情境判断测验的研究进展

目前,情境判断测验的相关研究主要呈现两大趋势———效度研究和跨文化比较研究。其中,效度研究主要分为效标关联效度和构想效度研究,跨文化比较研究则主要探讨测验的文化公平性,以及对不同种族员工工作绩效的预测作用。文章还将介绍研究呈现出的新趋势———对情境判断测验本质的研究,即探讨测验形式特点和被试信息加工过程对测验结果的影响。     

情境判断测验的效度研究述评

情境判断测验是一种为作答者呈现工作相关的典型情境以及该情境下可能的行为反应, 要求根据指导语提示进行选择或评价的测验形式。随着其理论和实践的发展, 研究者越来越关注情境判断测验的效度研究, 包括对其构想效度、效标关联效度和递增效度的探讨, 以及指导语类型、情境保真度以及计分方式等因素对其效度的影响。基于这些研究进展, 未来情境判断测验实践领域可能的方向是：(1)开发针对特定构想的情境判断测验; (2)结合具体构想选用相应的指导语; (3)应用作假和培训对效度影响的研究结果指导实践。     

五因素取向人格测验的发展与比较

五因素取向人格测验是目前评价个体人格特质时被广泛应用的一大类重要人格测验工具。该类测验数量众多, 长度各异, 形式多样。根据其题目呈现的特点, 可将现有的30余种五因素取向人格测验分为自陈式、核检表式、非言语式三类。在不同研究和实践情境下, 各个五因素取向人格测验具有各自独特的优劣势, 信效度的变化都不同。在实际应用中, 应根据不同研究需求区别使用, 并注意测量目的、施测次数、测验长度、被试特点、文化差异性等对测验结果的影响。当前, 五因素取向人格测验的开发正向着简明、全面、跨文化方向发展。     

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.     

工作情境中的人格研究：回顾与展望

人格研究对任何层次的组织行为都产生了深远的影响,大量元分析都显示了人格特质对工作动机、工作绩效、员工幸福感、压力与应对、团队效能、冲突与谈判、权利与政治、领导以及反组织行为等组织行为指标具有良好的预测力。但是人格研究在组织中的应用因为人格测验的效度和被试在测验中“作假”而饱受争议和批评。人格理论的拓展及其跨文化的适用性,人格特质的负面作用以及结合组织情境的动态研究都是今后研究值得关注和探索的方向。     

竞争情境中的人格取向——理论建构及实证

尝试用新的视角——取向研究视角,对竞争情境中的人格进行整合研究,建构一种与社会情境结合更紧密,更具概括性的人格取向理论。人格取向理论的假设建构模型包括四种人格取向维度：社会取向,个人取向,积极取向和消极取向。根据理论模型编制竞争情境人格取向量表,以1399名被试为研究对象,运用探索性因素分析和验证性因素分析方法对该理论模型进行实证研究。结果证明了该理论建构的存在,理论建构中各维度的因素负荷和拟合指数良好,竞争情境人格取向量表具有良好的信度和建构效度,既可作为证明该理论建构的有效工具,亦可作为评估竞争情境人     

人格心理学研究中新的探索——从模拟情境中寻找个体行为无序背后的有序

个体自身内在行为变异（个体在不同情境中行为的变化）蕴含着有关个体特征的大量信息,并且具有时间稳定性。这种稳定的变化模式被称为个体的“行为识别标志”,它刻画了个人行为的稳定性和独特性。相对于特质范式的静止性和流于现象学描述而言,自身内在变异规律可能从另一个侧面反映了人格的内在机制和动力过程。作者以模拟情境研究为例,介绍了人格学家在使用系统化、数量化方法揭示上述内在机制和动力过程方面所做的尝试。     

善良人格与网络利他行为的关系：有调节的中介模型

为探讨善良人格与网络利他行为的关系及其内在心理机制，研究采用实验法，将192名被试随机分配到不同风险情境中，并完成善良人格问卷、自我控制问卷和网络利他行为任务。结果表明：（1）善良人格正向预测网络利他行为；（2）自我控制在善良人格与网络利他之间起中介作用；（3）情境风险在善良人格与网络利他行为之间的直接路径以及自我控制中介效应的后半路径起调节作用。因此，善良人格对网络利他行为的影响是有调节的中介作用，该结果具有一定的理论和现实价值。     

主题统觉测验中国修订版(TAT-R,C)的编制与常模

主题统觉测验是一种与罗夏测验齐名的人格投射技术。但由于原版测验图片不适用中国被试,而且操作复杂,评分缺乏客观性,信度、效度不理想,更无标准化常模,所以在临床实践难以推广,在国内尚未系统研究。 为改进原版测验缺陷,首先修订了新的适合中国文化模式的工具,把原有的无结构投射法修改为联想—选择法投射,使修订版测验简单、易行。并且经研究验证,修订版(TAT-R,C)测验具有一定的信度效度,并建立了标准化常模。     

利他人格和情境因素对于个体捐赠决策的影响

采用三因素被试间实验具体考察了利他人格、慈善组织有效性和同伴效应对于个体捐赠决策的影响,结果发现存在显著的主效应和交互作用.利他人格与捐赠态度和捐赠水平之间存在显著的正向关系;情境因素慈善组织有效性和同伴效应与捐赠态度和捐赠水平之间也存在显著的正向关系;高利他者的捐赠决策对慈善组织有效性更加敏感,而低利他者对同伴效应更加敏感.     

Effects of global and contextualized personality on relationship satisfaction

Researchers have made great strides in conceptualizing and assessing contextualized personality—how people’s personalities vary across different contexts (e.g., among friends, co-workers, and relationship partners). We investigated how global and contextualized personality traits are linked to relationship satisfaction. In Study 1, longitudinal associations between global and contextualized personality and relationship satisfaction were examined in a sample of adults in committed dating relationships. Study 2 investigated actor and partner effects of global and contextualized personality on relationship satisfaction in undergraduate couples. Study 3 used observer ratings of contextualized personality traits expressed in couples’ daily Instant Messages (IMs). These results demonstrate that contextualized personality—in particular neuroticism—is linked to the quality of both current and future romantic relationships.     

On Being the Same in Different Places: Evaluating Frame‐of‐Reference Effects Across Two Social Contexts

Frame‐of‐reference (FOR) effects in personality assessment are demonstrated when self‐rated items oriented to specific contexts (e.g., workplace) show better predictive validity than noncontextualized items. Empirical support of FOR effects typically relies on job performance ratings or academic grades for criteria. The current study evaluates FOR effects using ratings of personality provided by informants from the home or school context. Items from the NEO Five‐Factor Inventory (NEO‐FFI; Costa & McCrae, 1992) were contextualized to the home and school contexts to create NEO‐Home and NEO‐School versions. One hundred fifty‐eight college students completed the NEO‐Home and NEO‐School questionnaires, and 161 college students completed the standard, noncontextualized NEO‐FFI. All participants recruited one peer from college and at least one parent to complete standard rater versions of the NEO‐FFI. Contextualized self‐ratings did not show FOR effects. NEO‐Home self‐ratings did not correlate higher with parent ratings than with peer ratings, and NEO‐School self‐ratings did not correlate higher with peer ratings than with parent ratings. Standard NEO‐FFI self‐ratings generally showed higher self‐informant agreement with both types of informants than contextualized self‐ratings. The pattern of correlations suggests that validity is enhanced more by specific trait‐informant combinations than by the contextualization of items to social contexts.     

The psychometric properties of the Portuguese version of the Personality Inventory for DSM‐5

The DSM‐5 Section III proposes a hybrid dimensional‐categorical model of conceptualizing personality and its disorders that includes assessment of impairments in personality functioning (criterion A) and maladaptive personality traits (criterion B). The Personality Inventory for the DSM‐5 is a new dimensional tool, composed of 220 items organized into 25 facets that delineate five higher order domains of clinically relevant personality differences, and was developed to operationalize the DSM‐5 model of pathological personality traits. The current studies address the internal consistency (study 1), the test‐retest reliability (study 2) and the criterion validity (studies 3 and 4) of the Portuguese version of the PID‐5 in samples of native speaking psychology students. Results indicated good internal consistency reliabilities and good temporal stability reliabilities for the majority of the PID‐5 traits. The correlational pattern of the PID‐5 traits with two measures of personality was in accordance with theoretical expectations and showed its concurrent validity.     

Item‐level Frame‐of‐reference Effects in Personality Testing: An investigation of incremental validity in an organizational setting

A recent line of research has investigated the frame‐of‐reference effect on personality scale scores, in which self‐report personality items are contextualized to the specific performance setting (e.g., work, school) within which the performance criterion is gathered. Contextualization has been shown to increase both the reliability and the criterion‐related validity of the personality scale scores by facilitating the self‐presentation of respondents, and by more closely measuring the personality construct relevant to the performance domain. The current research extends this area of personality research in two ways. First, this study tests the generalizability of the effectiveness of item‐level contextualization within an organizational setting. Second, this study also provides the necessary test of the incremental validity of this contextualized approach to personality measurement above and beyond the traditional, noncontextualized approach. The results confirm that a work‐specific personality measure, contextualized at the item level, adds to the prediction of job performance above and beyond that obtained by a noncontextual measure of the same personality traits. Practical and theoretical implications are discussed.     

Construct validity of a personality assessment game in a simulated selection situation and the moderating roles of the ability to identify criteria and dispositional insight

There is scant research on the validity of personality assessment games in selection situations. Therefore, in two experimental simulated selection studies, the construct validity of an assessment game developed to assess honesty-humility was tested. Both studies found no differences between a control condition and a simulated selection condition on honesty-humility game scores. Moreover, convergent and discriminant validity with self-reported personality were not affected by the manipulation. We obtained mixed evidence that individual differences in dispositional insight and the ability to identify criteria influenced the validity of the game. As the validity of the personality assessment game was not significantly affected in the simulated selection context, our findings may imply that well-designed personality assessment games can be used for high-stakes selection assessments.     

Tovrard a Multidimensional View of Personality and Health

Health status has in effect become an external criterion for various personality traits. It seems unlikely, however, that a unidimensional approach to personality actually will be productive, even when something as concrete as physical health serves as a criterion variable. Instead, the benefits of a more multidimensional, contextualized approach to the prediction of health status are emphasized. Additional comments concern the distinction between cooccurence and correlation of two variables, some ambiguities regarding the appropriate criterion variables for health psychology, and some logistical issues in the domain of personality and health psychology.     

Personality and the prediction of team performance

Although much is known about personality and individuals' job performance, only a few studies have considered the effects of team‐level personality on team performance. Existing research examining the effects of personality on team performance has found that, of the Big Five factors of personality, Conscientiousness is often the most important predictor. Accordingly, we investigated the criterion validity of lower‐level Conscientiousness traits to determine whether any one trait is particularly predictive of team performance. In addition to Conscientiousness, we examined the criterion validity of the other Big Five personality factors. We found that Conscientiousness and its facets predicted team performance. Agreeableness, Extraversion and Neuroticism were not predictive of team performance, whereas Openness had a modest negative relation with team performance. Copyright © 2010 John Wiley & Sons, Ltd.     

Socially desirable responding and its elusive effects on the validity of personality assessments

Past studies of socially desirable self-reports on the items of personality measures have found inconsistent effects of the response bias on the measures' predictive validities, with some studies reporting small effects and other studies reporting large effects. Using Monte Carlo methods, we evaluated various models of socially desirable responding by systematically adding predetermined amounts of the bias to the simulated personality trait scores of hypothetical test respondents before computing test-criterion validity correlations. Our study generally supported previous findings that have reported relatively minor decrements in criterion prediction, even with personality scores that were massively infused with desirability bias. Furthermore, the response bias failed to reveal itself as a statistical moderator of test validity or as a suppressor of validity. Large differences between some respondents' obtained test scores and their true trait scores, however, meant that the personality measure's construct validity would be severely compromised and, more specifically, that estimates of those individuals' criterion performance would be grossly in error. Our discussion focuses on reasons for the discrepant results reported in the literature pertaining to the effect of socially desirable responding on criterion validity. More important, we explain why the lack of effects of desirability bias on the usual indicators of validity, moderation, and suppression should not be surprising.     

Testing the Rules of Justice: The Effects of Frame‐of‐Reference and Pre‐Test Validity Information on Personality Test Responses and Test Perceptions

The resurgence of personality tests in selection has sparked interest in factors that may increase the utility and acceptability of these tests. Following a justice framework, the present study explores two possible methods for improving the psychometric properties and test‐taker perceptions of a widely used measure of personality, the NEO‐Five Factor Inventory. The first manipulation altered respondents' frame‐of‐reference (FOR) by adding “at‐work” tags to the personality test. The second provided information about the validity and appropriateness of the personality test for selection. Under the controlled setting of a laboratory experiment, participants (n=345) were randomly assigned to one of the conditions in the following between‐subjects design: 2 (FOR: work specific vs. generic) × 2 (information: validity vs. control). The FOR manipulation produced consistent effects on the personality test responses, but in contrast to recent claims, produced no effect on test perceptions. Alternatively, the information manipulation primarily influenced job‐relatedness perceptions, but had a modest negative effect on the psychometric properties of the personality test. These results show some possibilities, and difficulties, for enhancing perceptions of personality tests. They also have important implications for justice theory because they suggest that interactions among the procedural justice rules may yield unexpected and contradictory effects.     

An Inkblot for the Implicit Assessment of Personality: The Semantic Misattribution Procedure

Misattributions people make about their own reaction to ambiguous stimuli can be used to measure personality self‐concepts implicitly. On the basis of a semantic misattribution priming paradigm [semantic misattribution procedure (SMP)], we assessed the implicit personality self‐concept related to three dimensions included in the Big‐Five model: conscientiousness, neuroticism, and extraversion. Across three studies (N1 = 98, N2 = 140, and N3 = 135), the SMP was robustly related, in the expected direction, to individual differences in self‐reported personality questionnaires and managed to predict both self‐reported and objectively measured behaviours. The main advantage of SMP over classical explicit measures of personality is its higher resistance to social desirability tendencies, although its psychometric properties are somewhat lower than those pertaining to explicit measures of personality. Finally, comparisons of our results with studies that used other implicit measures of personality self‐concept indicate that the SMP has higher criterion validity. Copyright © 2012 John Wiley & Sons, Ltd.