Criterion‐Related Validity of Dutch Police‐Selection Measures and Differences Between Ethnic Groups

This study investigated the criterion‐related validity of cognitive ability as well as non‐cognitive ability measures and differences between ethnic majority (N=2365) and minority applicants (N=682) in Dutch police officer selection. Findings confirmed the relatively low predictive validity of cognitive ability generally found for police jobs. Previous research reported no differential prediction. The present study, however, found small but systematic evidence for differences in validity for the ethnic majority and minority group of both cognitive and non‐cognitive measures. For the minority group, training performance appeared to be mainly predicted by the cognitive ability test. For the majority group, cognitive ability showed very little predictive power. Non‐cognitive ability variables appeared to be somewhat more predictive in this group.     

Metatraits: Enhancing Criterion‐Related Validity Through the Assessment of Traitedness1

With the growing use of personality tests as predictors of job performance, the reliable measurement of these personality variables has become important to selection researchers and practitioners. Metatrait researchers have examined the possibility that personality traits are not equally relevant for all people. This study sought to examine whether considering the relevance of a trait to an individual (i.e., traitedness) would enhance the predictive validity of a measure. Specifically, traitedness was expected to moderate the relationship between predictor and criterion scores such that the predictor‐criterion relationship would be stronger for traited than for untraited individuals. Consistent with this hypothesis, a strong moderating effect was found for traitedness between a measure of personality and an objective criterion. Contrary to what was predicted, traitedness only provided incremental validity, above personality, for supervisor ratings of job performance.     

The Variability of Criterion‐Related Validity Estimates Among Interviewers and Interview Panels

The authors examined differences in criterion‐related validity estimates among ratings from individual interviewers and interview panels within a structured interview. Senior non‐commissioned officers (NCOs) in the U.S. Army (N=64) conducted panel interviews with 944 junior NCOs during a concurrent validation project. Analysis of the data revealed considerable variation in interviewer validity coefficients in relation to multiple performance criteria. Results also indicated the importance of adopting a multivariate perspective when evaluating interviewer validity differences in that the amount of variation in validity coefficients differed both by interview dimension and criterion. A similar pattern of findings emerged when analyses were performed on ratings averaged within interview panel. Nonetheless, when meta‐analysis was used to estimate the amount of true variance in interviewer‐ and panel‐level validity coefficients, most or all of the variance for some interview‐criterion combinations appeared to be due to statistical artifacts.     

Construct Validity of Multi‐Source Performance Ratings: An Examination of the Relationship of Self‐, Supervisor‐, and Peer‐Ratings with Cognitive and Personality Measures

Although more and more organizations prefer using multi‐source performance ratings or 360° feedback over traditional performance appraisals, researchers have been rather skeptical regarding the reliability and validity of such ratings. The present study examined the validity of self‐, supervisor‐, and peer‐ratings of 195 employees in a Dutch public organization, using scores on an In‐Basket exercise, an intelligence test, and a personality questionnaire as external criterion measures. Interrater agreement ranged from .28 to .38. Variance in the ratings was explained by both method and content factors. Support for the external construct validity was rather weak. Supervisor‐ratings were not found to be superior to self‐ and peer‐ratings in predicting the scores on the external measures.     

Examining the Criterion‐Related Validity of the Employee Screening Questionnaire: A Three‐Sample Investigation

Across three samples (N=475, 358, and 112), the authors examined the criterion‐related validity of the Employee Screening Questionnaire (ESQ), a brief forced‐choice measure of integrity in the workplace. Results suggested that ESQ scores correlate highly with self‐ and other‐reports of counterproductive work behaviors (rs of .59, .50, and .47 on the consolidated scores), as well as self‐reports of job satisfaction (rs of ?.41 and ?.22 on the consolidated scores), and intention to leave the organization (rs of .30 and .21 on the consolidated scores). No predictive bias by gender was found for the ESQ scores. Based on these results, the authors encourage more research on the use of personality‐based (covert), forced‐choice integrity tests in selection contexts.     

The Convergent and Discriminant Validity of the Chapman Scales

Our study investigated the convergent and discriminant validity of five of Chapman's Schizotypia Scales (i.e., Physical Anhedonia, Revised Social Anhedonia, Perceptual Aberration, Magical Ideation, and Impulsive Nonconformity; L. J. Chapman, J. P. Chapman, & Raulin, 1976, 1978; Eckblad & L. J. Chapman, 1983) and Meehl's Schizoidia Scale (Meehl, 1964) within a sample of 50 personality disordered subjects, many of whim possessed schizotypic traits. It was hypothesized in part that all five of the Chapman scales and the Schizoidia Scale would correlate with the schizotypal personality disorder; the Physical Anhedonia and Revised Social Anhedonia Scales would correlate with the schizoid personality disorder, whereas the Magical Ideation and Perceptual Aberration Scales would not; the Physical and Revised Social Anhedonia Scales would not correlate with the avoidant personality disorder; and the Impulsive Nonconformity Scale would correlate with the borderline and antisocial personality disorders. Only the hypotheses concerning the avoidant personality disorder and the Schizoidia Scale were not supported. The findings remained even when the effects of state anxiety and state depression were controlled. Implications of the findings with respect to the validity of the Chapman and Schizoidia Scales and the personality disorders are discussed.     

Convergent and Discriminant Validity of Five Interest Inventories

This study investigated whether interest inventories that purport to measure the same constructs actually yield scores that correspond. The study examined the empirical relation of scores for similarly and same-named scales on five widely used interest inventories: the Campbell Interest and Skills Survey, the Kuder Occupational Interest Survey-Form DD, the Self-Directed Search, the Strong Interest Inventory-Skills Confidence Edition, and the Revised Unisex Edition of the ACT Interest Inventory. Comparisons were made among scores for (a) vocational interests measured by homogeneous, rationally based scales; (b) occupational interests measured by heterogeneous, criterion-based scales; and (c) self-efficacy for RIASEC tasks. The participants consisted of 80 women and 38 men employed as career counseling practitioners and professors. Results from analyses of multitrait-multimethod matrices indicated that similarly and same-named scales correlated moderately and that, with few exceptions, these matched scales demonstrated convergent and discriminant validity. These conclusions were interpreted by distinguishing between the linguistic explication and operational definition of constructs in theories of vocational and occupational interests. The implications of these interpretations were considered for both the science of vocational psychology and the practice of career counseling. Future research should investigate both the profile validity and the interpretive validity of interest inventories that yield scale scores derived from different scaling strategies.     

Construct and Criterion‐Related Validation of a Measure of Emotional Reasoning Skills: A two‐study investigation

In a two‐study investigation, the construct and criterion‐related validities of the Test of Emotional Intelligence, an ability‐based measure of emotional reasoning skills, were examined. In Study 1, as hypothesized, emotional reasoning skills were related to emotion recognition ability (i.e., as measured by Diagnostic Analysis of Nonverbal Accuracy), emotional empathy, and three measures of successful social functioning (i.e., social astuteness, interpersonal influence, and apparent sincerity) assessed by peers, after controlling for personality and occupational environment characteristics. In Study 2, results from a predictive validation study demonstrated that Emotional Intelligence explained additional variance in overall job performance ratings beyond general mental ability and personality traits. Contributions and implications of this research investigation, limitations, and directions for future research are discussed.     

An Examination of the Factor,Convergent, and Discriminant Validity of the Behavioral Inhibition System and Behavioral Activation System Scales

The Behavioral Inhibition System and Behavioral Activation System Scales (BIS/BAS scales) are the most widely used measures designed to assess Gray’s Reinforcement Sensitivity Theory. However, questions remain regarding its factor, convergent, and discriminant validity. We assessed these properties in two samples of undergraduates (N = 723, N = 103). In Study 1, confirmatory factor analysis supported previous findings that suggested removal of several items, resulting in acceptable fit for a four-factor model. Convergent and discriminant validity were assessed for the original and revised scales. In Study 2, a public speaking task was used to assess validity of the scales in reference to positive/negative affect. Convergent and discriminant validity for the revised scales were not substantially different from the original scales. We suggest that future researchers should consider the use of the revised measure we describe. We also suggest that the creation of a revised BIS/BAS scale using new items may be warranted.     

Discriminant Validity of the Inventory to Diagnose Depression

Measures of depression and anxiety correlate highly with one another. It has been hypothesized that this shared variance partly reflects poor discriminant validity, which could be improved by linking item content more closely to diagnostic criteria. We tested this speculation by comparing the Inventory to Diagnose Depression (Zimmerman, Coryell, Corenthai, & Wilson, 1986), developed to correspond with diagnostic criteria for major depression, with the Beck Depression Inventory (Beck, Rush, Shaw, & Emery, 1979) in terms of discriminant validity. These measures correlated more strongly with each other than with anxiety but did not differ in their relations with anxiety.     

The Convergent Validity between Self and Observer Ratings of Personality: A meta‐analytic review

The convergent validity between self and observer ratings of the Big Five dimensions of personality was examined by cumulating research findings across studies. The mean correlation corrected for coefficient α in self‐ratings and inter‐rater reliability in observer ratings was .46 for agreeableness (N=6359, k=53), .56 for conscientiousness (N=6754, k=58), .51 for emotional stability (N=8000, k=55), .62 for extraversion (N=7725, k=50), and .59 for openness to experience (N=5333, k=38). Results indicate that, although there is a high degree of construct overlap, both self and observer ratings have substantial unique variance. Moderator effects were analyzed. The duration of acquaintance (strangers vs close relatives) as well as observer type (peers at work vs relatives) were analyzed. Acquaintanceship had a large moderating effect whereas observer type did not moderate the level of convergence.     

Measuring Obsessions Without Worry: Convergent and Discriminant Validity of the Revised Padua Inventory in an Icelandic Student Population

The revised Padua Inventory (Padua Inventory-Washington State University Revision or PI-WSUR) was investigated in an Icelandic student population ( n = 431). The inventory was explicitly constructed to minimize the overlap between the measurement of obsessionality and worry. Its relationships with the Maudsley-Obsessive-Compulsive Inventory (MOCI) and the Penn State Worry Questionnaire (PSWQ) were investigated. The factor structure of the PI-WSUR was studied as well as the relations of PI-WSUR subscales with corresponding scales on the MOCI (checking, contamination). It was further investigated whether a factor analysis of the PI-WSUR together with PSWQ would indicate that the PI-WSUR and its different components were relatively uncontaminated by variance shared with worry. The results generally supported the psychometric properties of the Icelandic version of the PI-WSUR as well as its relative independence of PSWQ specifically.     

The Convergent and Discriminant Validity of the Need for Cognition Scale

This article reports two studies that examined the convergent and discriminant validity of the Need for Cognition Scale (Cacioppo & Petty, 1982). Using samples of college students and prison inmates, need for cognition scores were found to be positively associated with measures of self-esteem, masculine sex role attitudes, absorption, and private self-consciousness. Modest negative associations between need for cognition and measures of public self-consciousness and social anxiety were also uncovered. Need for cognition scores were generally unrelated to measures of feminine and androgynous sex role attitudes, shyness, sociability, and loneliness. These findings add further evidence supporting the construct validity of the Need for Cognition Scale and expand our understanding of the construct of need for cognition.     

Construct Validity of the Acquired Capability for Suicide Scale: Factor Structure,Convergent and Discriminant Validity

The Acquired Capability for Suicide Scale (ACSS) assesses one of three main constructs in the Interpersonal Theory of Suicide but evidence of its validity is limited. In two studies (Ns = 287 and 738) validity of the full 20-item ACSS and its shorter versions (ACSS-5, ACSS-8, ACSS-FAD) were examined in terms of factor structure and relation to indices of self-reported suicidal behaviour and self-harm. Confirmatory factor analysis (CFA) failed to show good fit for one-, two-, or three-factor models of the ACSS in its various versions. Exploratory factor analysis of the 20-item scale in the first study pointed instead to a five-factor structure and this was supported using CFA in the second study. In both studies all scale versions showed moderate negative correlations to fear of death and dying, indicating scale validity for the purpose of assessing fearlessness about death. In the second study, a model in which the five factors were indicators of a latent variable of Capability was found to predict a latent variable of Suicidality as indicated by suicidal behaviours, but the prediction was substantially enhanced by the addition of Item 20 to the model. This single item was also found in the first study to better predict suicidal and self-harming behaviour than the full ACSS or any of its short versions.     

General Factors of Personality in Six Datasets and a Criterion‐Related Validity Study at the Netherlands Armed Forces

Several papers showed that a general factor occupies the top of the hierarchical structure of personality, the so‐called General Factor of Personality (GFP). The first question is whether the GFP behaves similar to the general factor of mental ability (g), in that GFP scores from different personality questionnaires correlate highly. The second question is whether the GFP is related to real‐life outcomes. In six large datasets (total N=21,754) collected in the Netherlands armed forces, the GFPs extracted from six personality questionnaires generally showed high degrees of correlation suggesting they measure the same construct. Moreover, GFP was related to drop‐out from military training. This evidence strengthens the view that the GFP is a substantive construct with practical relevance.     

ASSESSING WOMEN'S FEMINIST IDENTITY DEVELOPMENT Studies of Convergent, Discriminant, and Structural Validity

Researchers have called for increasing sophistication in the assessment of women's feminist identity development (Enns & Hackett, 1990; Hackett, Enns, & Zetzer, 1992) to understand important psychological processes. This series of studies examined recent efforts to operationalize Downing and Roush's (1985) model of feminist identity development. Specifically, the psychometric properties of two existing measures—the Feminist Identity Development Scale (Bargad & Hyde, 1991) and the Feminist Identity Scale (Rickard, 1987)—were examined in two studies with separate samples of women (total N = 486). Results of Study 1 indicated the strengths and significant limitations associated with each scale (e.g., low internal consistency for some subscales, item-subscale inconsistency). A composite measure (derived from these scales) with better overall psychometric properties is described. In Study 2, we found good support for the composite instrument's internal consistency, as well as convergent, discriminant, and factorial validity in a sample that included a wide age range and nonstudent community residents.     

Convergent and Discriminant Validity of FACES-III: Family Adaptability and Cohesion

Research on earlier versions of the Family Adaptability and Cohesion Evaluation Scales (FACES) has ostensibly shown that the scales lack discriminant and convergent validity (23). However, these studies have defined convergence as agreement between family members or as agreement between family members and family therapists. Such definitions confound real differences between respondents' perceptions of the family with the notion of convergent validity. In the current study, we take a different approach to construct validity. Multiple measures of family adaptability, cohesion, and talkativeness were administered to two family members (insiders) and two significant others (outsiders). The two insiders' responses were averaged together, as were the two outsiders' responses. Using confirmatory factor analysis, we demonstrated that family adaptability, cohesion, and talkativeness are distinct traits, and that the different sources of information about these traits, including FACES-III (24), have convergent validity.     

Psychometric Properties of the Gaze Anxiety Rating Scale: Convergent,Discriminant, and Factorial Validity

Fear and avoidance of gaze are two features thought to be associated with problematic social anxiety. Avoidance of eye contact has been linked with such undesirable traits as deceptiveness, insincerity, and lower self-esteem. The Gaze Anxiety Rating Scale (GARS) is a self-report measure designed to assess gaze anxiety and avoidance, but its psychometric properties have only been assessed in one preliminary study. We further investigated psychometric properties of the GARS by assessing convergent and factorial validity. We obtained a two-factor solution: gaze anxiety and avoidance across situations (1) in general (GARS-General) and (2) related to dominance communication (GARS-Dominance). The GARS-General factor related more strongly to social anxiety than the GARS-Dominance, and convergent validity of the factors was supported by expected relationships with personality and social anxiety variables. Our results indicate that the GARS subscales are psychometrically valid measures of gaze aversion, supporting their use in future study of the relationship between social anxiety and eye contact behavior.