RELIABILITY AND FACTORIAL VALIDITY OF THE JUNIOR EYSENCK PERSONALITY QUESTIONNAIRE IN ZIMBABWE

Six-hundred and thirteen girls and 601 boys in Zimbabwe completed the Junior Eysenck Personality Questionnaire (JEPQ). The reliability of the Neuroticism (N) and Social Desirability (L) factors was acceptable but the Psychoticism (P) and Extraversion (E) factors possessed modest reliability. While the factorial validity of the P, N and L scales was acceptable, the factorial validity of the E scale was poor. L scores were significantly correlated with N and P scores among girls and boys. Whereas Zimbabwean girls reported higher P scores than did Canadian girls, Zimbabwean boys reported lower P scores than did Canadian boys. Zimbabwean girls and boys reported lower E and N and higher P scores than their Canadian counterparts. This study provides broad support for Eysenck's basic personality model, but it does not support the use of this version of the JEPQ, and especially the E scale, among Zimbabwean children.     

EFFECTS OF AMOUNT, FORMAT, AND LOCATION OF DEMOGRAPHIC INFORMATION ON QUESTIONNAIRE RETURN RATE AND RESPONSE BIAS OF SENSITIVE AND NONSENSITIVE ITEMS

Three characteristics of demographic questionnaire items were manipulated on a job satisfaction survey administered to 888 faculty members in order to assess effects on survey return rate and response bias. Demographic factors analyzed were Amount (number of demographic items), Format (questionnaires with all categorical answers versus those with a combination of categorical and continuous answers), and Location (demographic items placed before versus being placed after attitudinal items). Analysis of the 461 questionnaires which were returned revealed significant results for the Format rnanipulation, in that responses indicating higher satisfaction were obtained when the survey instrument contained questions which required both categorical and continuous answers rather than only questions requiring categorical responses. Also, this format-induced response bias occurred more frequently among sensitive than nonsensitive job satisfaction items. Implications of the results for questionnaire design are discussed.     

INTERVIEWER VALIDITY AND RELIABILITY: AN INDIVIDUAL ANALYSIS APPROACH

Interviewer reliability, validity, and strategy for information integration were studied by analysis of data across interviewers and, also, by within, individual interviewer analysis. Candidates ( N = 412) for selection to a military division of a national defense organization were interviewed by 10 female interviewers and assessed on nine behaviorally anchored dimensions. Candidates ( N = 131) subsequently admitted to officers' training school were evaluated, for the purposes of this study, on 19 dimensions and on an overall evaluation taken at six and twelve week points. Results of analyses of data across interviewers indicated that interviewers functioned in a similar fashion, using few of the dimensions in their decisions whereas analyses of individual interviewers indicated higher reliability and individual differences among interviewers' strategy formation. Analysis across interviewers of the relationship of the interview decision to six and twelve week training performance evaluations indicated no validity for the interview decision. Analysis of individual interview strategies revealed differences among the interviewers only at the six week point. Results are discussed with regard to methodological problems, interview strategy differences, criteria dimensionality, fruitfulness of individual, within interviewer analyses, and purpose of the interview.     

RELIABILITY AND VALIDITY OF IN-BASKET PERFORMANCE MEASURES

The in-basket test is a frequently used assessment tool for predicting job performance and, to a lesser extent, as a technique for research and development in various human resource applications. While the in-basket test has obvious attractive features for application in the business setting, there is a great degree of uniqueness in each application and relatively little research focusing on critical issues involved in construction or evaluation. In this paper, the literature focusing on the psychometric properties of in-basket measures of performance are reviewed and evaluated. The compiled evidence provides only modest support of the usefulness of the in-basket test as a measurement tool.     

PERSONALITY AND JOB PERFORMANCE: EVIDENCE OF INCREMENTAL VALIDITY

It is suggested that personality variables are significant predictors of job performance when carefully matched with the appropriate occupation and organization. The present study investigates the relationship between specific personality variables and job performance in a sample ( N = 43) of accountants. The results indicate that even with the effects of cognitive ability taken into account, three personality scales (orientation towards work; degree of ascendancy; and degree and quality of interpersonal orientation) are significantly related to important aspects of job performance. It is suggested that the overall validity of selection strategies might be improved with the addition of measures of relevant personality dimensions when appropriately matched to an occupation and organization.     

THE VALIDITY OF THE JOB CHARACTERISTICS MODEL: A REVIEW AND META-ANALYSIS

The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less agreement on the exact number of dimensions. The corrected correlational results of the meta-analysis indicated that job characteristics related both to psychological and behavioral outcomes. Concerning psychological states, the results tended to support their mediating (e.g., intervening) role between job characteristics and personal outcomes. The pattern of correlations between the job characteristics and psychological states was less supportive of the model. Meta-analytic results demonstrated that most of the cross-study variance was due to statistical artifacts. True variance across studies was found for the job characteristics-performance relationship, however, and subsequent analyses suggested that growth-need strength moderates this relationship. Implications for potential revisions of the model and for practice are discussed.     

SIMULATION-BASED ASSESSMENT OF MANAGERIAL COMPETENCE: RELIABILITY AND VALIDITY

Prior work based on complexity theory has attempted, with some success, to predict general and managerial performance in complex, uncertain, and fluid task settings. The present paper evaluates a quasi-experimental simulation technique that was specifically designed to measure the impact of individual differences in a number of managerial styles (including a style reflecting cognitive complexity) on executive performance. Twenty simulation-based measures were tested for reliability and validity. On the basis of the data obtained from two separate samples, it was concluded that this quasi-experimental simulation technology may be useful for assessing a number of managerial styles that are not currently tapped by other measurement methods. Research results reported in this paper, as well as results obtained in other concurrent efforts, are summarized.     

JOB CLASSIFICATION APPROACHES AND THE IMPLEMENTATION OF VALIDITY GENERALIZATION RESULTS

This paper compares two job classification methods for showing the appropriateness of cognitive tests in settings that were not involved in supplying data for a validity generalization analysis. One approach was an elaborate quantitative procedure that involved a lengthy job inventory and a multivariate item analysis. This approach was shown to be highly successful when applied to the responses from 1179 job inventories collected in 54 petroleum-petrochemical plants from 30 different companies. The other procedure involved simple job classification judgments by supervisors and incumbents. This latter approach was shown to be as effective, but was much less time consuming and costly. Professional and legal implications of these findings are discussed.     

《青少年心理健康素质调查表》动力系统分量表的编制

本文旨在介绍青少年心理健康素质动力系统量表的编制及其标准化过程。量表编制的重要理论基础为马斯洛的五级动机理论和弗兰克尔的自我超越动机理论。研究的测量工具有:自尊量表,自我超越生命意义量表,指向自我生命意义量表和对意义的追寻量表。被试为北京市某中学的334名初中高中学生。结果显示:青少年心理健康素质动力系统量表的内部一致性Cronbach′sα=0.90,效标效度较理想。研究结论:该量表可以作为测量青少年心理健康素质动力系统的一个较为可靠的工具。     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

JOB SATISFACTION AS A COMPONENT OF HAPPINESS AMONG MALES AND FEMALES

Using a sample made up of four independently drawn U. S. national surveys, partial correlation was conducted separately by occupational categories for white male ( n = 1,161) and female ( n = 491) full-time employees to estimate the relationship between job satisfaction and global happiness when the effects of satisfaction experienced in seven other domains of life and age, education, income, and occupational prestige were removed. For most occupations and both sex groups few of the job satisfaction-global happiness partial correlations were significant, thus extending previous evidence that job satisfaction may not be uniquely important to the overall happiness of most employees.     

TOWARD THE DEVELOPMENT OF STRUCTURED CRITERIA FOR INTERPRETATION OF FUNCTIONAL ANALYSIS DATA

Using functional analysis results to prescribe treatments is the preferred method for developing behavioral interventions. Little is known, however, about the reliability and validity of visual inspection for the interpretation of functional analysis data. The purpose of this investigation was to develop a set of structured criteria for visual inspection of multielement functional analyses that, when applied correctly, would increase interrater agreement and agreement with interpretations reached by expert consensus. In Study 1, 3 predoctoral interns interpreted functional analysis graphs, and interrater agreement was low (M = .46). In Study 2, 64 functional analysis graphs were interpreted by a panel of experts, and then a set of structured criteria were developed that yielded interpretive results similar to those of the panel (exact agreement = .94). In Study 3, the 3 predoctoral interns from Study 1 were trained to use the structured criteria, and the mean interrater agreement coefficient increased to .81. The results suggest that (a) the interpretation of functional analysis data may be less reliable than is generally assumed, (b) decision-making rules used by experts in the interpretation of functional analysis data can be operationalized, and (c) individuals can be trained to apply these rules accurately to increase interrater agreement. Potential uses of the criteria are discussed.     

JOB-RELATEDNESS OF A POSTTRAINING JOB KNOWLEDGE CRITERION USE TO ASSESS VALIDITY AND TEST FAIRNESS

Significant job-relatedness was found for a posttraining job knowledge test criterion using an application of Lawshe's content validity method. The aide test was used as a criterion to assess the predictive validity of a vocabulary test and a civil service test with samples of black ( N = 43) and white ( N = 62) psychiatric aides. Significant validities were found on both tests, but a vocabulary test proved to be the better predictor of the criterion in both samples. The obtained validities were discussed in terms of differential validity, test fairness, and sample size. This study demonstrated that a content validity method could be applied to criteria as well as selection tests. It was concluded that content validity methods may be able to help solve the problem of criterion relevance in validation research by providing quantitative evidence of the job-relatedness of criteria.     

A REVIEW OF ACADEMIC PERMANENT-PRODUCT DATA COLLECTION AND RELIABILITY PROCEDURES IN APPLIED BEHAVIOR ANALYSIS RESEARCH1

Three publication sources were reviewed to determine the recent conventions for collecting, and assessing the reliability of, academic permanent-product data (handwriting, examination papers, etc in applied behavior analysis. The primary source was the Journal of Applied Behavior Analysis (1968–1974). Secondary sources included conference proceedings titled, A new direction in education: behavior analysis (E. Ramp and B. L. Hopkins, Eds., Lawrence, Kansas: Support and Development Center for Follow Through, Department of Human Development, University of Kansas, 1971), and Behavior Analysis and Education (G. Semb, Ed., Lawrence, Kansas: Support and Development Center for Follow Through, Department of Human Development, University of Kansas, 1972). Finally, as a test of the generality of the findings in the two applied behavior analysis sources, the current issue of each of 14 psychological and/or educational journals was reviewed. Thirty JABA studies reported academic permanent-product data, but only 14 reported reliability. Increasingly more product data through 1973 have been reported along with a greater proportion of authors reporting reliability. The review of the two conference proceeding publications revealed the same trend. In 1971, only three studies reported academic product data, none with reliability, while in 1972, 15 reported academic data, nine including reliability assessment. The review of 14 current education/psychology journal issues revealed four studies reporting academic data, none with reliability. Across all sources, about one-half of the studies reported reliability. Most of the studies reporting reliability described the frequency of reliability assessment, with approximately equal numbers of JABA studies reporting reliability for each paper or reliability for each session. The use of uninformed observers was reported in only three JABA studies and one conference study. Marks made on subjects' papers by either the teacher or the primary observer were reported masked for reliability purposes by only two JABA and two conference studies. Reliability was calculated on a session total basis in two JABA studies. Point-by-point agreement was given in nine JABA and three conference studies. Perfect reliability (mean agreement of 100%) was reported in only six JABA and three conference studies. Scores between 90 and 100% were reported in nine JABA and four conference studies. Scores below 80% were reported in three JABA studies. No other percentage agreement scores were reported, although one JABA study reported correlational reliability (Pearson r). In summary, recently more studies have dealt with academic data and, until 1974, a greater proportion of these studies reported reliability assessment, and relatively few studies reported either replicable methods, 100% agreement, or controls for maintaining rater independence.     

SITUATIONAL JUDGMENT TESTS, RESPONSE INSTRUCTIONS, AND VALIDITY: A META-ANALYSIS

Situational judgment tests (SJTs) are personnel selection instruments that present job applicants with work-related situations and possible responses to the situations. There are typically 2 types of instructions: behavioral tendency and knowledge. Behavioral tendency instructions ask respondents to identify how they would likely behave in a given situation. Knowledge instructions ask respondents to evaluate the effectiveness of possible responses to a given situation. Results showed that response instructions influenced the constructs measured by the tests. Tests with knowledge instructions had higher correlations with cognitive ability. Tests with behavioral tendency instructions showed higher correlations with personality constructs. Results also showed that response instructions had little moderating effect on criterion-related validity. Supplemental analyses showed that the moderating effect of response instructions on construct validity was not due to systematic differences in item content. SJTs have incremental validity over cognitive ability, the Big 5, and over a composite of cognitive ability and the Big 5.     

THE RELIABILITY AND VALIDITY OF STRUCTURAL MEASURES DERIVED FROM REPERTORY GRIDS

This study examined the reliability and validity of measures derived from repertory grids in a limited domain. Twenty primary school teachers were interviewed at three points over a 12-month period, approximately six months apart, resulting in impressive test-retest stability for most measures. The pattern of construct relationships for individual teachers, operationalized as the mean Coefficient of Convergence, was 0.77 over a 12-month interval. Intensity and the percentage variance accounted for by the first factor (PVAFF) of principal component analysis were highly correlated with values ranging between 0.89 and 0.95 at different phases of the study. They also proved to be stable characteristics of the individual with test-retest reliability for Intensity of 0.87, and 0.73 for PVAFF over a 12-month interval.     

A LONGITUDINAL INVESTIGATION OF THE RELATIONSHIPS BETWEEN JOB INFORMATION SOURCES, APPLICANT PERCEPTIONS OF FIT, AND WORK OUTCOMES

This longitudinal field study was designed to examine the relationships between job information sources, self-esteem, and perceptions of person-job (P-J) and person-organization (P-O) fit, as well as the relationships between perceptions of fit and work outcomes (job satisfaction, organizational commitment, organizational identification, intentions to quit, stress symptoms, and turnover). The results indicate that the number of formal job information sources and self-esteem were positively related to perceptions of P-J fit, and formal job information sources were positively related to perceptions of P-O fit. Perceptions of P-J fit were positively related to job satisfaction, organizational commitment, organizational identification, and negatively related to stress symptoms and intentions to quit. Perceptions of P-O fit were negatively related to intentions to quit and turnover. In addition, perceptions of fit mediated the relationships between job information sources and self-esteem with job satisfaction, intentions to quit, and turnover. These results highlight the job applicant's perspective of fit, and demonstrate the importance of both P-J and P-O fit perceptions.