The Match Between Recruiters’ Perceptions of Organizational Climate and Personality of the Ideal Applicant for a Management Position

The relationship between recruiters’ perception of the ideal applicant for a managerial position and their perception of organizational climate was examined in real selection procedures. Recruiters (n = 124) from 83 organizations in three sectors of industry participated in this study. They assessed the ideal applicant for the vacant managerial position with personality attributes derived from the Abridged Big Five Circumplex (Hofstee et al. 1992). Furthermore, they described the existing organizational climate with 14 climate scales based on the Competing Values framework of Quinn (1988). Results indicate that recruiters’ perceptions of goal oriented climate dimensions are related to the sector of industry. These perceptions influence the way in which recruiters perceive the ideal manager regarding conscientiousness and compliance. Recruiters’ perceptions concerning other dimensions of organizational climate are not related to the sector of industry and the personality profile of the ideal manager. Homogeneity of personality in organizations will exist for only some personality attributes.     

The Construct Validity of Assessment Centre Performance Dimensions

Evidence regarding the construct validity of assessment centre performance dimensions is reviewed. The evidence strongly suggests that variance in ratings tends to reflect exercises more than individual performance dimensions, thus calling into question the construct validity and utility of these dimensions. A number of biases in the assessment centre process, as well as more general rating biases are noted that may be responsible for these pervasive exercise effects. Suggestions are made for enhancing the construct validity of performance dimensions.     

不同类型的测评维度对评价中心结构效度的影响研究

本研究将测评维度分为行为能力和心理特质两组,考察对评价中心结构效度的不同影响。A公司216名部门副经理级员工接受了本次管理素质评价中心测评,采用公文筐、角色扮演和无领导小组讨论三种方法,测查行为能力和心理特质两组维度,各自有三个维度被一种以上的方法测量。多质多法和验证性因素分析的结果表明,评价中心以行为能力比以心理特质为测评维度结构效度好;以行为能力为测评维度时,会聚效度和区分效度都较好。     

多重情绪智力量表(MEIS)的信度、结构效度及应用评价研究

对多重情绪智力量表（MEIS）的信度和结构效度进行了实证检验,结果发现,MEIS的内部一致性信度（a）系数偏低,各分量表的分半信度系数很低;MEIS总量表的结构效度明显不足,对七个分量表的因素分析结果显示,每个维度对总量表的贡献率很低;无法满足Mayer和Salovey情绪智力4维度理论框架。对4个维度逐一进行二阶因素分析结果均揭示,MEIS明显缺乏每个维度所设定的4因素的结构效度,项目效率明显不足,因此,MEIS尚不具备有效测量情绪智力的功能。     

Assessment of Potential,from Assessment Centers to Development Centers

Are organizations interested in realizing the potential of their employees? How far have they progressed in utilizing performance assessment instruments for developmental purposes? There is a growing need for redirecting organizations towards greater knowledge productivity and using the competencies of their employees in a knowledge-productive way. Development centers provide possibilities for analyzing and diagnosing the relevant competencies of personnel whilst at the same time, providing a match with further development. This study examines managers’ attitudes towards assessment centers and their potential to be used for developmental purposes. The problems and processes involved in using assessment centers in this way were studied within a representative set of large, Dutch organizations. In addition, the conceptions of management and the implementation conditions needed for the introduction of development centers were examined. The advantages of development centers as a knowledge-productive tool for assessment in organizations are discussed to help managers decide about developmental programs.     

中学生问题行为多视角评估的构想效度

本文以多质多法和验证性因素分析的方法对由中学生问题行为三视角评估(自我评定、教师评定和家长评定)构成的数据模型进行了构想效度的研究。研究样本为分层随机抽取的北京市292名中学生,对其三视角问题行为的施测结果进行了会聚效度和区分效度的分析,结果表明:(1)中学生问题行为三视角六因子的MTMM模型构想效度良好;(2)评定者对问题行为的评估有影响,存在评定者效应,而且评定者效应对内倾问题因子比对外倾问题因子影响大。     

自编《中小学生非智力因素教师评价量表》的信、效度研究

通过自行编制的《中小学生非智力因素教师评价量表》,以天津市4所中、小学校的4个年级365名学生为被试考察了该量表的质量。研究结果表明：(1)《中小学生非智力因素教师评价量表》具有较高的信度;(2)《中小学生非智力因素教师评价量表》所构想的非智力因素结构模型是完全可以接受的,即有较好的结构效度。     

Assessment of dental anxiety: A facet approach

Dental anxiety is a complicated phenomenon, and its multicomponent nature is often not acknowledged in existing measurement instruments. Using a facet design, a new Dental Anxiety Inventory (DAI) was constructed. Facets chosen were: time (made up of four elements: at home, on your way to the denstist, in the denstist's waiting room, in the dental chair), situation (three elements: introductory aspects, dentist-patient interaction, actual dental treatment), and reaction (three elements: subjective feelings, physical reactions, cognitive reactions). Psychometric qualities of the DAI are good. The internal structure of the DAI was studied by linear and nonlinear techniques, and was partially recovered from the data. The construct and criterion validity of the DAI was supported in several studies.     

Construct validity of the Sivik Psychosomaticism test and test of Operational style: Correlations with Karolinska Scheme of Personality

To evaluate the construct validity (convergent and divergent) of Sivik Psycho Somaticism test (SPS) and test of Operationality (OPER), Pearson correlation coefficients between SPS scales and subscales and Karolinska Scheme of Personality (KSP) were calculated. Seventy-eight healthy individuals and 196 psychosomatic patients completed the SPS and OPER tests and KSP. The results show that the SPS and OPER subscales are significantly correlated to most KSP subscales. The correlations were higher for the psychosomatic group than for the normal population. The results confirm the validity of the SPS and OPER constructs.     

Transparency: A Necessary Requirement for the Construct Validity of Assessment Centres

La validité de construction des centres d'évaluation et la performance perçue des candidats sont-elles sensibles au fait que ceux-ci aient ou non connaissance des dimensions jugées pertinentes? 119 étudiants de 1° cycle ont participéà une session de centre d'évaluation dans des conditions de transparence et de non transparence. II est apparu que la validité de construction était supérieure quand les participants connaissaient les dimensions recherchées et le comportement attendu de leur part. En outre, les notations des sujets de la condition "transparence" qui admettaient avoir soumis leur conduite aux dimensions attendues bénéficiaient d'une validité discriminante et convergente supérieure à celle des notations des sujets qui affirmaient n'avoir tenu aucun compte des dites dimensions. L'impact de la transparence des dimensions recherchées sur la validité de construction des centres d'évaluation est discuté.
The present study tested whether the construct validity of assessment centres and the perceived performance of candidates were influenced by whether or not the requirement dimensions were made transparent for participants. A total of 119 college students participated in an assessment centre under either transparent or nontransparent conditions. Results showed that construct validity was higher when participants knew the requirement dimensions and what behaviour was required of them. In addition, the ratings of subjects in the transparency condition who reported that they had oriented their behaviour towards the requirement dimensions had higher convergent and discriminant validity than the ratings of subjects who reported that they disregarded the requirement dimensions. The consequences of the transparency of requirement dimensions for the construct validity of assessment centres are discussed.     

我国公务员绩效评估公平性结构的实证研究

本论文以833名公务员为对象,通过构建公务员绩效评估公平性问卷,对公务员绩效评估公平性的结构进行了探讨。探索性因素分析表明,公务员绩效评估公平性的结构主要包括评估系统公平、评估者公平、信息公平和人际公平等四个维度;验证性因素分析表明问卷,具有较好的构思效度和建构信度,其问卷可以作为测量公务员绩效评估公平性的工具。     

Validity of the Eating Disorder Examination Questionnaire (EDE-Q) in screening for eating disorders in community samples

In order to examine the concurrent and criterion validity of the questionnaire version of the Eating Disorders Examination (EDE-Q), self-report and interview formats were administered to a community sample of women aged 18-45 (n = 208). Correlations between EDE-Q and EDE subscales ranged from 0.68 for Eating Concern to 0.78 for Shape Concern. Scores on the EDE-Q were significantly higher than those of the EDE for all subscales, with the mean difference ranging from 0.25 for Restraint to 0.85 for Shape Concern. Frequency of both objective bulimic episodes (OBEs) and subjective bulimic episodes (SBEs) was significantly correlated between measures. Chance-corrected agreement between EDE-Q and EDE ratings of the presence of OBEs was fair, while that for SBEs was poor. Receiver operating characteristic (ROC) analysis, based on a sample of 13 cases, indicated that a score of 2.3 on the global scale of the EDE-Q in conjunction with the occurrence of any OBEs and/or use of exercise as a means of weight control, yielded optimal validity coefficients (sensitivity = 0.83, specificity = 0.96, positive predictive value = 0.56). A stepwise discriminant function analysis yielded eight EDE-Q items which best distinguished cases from non-cases, including frequency of OBEs, use of exercise as a means of weight control, use of self-induced vomiting, use of laxatives and guilt about eating. The EDE-Q has good concurrent validity and acceptable criterion validity. The measure appears well-suited to use in prospective epidemiological studies.     

The Assessment of Workaholism as Behavioral Tendencies: Scale Development and Preliminary Empirical Testing

This article reports on the development and preliminary empirical testing of two new scales designed to assess workaholic behavioral patterns. One scale assessed employee tendencies to perform nonrequired work (typically, spending time thinking of ways to perform work better), and the other measured tendencies to intrude on and attempt to control the work of others. These scales seem consistent with both conceptual definitions and anecdotal accounts of workaholism. Moreover, the scales were designed to assess behavioral tendencies rather than work attitudes, to circumvent the possibility of rationalization and denial among workaholic respondents, and to be applicable across multiple work contexts. Evidence from a sample of 278 employed respondents indicated that the scales were internally consistent, and represented distinct constructs. The scales also demonstrated evidence of convergent and discriminant validity. For example, scores on the nonrequired work scale correlated positively with hours worked and with the needs for achievement, autonomy, and affiliation. Scores on the control of others scale correlated positively with job involvement, stress, work-nonwork conflict, role conflict, dominance needs, and self-monitoring. In summary, the workaholism scales developed for this investigation appear both reliable and valid and thus potentially able to shed light on the phenomenon of workaholism.     

The Construct Validity of Assertion: Contributions of Four Assessment Procedures and Norman's Personality Factors

ABSTRACT The construct validity of assertion was analyzed in three independent correlational studies The convergence of self-reported, laboratory roleplayed, self-observed, and peer-rated measures was examined, as well as their relationship to Norman's peer-rated five personality factors of extraversion, agreeableness, conscientiousness, emotional stability, and culture Twenty-three and 29 undergraduate students participated in Studies 1 and 2, respectively In general, results showed poor convergence among assertiveness measures even when increasing the representativeness and reliability of the role-played laboratory and self-observed measures, as in Study 2 In Study 3, the role-playing test was abandoned and 45 subjects served as peers for one another The results of Study 3 supported the prediction that assertiveness measures showed at least moderate convergence, in addition there were significant relationships between assertiveness and extraversion and between peer-rated assertiveness and agreeableness, conscientiousness, and culture The relative contribution of each assessment procedure to the construct validity of assertion is discussed     

7种嫉妒评估量表的信度与效度研究

研究西方7种嫉妒评估量表在中国使用的信度与效度。结果发现,7种嫉妒评估量表具有较高的分半信度和内部一致性信度;内容效度和效标关联效度能够满足中国被试者的使用要求;但各量表内容重复性较大,适用范围限于爱情及关系嫉妒,并不适合评估其他嫉妒类型。     

The Ecological Validity of Neuropsychological Tests: A Review of the Literature on Everyday Cognitive Skills

Evaluating the ecological validity of neuropsychological tests has become an increasingly important topic over the past decade. In this paper, we provide a comprehensive review of the research on the ecological validity of neuropsychological tests, as it pertains to everyday cognitive skills. This review is presented in the context of several theoretical issues facing ecological validity research. Overall, the research suggests that many neuropsychological tests have a moderate level of ecological validity when predicting everyday cognitive functioning. The strongest relationships were noted when the outcome measure corresponded to the cognitive domain assessed by the neuropsychological tests. Several other factors that may moderate the degree of ecological validity established for neuropsychological tests are in need of further exploration. These factors include the effects of the population being tested, the approach utilized (verisimilitude vs. veridicality), the person completing the outcome measure (significant other vs. clinician), illness severity, and time from injury until evaluation. In addition, a standard measurement of outcome for each cognitive domain is greatly needed to allow for comparison across studies.     

Assessment center construct-related validity: Stepping beyond the MTMM matrix

Recent Monte Carlo research has illustrated that the traditional method for assessing the construct-related validity of assessment center (AC) post-exercise dimension ratings (PEDRs), an application of confirmatory factor analysis (CFA) to a multitrait-multimethod matrix, produces inconsistent results [Lance, C. E., Woehr, D. J., & Meade, A. W. (2007). Case study: A Monte Carlo investigation of assessment center construct validity models. Organizational Research Methods, 10, 430-448]. To avoid this shortcoming, a variance partitioning procedure was applied to the examination of the PEDRs of 193 individuals. Overall, results indicated that the person, dimension, and person by dimension interaction effects together accounted for approximately 32% of the total variance in AC ratings. However, despite no apparent exercise effect, the person by exercise interaction accounted for approximately 28% of the total variance. Although these results are drawn from a single AC, they nevertheless provide general support for the overall functioning of ACs and encourage continued application of variance partitioning approaches to AC research. Implications for AC design and research are discussed.     

The Importance of Exercise and Dimension Factors in Assessment Centers: Simultaneous Examinations of Construct-Related and Criterion-Related Validity

This study presents a simultaneous examination of multiple evidential bases of the validity of assessment center (AC) ratings. In particular, we combine both construct-related and criterion-related validation strategies in the same sample to determine the relative importance of exercises and dimensions. We examine the underlying structure of ACs in terms of exercise and dimension factors while directly linking these factors to a work-related criterion (salary). Results from an AC (N = 753) showed that exercise factors not only explained more variance in AC ratings than dimension factors but also were more important in predicting salary. Dimension factors explained a smaller albeit significant portion of the variance in AC ratings and had lower validity for predicting salary. The implications of these findings for AC theory, practice, and research are discussed.     

中学生自我导向学习倾向性量表的结构和效度

本研究的目的是修订中学生自我导向学习倾向性量表,探讨它的结构和效度。研究参考台湾修订版对Guglielmino量表进行翻译,构成量表;结合内外控量表、学业成就归因量表和学业自我效能感量表,有效测试了1000名中学生,采用信度分析、因素分析和外部效标分析等方法考察量表的结构和效度。结果发现6个因子结构最优,α分别为0.861,0.791,0.809,0.630,0.888,0.781,各个条目的因子负荷介于0.30-0.69。6因子结构模型的各项拟合指标都在0.90以上,6因子与各个效标的相关为大多达到了显著性水平。研究的结论是修订的中学生自我导向学习倾向量表具有良好的6因子结构和信效度。