NONE OF YOUR BUSINESS: PARAMETERS OF BIODATA INVASIVENESS

In this research, biodata items were evaluated for their perceived invasiveness by over 200 professionals (psychologists and social scientists), as well as three samples of nonprofessionals. In addition to item subject matter, perceived invasiveness of items was related to various biodata attributes, in that items that were more verifiable, more transparent in purpose, and more impersonal were seen as less invasive. Subjects with more positive attitudes toward biodata and organizational selection measures viewed fewer items as invasive, as did those with more education. Dispositional variables and gender were related to invasiveness perceptions in some samples. Four general motives or topics were determined to generate the greatest concern: fear of stigmatization, concern about having applicants recall traumatic events, intimacy, and religion. The results may help develop consensus about defining "invasive" and contribute to ways of reducing perceptions of invasiveness.     

Biodata Validity Decay and Score Inflation with Faking: Do Item Attributes Explain Variance Across Items?

Rating scales were developed to assess the biodata dimensions offered by Mael (1991). Biodata items assessing conscientiousness were administered under honest-responding and faking-good conditions. Item attributes were examined to determine their value in predicting item validity for honest respondents and item validity for faking respondents. Analyses were also conducted to determine whether the degree of item faking was related to item attributes. Item attributes associated with item validity for honest respondents are not the same as the item attributes indicative of item validity for the faking respondents. We suggest that this makes it very difficult to develop a biodata questionnaire which will be equally valid for both honest and faking respondents.     

THE EFFECTS OF REQUIRED ELABORATION OF ANSWERS TO BIODATA QUESTIONS

The impact of a request that examinees elaborate on their answers to a subset of items in a biodata instrument was evaluated. Four forms of a test in which different subsets of items are elaborated were randomly administered to 4 groups of examinees taking a pilot form of a selection instrument for a civil service position. Results indicated significantly lower scores on items for which elaborations were requested than the items for which no elaborations were requested. Lower scores were also observed for nonelaborated items when these items were embedded among those that were elaborated, and lower scores were found when the elaborated items were presented only in the first half of the test. Although the results suggest that requiring elaborated answers may reduce scores on biodata items, several practical and theoretical questions should be investigated to determine the utility of this approach as a method of reducing socially desirable responding.     

The Impact of Biodata Item Attributes on Validity and Socially Desirable Responding

Mael's taxonomy of biodata item attributes is applied to two biodata instruments in order to investigate the relationship between item attributes and (1) validity and (2) socially desirable responding. The results show a strong relationship between item attributes and validity, with items that are more historical, external, objective, discrete, and verifiable and less job relevant displaying stronger validities. Weaker relationships are observed between the item attributes and socially desirable responding. Implications of these results for building a clearinghouse for documentation of objective biodata items is discussed.     

PARALLEL TEST FORM DEVELOPMENT: A PROCEDURE FOR ALTERNATE PREDICTORS AND AN EXAMPLE

A procedure for developing alternate test forms that are parallel in the sense that scores on the different forms have similar means, standard deviations, and factor structures is described and applied to a bio-data inventory and a situational judgment test. Careful consideration of item-by-item parallelism during development resulted in alternate forms that were parallel at the item level. Further, comparison with a biodata test form comprised of items randomly selected from a pool of biodata items revealed that for the types of measures described here it may be necessary to produce parallel forms of each item to create alternate forms that are parallel in the way in which Cronbach (1947) originally defined parallelism.     

Distinguishing personality and biodata items using confirmatory factor analysis of multitrait-multimethod matrices

Hard biodata, soft biodata, and personality items were developed to measure three personal constructs (Dependability, Demeanor, and Ambition). This resulted in nine sets of items forming a three-method (personality, soft biodata, and hard biodata) by three-trait (Dependability, Demeanor, and Ambition) Multitrait-Multimethod (MTMM) matrix. Four models were proposed to represent the nine scales and each was tested on a sample of 477 job applicants and subsequently cross-validated on a sample of 958 job applicants, using confirmatory factor analysis. The model where the personality and soft biodata items represented one factor and the hard biodata items represented another, distinct factor, was both the best fitting and most parsimonious model, thus confirming Asher's (1972) taxonomy.This research was based in part on a doctoral dissertation submitted to Wayne State University. I would like to thank committee members Lois Tetrick (Chair), Alan Bass, Sebastiano Fisicaro, and Thomas Naughton. An earlier version of this paper was presented at the 8th annual conference of the Society for Industrial and Organizational Psychology (SIOP), San Francisco, CA: April, 1993.     

重参数化多分属性DINA模型的多级评分拓广——基于等级反应模型

多分属性认知诊断模型（CDMs）比传统的二分属性CDMs提供更详细的诊断反馈信息,但现有大部分多分属性CDMs并不具备直接分析多级（或混合）评分数据的功能。本文基于等级反应模型对重参数化多分属性DINA模型进行多级评分拓广,开发一个可处理多级评分数据的等级反应多分属性DINA模型。首先通过实证数据分析呈现新模型的现实可应用性;然后通过模拟研究探究新模型的参数估计返真性。结果表明,新模型满足同时处理多分属性和多级评分数据的现实需求;且具备良好的心理计量学性能,但对测验质量有一定要求（e.g., 题目质量较高且测验Qp矩阵具有完备性等）。     

Situational influences on destructive acts

Social psychological approaches to destructive behavior have stressed the importance of environmental factors, but, the range of potentially important life events has not been identified. Using a personality-based model of destructiveness, a pool of relevant biodata items were generated. A sample of 285 college students completed the situational-based biodata measure, the CPI, and two standardized integrity screening measures. A factor analysis of the biodata items resulted in seven factors: alienation, nonsupportive family, negative adult models, life stressors, competitive pressures, negative peer group and financial need. In a series of blocked regressions the situational scales produced significant increases in prediction over the personality variables on the measures of integrity, socialization and delinquency. The implications of these findings for selection and research are discussed. This research was supported by a grant from the U.S. Office of Naval Research (Contract No. 00014-0339, Michael D. Mumford and Theodore L. Gessner, Principal Investigators.     

Proactively balancing the validity and legal compliance of personal background measures in personnel management

Despite its proven utility and validity for the prediction of performance, the use of certain biodata questions for selection is being restricted because of fears of charges of discrimination, or of invasion of privacy, arising from increasingly stringent state and federal laws governing employment (Ash, 1989). The objective of this study was to develop alternative items that were valid and also perceived as nondiscriminatory and noninvasive for two biodata subscales in a well-researched biographical inventory. The newly developed subscales had acceptable KR-20 reliability coefficients. Sizeable and significant correlations between the corresponding original and newly developed subscales attested to the latter's construct validity. The performance criterion validity of the new subscales was demonstrated by significant correlations with both salary and with level of organizational functioning, which were regarded as measures of the individual's worth to the organization. The results of the present study encourage the expectation that biodata items can be constructed that are (1) valid, (2) in compliance, and (3) with a sufficiently low level of perceived invasiveness that will allow both the applicant and the test user to be comfortable with their use.     

BEYOND THE MEAN BIAS: THE EFFECT OF WARNING AGAINST FAKING ON BIODATA ITEM VARIANCES

We studied the effects of faking biodata test items by randomly warning 214 of 429 applicants for a nurse's assistant position against faking. While the warning mitigated the propensity to fake, the specific warning effects depended on item transparency. For transparent items, warning reduced the extremeness of item means and increased item variances. For nontransparent items, warning did not have an effect on item means and reduced item variances. These faking effects were best predicted when transparency was operationalized in terms of item-specific job desirability in addition to the item-general social desirability. We also demonstrated a psychometric principle: The effect of warning on means at the item level is preserved in scales constructed from those items, but the effect on variances at the item level is masked at the scale level. These results raise new questions regarding the attenuating effects of faking on validity, and regarding the benefit of warning applicants against faking.     

Impact of elaboration on socially desirable responding and the validity of biodata measures

The current study investigated the impact of requiring respondents to elaborate on their answers to a biodata measure on mean scores, the validity of the biodata item composites, subgroup mean differences, and correlations with social desirability. Results of this study indicate that elaborated responses result in scores that are much lower than nonelaborated responses to the same items by an independent sample. Despite the lower mean score on elaborated items, it does not appear that elaboration affects the size of the correlation between social desirability and responses to biodata items or that it affects criterion-related validity or subgroup mean differences in a practically significant way.     

An Examination of Biodata Theory‐Based Constructs in a Field Context

This study examined whether items from a biodata inventory were consistent with theory‐based constructs as suggested by the ecology model. The model posits five constructs explain biodata predictive ability. Items were sorted using the theory‐based construct domains. The resulting scale scores were assessed for evidence of content, criterion‐related, and construct validity in a sample of 6032 automated systems controllers. Results suggested moderate support for the theory‐based constructs. A notable finding was that items capturing a theoretical construct were impacted by the life stage in which they were anchored. Results further suggest the need to examine if certain life stages are more predictive than others or perhaps if certain constructs are more predictive when related to a particular life stage.     

Specification of Scales in Biodata Form Development: Rational vs. Empirical and Global vs. Specific

Although empirical keying has been the most popular scoring strategy with biodata, researchers have increasingly argued that rational approaches are better for advancing theory. Higher validities and less faking with empirical keys, however, have made many reluctant to abandon them. Research in the personality field provided support for the notion that many rational biodata scales may be multi-faceted. Development of more specific scales was suggested as a technique for creating rational scales with validities that more closely approximate that of empirical keys. Three different strategies (rational, internal, and external/empirical) were used in the scoring of a biodata inventory for use with mechanical equipment franchise owners. The rational and internal approaches were investigated within two samples and at two levels - very specific constructs and global constructs. In addition, two types of criteria were used, including an objective measure of sales and supervisory performance ratings. The specific rational scales were as predictive as the empirical item key. Strategies for developing and scoring a biodata form using a rational approach are discussed.     

Biodata: Meeting Clients’ Needs for a Better Way of Recruiting Entry-level Staff

Biodata as a selection technique is gaining greater acceptance in Australia and interest in the technique appears to be growing. There are a number of reasons for its rise in popularity, including particular advantages afforded by the technique such as enhanced validity and decreased adverse impact. This paper presents an overview of the development of a biodata instrument for large-scale recruitment and focuses specifically on how clients' needs were met by incorporating biodata in a revised recruitment system. The reader is also referred to another article in this issue by Karas and West that reports on this project, but covers technical aspects of the rational-empirical approach taken to instrument development. The biodata technique was chosen to meet specific requirements of a new selection system for entry level clerical and graduate staff of the Australian Public Service. Broadly, the system sought to assess a range of job-related skills encompassing both cognitive and noncognitive abilities and to maximize the validity and fairness of the recruitment process. The addition of a biodata questionnaire, as an integral part of the selection system, assisted in meeting these aims and providing clients with a more comprehensive process which offered greater flexibility and the reliable assessment of noncognitive attributes that are critical to success in today’s workplace.     

Evaluation of job candidates with missing information: Effects of attribute importance and interattribute correlation

How do people make evaluations when important items of information are missing? In the context of personnel evaluations or product evaluations, researchers have proposed that decision makers may predict the missing attribute based on its assumed relationship to attributes that are present. In addition, some researchers have suggested that there is a penalty for missing information. An experiment was conducted to investigate the influence of the importance of the missing attribute on the hypothesized inference effect. Hypothetical job candidates were evaluated based on one or two attributes. The correlation between the attributes was varied between groups of subjects as was the importance of one of the attributes. The pattern of ratings of candidates with missing information varied significantly with the correlation condition when the missing attribute was very important, but did not vary as much when the missing attribute was less important. The results were generally consistent with the predictions of the Inferred Information Model (Johnson and Levin, 1985). On average, candidates with missing information were rated lower than comparable candidates with complete information and the missing attribute at an average level.     

TELL ME SOME MORE: EXPLORING HOW VERBAL ABILITY AND ITEM VERIFIABILITY INFLUENCE RESPONSES TO BIODATA QUESTIONS IN A HIGH‐STAKES SELECTION CONTEXT

Although self‐rated or self‐scored selection measures are commonly used in selection contexts, they are potentially susceptible to applicant response distortion or faking. The response elaboration technique (RET), which requires job applicants to provide supporting information to justify their responses, has been identified as a potential way to minimize applicant response distortion. In a large‐scale, high‐stakes selection context (N= 16,304), we investigate the extent to which RET affects responding on a biodata test as well as the underlying reasons for any potential effect. We find that asking job applicants to elaborate their responses leads to overall lower scores on a biodata test. Item verifiability affects the extent to which RET decreases faking, which we suggest is due to increased accountability. In addition, verbal ability was more strongly related to biodata item scores when items require elaboration, although the effect of verbal ability was small. The implications of these findings for reducing faking in personnel selection are delineated.     

Predicting Voluntary Turnover from Job Applicant Biodata and Other Applicant Information

Research suggests that biodata (i.e., personal history information) is one of the best predictors of voluntary employee turnover. Given this fact, it is surprising that research on biodata has declined in recent years, and that biodata is not commonly used by employers for selecting employees. This article presents the results of a study that focused on the ability of biodata items and other information available on job applicants to predict voluntary turnover. With one exception, the hypotheses offered were confirmed. Specifically, applicant status (i.e., previously had applied for a job), submission of optional personal history information, employment status (i.e., job applicant was employed), and recruitment source (i.e., employee referral) all predicted voluntary turnover. The ability of applicant status, submission of a personal statement, and recruitment source to predict employee performance also was examined. Applicant status and recruitment source were found to predict subsequent performance ratings.     

ADDITIONAL EVIDENCE FOR THE ACCURACY OF BIOGRAPHICAL DATA: LONG-TERM RETEST AND OBSERVER RATINGS

Although the predictive validity of biographical information has been extensively documented in a variety of environments, the extent to which responses to a biodata questionnaire are accurate has not been adequately investigated. In particular, the accuracy of unverifi-able biodata items has not been determined. Evidence of accuracy was obtained in the present study using a test-retest design and informed external observers for verification. Responses were obtained from 237 study participants and 200 observers. Factor and item re-test correlations were obtained for subject and observer data, and responses were compared using product-moment correlations and t tests. Results provide evidence that many responses to a biodata questionnaire are accurate. Sources of inaccuracy were assessed, including the impact of social desirability, and applications of the findings to industrial uses of biodata were noted.     

In Their Own Words: Research Misconduct from the Perspective of Researchers in Malaysian Universities

Published data and studies on research misconduct, which focuses on researchers in Malaysia, is still lacking, therefore, we decided that this was an area for investigation. This study provides qualitative results for the examined issues through series of in-depth interviews with 21 researchers and lecturers in various universities in Malaysia. The aims of this study were to investigate the researchers’ opinions and perceptions regarding what they considered to be research misconduct, their experience with such misconduct, and the factors that contribute to research misconduct. Our findings suggest that the most common research misconducts that are currently being witnessed in Malaysian universities are plagiarism and authorship disputes, however, researchers seldom report incidents of research misconduct because it takes too much time, effort and work to report them, and some are just afraid of repercussions when they do report it. This suggests possible loopholes in the monitoring system, which may allow some researchers to bypass it and engage in misconduct. This study also highlights the structural and individual factors as the most influential factors when it comes to research misconduct besides organizational, situational and cultural factors. Finally, this study highlights the concerns of all participants regarding the ‘publish or perish’ pressure that they believe would lead to a hostile working environment, thus enhancing research misconduct, as researchers tend to think about their own performance rather than that of whole team or faculty. Consequently this weakens the interpersonal relationships among researchers, which may compromise the teaching and supervision of junior researchers and research students.     

A comparative analysis of the empirical validity of past- and present-oriented biographical items

This study sought to determine whether changing the time orientation or biodata items from past to present would result in a reduction of the items' validity. It was predicated on the notion that the traditionally employed measures of past performance were potentially unfair, especially to minority applicants. Administered to 192 members of the Air National Guard, the set of biodata items measuring present behavior was found to have validity coefficients which are at least comparable, if not superior, to the set measuring past behavior.