Equivalence of computerized and standard administration of the Piers-Harris Children's Self-Concept Scale

Two hundred seventy-nine 8- to 17-year-old children and adolescents were randomly assigned to complete paper-and-pencil or computer-administered versions of the Piers-Harris Children's Self-Concept Scale. The equivalence of these two administration modes was assessed by evaluating the comparability of scale means, variances, reliabilities, and validities. Results indicate that, of 27 comparisons, only 1 produced a statistically significant difference. We concluded that the computerized administration of the Piers-Harris scale did not affect its psychometric properties and that paper-and-pencil and computerized modes of testing for this questionnaire may be regarded as equivalent.     

Equivalence of Computerized and Standard Administration of the Piers-Harris Children's Self-Concept Scale

Two hundred seventy-nine 8- to 17-year-old children and adolescents were randomly assigned to complete paper-and-pencil or computer-administered versions of the Piers-Harris Children's Self-Concept Scale. The equivalence of these two administration modes was assessed by evaluating the comparability of scale means, variances, reliabilities, and validities. Results indicate that, of 27 comparisons, only 1 produced a statistically significant difference. We concluded that the computerized administration of the Piers-Harris scale did not affect its psychometric properties and that paper-and-pencil and computerized modes of testing for this questionnaire may be regarded as equivalent.     

The validity of the serial color-word test A reply to Lennart Sjöberg

Abstract.— In reply to Lennart Sjoberg's conclusion that the reliabilities and validities of the serial Color-Word Test are at best moderate the present authors claim that, given reliable and adequate criteria, the validities are high. Hence, the true reliabilities can hardly be low. Supporting data are presented. However, the test should not be used merely to identify psychiatric syndrome groups, but rather to broaden our knowledge about them by unveiling their adaptive strategies.     

AN EVALUATION OF THE VALIDITY OF THE PERSONALITY RESEARCH FORM WITH FILIPINO UNIVERSITY STUDENTS

The cross-cultural validity of a North American personality inventory, namely, the Personality Research Form (Jackson 1984) was examined using 394 university students in the Philippines who were able to speak and read English. Scale validities, with self and peer ratings as criteria, were generally significant but modest. Moderate scale and peer rating reliabilities probably contributed to these results. Elevated scores on a PRF scale designed to detect careless responding suggested failure to understand instructions or insufficient motivation may also account for the findings. Interestingly, recalculating validities for subsamples comprising ‘dependable’ and ‘undependable’ subjects yielded no substantial differences in overall validity. Implications for cross-cultural personality assessment are discussed.     

中国人人格量表的信度与效度

在初步确定中国人人格量表（Qingnian Zhongguo Personality Scale, QZPS）的基础上,通过对5000多被试的施测,确定了QZPS的项目构成及信度和效度。研究中对QZPS的项目重新进行探索性因素分析,确认了中国人人格的七因素结构,根据对每一个大因素的因素分析和项目鉴别度分析,确定了QZPS各个因素的项目构成和内部一致性系数,共180个项目。通过自-他评定的相关、自评与标尺评定的相关、以及对特殊群体分数分布的分析验证了QZPS的效度。研究结果确认QZPS有良好的信度和效度,可以应用于人格的理论和应用领域。     

Rosenberg(1965)自尊量表中文版的美中不足

罗森伯格(1965)自尊量表(中文版)是目前我国心理学界使用最多的自尊测量工具,这源于它的两大优点:信效度高、简明方便。但是,该量表也存在一个突出的与文化差异有关的问题,即题目8的含义表达与西方有所不同。经统计分析发现,题目8只有按正向题记分或直接删除才能达到良好的鉴别度、提升量表的信效度。这对于当前的自尊研究和量表法都有一定启示意义。     

Some Psychometric Properties of Two Measures of French and Raven Bases of Power

The reliability and validity of two bases of power instruments designed by Bachman, Smith, and Slesinger (1966) and by Student (1968), were theoretically and empirically evaluated. The evaluation showed that the scales of the two instruments were poor in face, content, and convergent validities and low in retest reliabilities.     

A Matter of Context: A Meta‐Analytic Investigation of the Relative Validity of Contextualized and Noncontextualized Personality Measures

The empirical evidence that has accumulated in support of the notion that personality is a valid predictor of employee performance is vast, yet debate on the matter continues. This study investigates frame‐of‐reference effects as they relate to the validity of self‐report measures of personality. Specifically, we compare the validities of general, noncontextualized personality measures and work‐specific, contextualized measures. The findings suggest that personality measures are a more valid predictor of performance when the scale items or instructions are framed specifically so as to reference work‐specific behaviors. We found that the validities for noncontextualized measures of personality ranged from .02 to .22, with a mean validity of .11. The validities for contextualized measures ranged from .14 to .30, with a mean of .24 . Additional moderator analyses were conducted in an effort to examine several alternate explanations for these validity differences. Specifically, we examined differences between the developmental purpose (general use vs. workplace use) and reliabilities of each type of personality measure. We also compared the validities from published studies to those from unpublished studies. Results suggest that these moderators did not have an impact on the validity differences between noncontextualized and contextualized measures.     

Development and preliminary validation of a questionnaire assessment of expressed emotion

A questionnaire for management of expressed emotion was constructed. It consisted of two scales, criticism and emotional overinvolvement. The questionnaire and the Camberwell Family Interview were then administered to relatives of schizophrenics and preliminary assessments of scale reliabilities and concurrent validities were done. Both questionnaire scales were reliable. With respect to validity the criticism scale correctly classified 88% of the subjects relative to the criticism scale of the interview. The emotional overinvolvement scale was less satisfactory (67%) but still assisted in classification of over-all expressed emotion. Expressed emotion, classification by the questionnaire, correctly identified 84% of the subjects with respect to the interview.     

HONESTY TESTING FOR PERSONNEL SELECTION: A REVIEW AND CRITIQUE

Paper and pencil predictors of employee theft are described and studies of validity, reliability, and adverse impact of these tests are examined. Validity studies for 10 tests were grouped into 5 categories: comparisons with polygraph examination results, correlations with admissions of past theft, predictive studies using future job behaviors as criteria, comparisons of shrinkage rates before and after the introduction of a testing program, and comparisons of test scores of groups known to be dishonest with groups representing the general population. While positive correlations were consistently found, a variety of methodological differences between studies were identified which make the direct comparison of test validities suspect. High reliabilities are consistently reported, and test score comparisons by race and sex generally report no differences. Ethical issues in honesty test usage are considered and future research needs are identified.     

兼顾文化共通性与特殊性的人格研究：CPAI及其跨文化应用

本文在回顾华人社会人格研究与评估发展以及“跨文化(中国人)个性测量表(CPAI)”的研究与应用历程基础上, 比较了CPAI-2 (Form B)不同语言版本(包括中文版、英文版、韩文版、日文版)的跨文化应用结果。多种文化中的研究结果支持了CPAI的跨文化信度和效度。同时, CPAI在本土和跨文化应用研究中, 还从理论与实践的双重视角, 强调与支持了“兼顾文化共通性与特殊性的(etic-emic)人格研究方法”在人格评估领域的重要性。这也促使国内外相关领域研究者开始思考, 如何使用兼顾文化共通性与特殊性的人格研究方法以进一步推动人格心理学的研究。     

On the use of the WISC-R supplementary subtests as alternates

If a regularly administered WISC-R subtest cannot be administered properly or is invalidated, the manual suggests that a supplementary subtest, either Digit Span or Mazes, can serve as a substitute, but perhaps prorating the sum of scaled scores on the remaining subtests would be better. Data from the WISC-R standardization sample were analyzed to investigate the psychometric properties of these two variants of the standard procedure. Proration consistently resulted in higher validities (i.e., correlations between scores on the variant Verbal, Performance, or Full Scale and scores on the corresponding original scale), whereas substitution almost as consistently resulted in higher reliabilities, but in both cases the differences were small. Examiners may decide for themselves whether or not to use the supplementary subtests as alternates.     

Global Versus Decomposed Estimates of Cross-Job Retraining Time

Cross-job retraining is becoming a viable option for coping with increasingly rapid technological changes in the workplace. In this study, we used data col- lected from 836 supervisors in 43 U.S. Air Force enlisted jobs to compare global versus decomposed estimates of cross-job retraining time in terms of interrater reliability and convergent validity. Convergent validities of retrain- ing time estimates were assessed in terms of their correlations with each other and with two additional determinants of retraining ease: learning difficulty of the new job, and old-versus-new job differences in aptitude requirements. In general, the reliabilities for the global and decomposed judgments were com- parable. Additional correlational results supported the convergent validities of both the global and decomposed retraining time estimates.     

METAANALYSES OF VALIDITY STUDIES PUBLISHED BETWEEN 1964 AND 1982 AND THE INVESTIGATION OF STUDY CHARACTERISTICS

Review and metaanalyses of published validation studies for the years 1964-1982 of Journal of Applied Psychology and Personnel Psychology were undertaken to examine the effect of (1) research design; (2) criterion used; (3) type of selection instrument used; (4) occupational group studies; and (5) predictor-criterion combination on the level of observed validity coefficients. Results indicate that concurrent validation designs produce validity coefficients roughly equivalent to those obtained in predictive validation designs and that both of these designs produce higher validity coefficients than does a predictive design which includes use of the selection instrument. Of the criteria examined, performance rating criteria generally produced lower validity coefficients than did the use of other more "objective" criteria. In comparing the validities of various types of predictors, it was found cognitive ability tests were not superior to other predictors such as assessment centers, work samples, and supervisory/peer evaluations as has been found in previous metaanalytic work. Personality measures were clearly less valid. Compared to previous validity generalization work, much unexplained variance in validity coefficients remained after corrections for differences in sample size. Finally, the studies reviewed were deficient for our purposes with respect to the data reported. Selection ratios, standard deviations, reliabilities, predictor and criterion intercorrelations were rarely and inconsistently reported. There are also many predictor-criterion relationships for which very few validation efforts have been undertaken.     

成人依恋的测量：亲密关系经历量表（ECR）中文版

为了促进在中国开展有关成人依恋的研究,对目前国外该领域中广泛采用的“标准”成人依恋量表——“亲密关系经历量表（ECR）”——进行了中文版修订。371名中国大学生接受了测试,并用自尊量表,他人观量表等作为检验效度的依据。其中59人在四周后进行了重测。对其中的231名正处于恋爱中的被试的结果进行了统计分析,包括采用项目反应理论进行项目分析、信效度检验。结果表明,该量表的中文版具有较好的信度（内部一致性、和重测信度）以及效度（构想效度和效标效度）     

An evaluation of forced-choice and true-false item formats in personality assessment

The reliabilities and validities of true-false and forced-choice formats in personality assessment were compared. Subjects from college residential units were assigned randomly to groups receiving the Personality Research Form (PRF) in either forced-choice or standard true-false form. Reliabilities were substantially higher for the true-false form. Peer rating validities for each format were in a comparable range, but correlations with self-ratings were higher for the true-false form. Results do not support the contention that a forced-choice format is consistently more valid than a standard format. Subjects well acquainted with ratees manifested more highly differentiated judgments, showed consistently higher validity, but were more prone to show a bias to attribute more salient traits, like dominance and exhibition, to ratees.     

IMPLICATIONS OF THE MULTIDIMENSIONAL NATURE OF JOB PERFORMANCE FOR THE VALIDITY OF SELECTION TESTS: MULTIVARIATE FRAMEWORKS FOR STUDYING TEST VALIDITY

Although most studies of criterion-related validity focus on univariate relationships, the complex and multidimensional nature of the performance construct and the widespread use of multiple selection devices argue in favor of multivariate frameworks for evaluating validity. Using a Monte Carlo simulation we estimated the validity of general cognitive ability tests and personality tests in predicting "job performance," where performance is conceptualized as a composite of multiple performance measures (i.e., individual job task performance and organizational citizenship behaviors). The validity of a selection battery varies substantially as a function of the relative weight given to both predictors and criteria; the 95% confidence interval for validities ranged from .20 to .78. The effective weights given to performance dimensions accounted for 34% of the variance in selection battery validities; depending on precisely how "performance" is defined, the same test battery can have relatively high or relatively low levels of validity. Our model suggests that the way an organization defines job performance is a source of true and important variability in validities, and that the validity of selection tests for predicting complex performance criteria may show considerably less generalizability that current metaanalysis of univariate validities would suggest.     

The Great Eight competencies: a criterion-centric approach to validation

The author presents results of a meta-analysis of 29 validation studies (N=4,861) that uses the Great Eight competency factors (Kurz & Bartram, 2002) as the criterion measurement framework. Predictors of the Great Eight competencies based only on personality scales show moderate to good correlations with line-manager ratings for all 8 of the competencies. On their own, ability tests correlate with 4 of the 8 competencies, and together ability and personality data yield operational validities ranging from 0.20 to 0.44 for the 8 competencies. Operational validities for aggregated predictors with aggregated criteria were estimated to be 0.53. The value of differentiating the criterion space and of relating predictor variables to criterion variables in a one-to-one fashion is discussed.     

Reliability, homogeneity and the construct validity of Cattell's 16PF

This paper reviews criticisms of the psychometric properties of Cattell's Sixteen Personality Factor Questionnaire and examines Cattell's claims that 16PF scale reliabilities and factor validities are seriously underestimated by conventional internal consistency approaches to reliability estimation.On large samples of British adults and undergraduates no evidence was found to support the claim that the 16PF is deliberately heterogeneous in item content. No presence of suppressor effects or balancing of specifics were found in the 16PF scales, most of which were reasonably homogenous by conventional standards. Conventional internal-consistency reliability estimates in fact give very similar results to alternate form reliability coefficients and Cattell's factorial validities. 16PF scales which were particularly poor in terms of scale consistency were L, M and N with C, O and Q4 emerging as measures of essentially the same trait of anxiety.     

ARE WE VALIDATING MORE BUT PUBLISHING LESS? (THE IMPACT OF GOVERNMENTAL REGULATION ON PUBLISHED VALIDATION RESEARCH–AN EXPLORATORY INVESTIGATION)

Criterion-related validity studies published in the Journal of Applied Psychology and Personnel Psychology between 1960 and 1979 are examined to determine what changes have occurred in the volume of published research, the types of research design, occupations investigated, predictors and criteria used, and obtained validities. The major changes in the published research are both an absolute and relative decline in the volume of reported validation research, an increase in the average sample size, a decline in the proportion of studies utilizing supervisory rating criteria, a de-emphasis of aptitude tests as predictors, and a tendency towards greater use of predictive research designs. However, no significant change has occurred in the absolute magnitude of reported validity coefficients during this 20 year period nor in the types of occupations being investigated. These changes are interpreted in terms of increasing governmental intervention in employment selection during the last two decades.