i.e., commendations, reprimands, and cumulative ranking) were used as the criteria in validating the inventory. Among the 11 dimensions of the inventory, emotional stability, directing and monitoring, self‐discipline, and military bearing predicted commendations; determination was the only predictor for reprimands, and cumulative ranking was predicted by determination and adaptability. The cross‐validity procedure showed that the obtained regression weights were stable, providing further support for the validity of the personality measures. Results yielded support for the argument that specific personality measures could be respectable predictors of different aspects of military performance.     

Using the BIDR to Distinguish the Effects of Impression Management and Self‐Deception on the Criterion Validity of Personality Measures: A Meta‐Analysis

Although the use of personality tests for personnel selection has gained increasing acceptance, researchers have raised concerns that job applicants may distort their responses to inflate their scores. In the present meta‐analysis, we examined the effects of the two dimensions of social desirability, impression management and self‐deception, on the criterion validity of personality constructs using the balanced inventory of desirable responding (BIDR). The results indicate that impression management and self‐deception did not create spurious effects on the relationship between personality measures and performance, nor did they function as performance predictors. Moreover, removing the influence of impression management or self‐deception from personality measures did not substantially attenuate the criterion validity of personality variables. Implications of the results and directions for future research are also discussed.     

Personality traits and academic examination performance

British university students (N = 247) completed the NEO‐PI‐R (Costa & McCrae, 1992 ) personality inventory at the beginning of their course and took several written examinations throughout their three‐year degree. Personality super‐traits (especially Conscientiousness positively, and Extraversion and Neuroticism negatively) were significantly correlated with examination grades and were found to account for around 15% of the variance. Primary traits were also examined and results showed significant correlations between a small number of these traits (notably dutifulness and achievement striving positively, and anxiety and activity negatively) and academic achievement. Furthermore, selected primary personality traits (i.e. achievement striving, self‐discipline, and activity) were found to explain almost 30% of the variance in academic examination performance. It is argued that personality inventory results may represent an important contribution to the prediction of academic success and failure in university (particularly in highly selective and competitive settings). Copyright © 2002 John Wiley & Sons, Ltd.     

Examining the construct validity of the elemental psychopathy assessment

Lynam and colleagues recently developed a new self-report inventory for the assessment of psychopathy, the Elemental Psychopathy Assessment (EPA). Using a sample of undergraduates (N = 227), the authors examined the construct validity of the EPA by examining its correlations with self and stranger ratings on the Five-Factor Model, as well as self-reported ratings of personality disorders, social cognition, and love styles. The EPA psychopathy scores manifested expected correlations with both self and stranger ratings of the Five-Factor Model, particularly with the domains of Agreeableness and Conscientiousness, and were significantly related to various forms of personality pathology such as narcissism and antisocial personality disorders. The EPA also manifested expected relations with aggressive social cognitions. Finally, the EPA psychopathy scores were correlated with romantic love styles indicative of game playing and infidelity. The current results provide further evidence of the construct validity of the EPA as it manifests relations consistent with the nomological network of psychopathy.     

Criterion Validity is Maintained When Items are Evaluatively Neutralized: Evidence from a Full‐scale Five‐factor Model Inventory

The original version and an evaluatively neutralized version (with items rephrased to reduce popularity) of a personality inventory were compared. The results revealed (i) similar criterion validity across three different sets of self‐rated behaviours, (ii) stronger relations to the rated social desirability of criteria for the original version and (iii) less correlation between factors for the neutralized version. We take the results to indicate that evaluative neutralization is a viable technique for reducing social desirability in self‐ratings. Implications for test construction are discussed. Copyright © 2014 European Association of Personality Psychology     

Police interview competencies: assessment and associated traits

The present study empirically examines the structure of police interview competencies in self‐reports of 230 police investigators suggesting five major underlying dimensions, that is, ‘Careful‐tenacious’, ‘Controlled‐non‐reactive’, ‘Dominant‐insisting’, ‘Communicative’ and ‘Benevolent’. These dimensions discriminate performance in a series of interview vignettes, grouped in terms of type of case (interviewing a suspect, a witness or a victim) and type of suspect. In addition self‐ratings on these dimensions are related to self‐estimated interview effectiveness in the same vignettes. Participants are further administered the NEO PI‐R (Costa, P. T., & McCrae, R. R. (1992). Professional manual: Revised NEO personality inventory (NEO‐PI‐R) and NEO five‐factor‐inventory (NEO‐FFI). Odessa, FL: Psychological Assessment Resources), enabling an examination of the relationship between the competence dimensions and their personality trait building blocks. The implications of this study for the development and coaching of police interview competencies are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

AN EVALUATION OF THE VALIDITY OF THE PERSONALITY RESEARCH FORM WITH FILIPINO UNIVERSITY STUDENTS

The cross-cultural validity of a North American personality inventory, namely, the Personality Research Form (Jackson 1984) was examined using 394 university students in the Philippines who were able to speak and read English. Scale validities, with self and peer ratings as criteria, were generally significant but modest. Moderate scale and peer rating reliabilities probably contributed to these results. Elevated scores on a PRF scale designed to detect careless responding suggested failure to understand instructions or insufficient motivation may also account for the findings. Interestingly, recalculating validities for subsamples comprising ‘dependable’ and ‘undependable’ subjects yielded no substantial differences in overall validity. Implications for cross-cultural personality assessment are discussed.     

Unfolding the Measurement of the Creative Personality

Gough's Creative Personality Scale (CPS) is a self‐report personality inventory for creativity assessment. We investigated the undimensionality and the response process on the CPS from an ideal point (unfolding) perspective. The Graded Unfolding Model (GUM) was used to model binary responses and participants were 228 engineering students who completed a Greek version of the CPS. Results support the undimensionality of the CPS construct and suggest that unfolding measurement models may provide new insights to the assessment of creativity.