中文版一般自我效能量表的信度和效度检验

该研究以山东省610名高中生为被试,检验了中文版一般自我效能量表（GSES）的信度和效度.结果表明：（1）中文版GSES的有些项目,区分度不高;（2）中文版GSES具有较高的内部一致性信度与分半信度,但重测信度不高;（3）中文版GSES的单维度性没有得到证实;（4）中文版GSES不具有很好的预测效度.     

希望特质量表在中学生群体中的信、效度检验

通过对770名中学生施测,检验Snyder的希望特质量表（TTHS）的信度和效度。结果表明,总量表的重测信度、量表的结构效度和效标效度符合心理测量学要求。ITHS可以作为测量中国中学生希望特质的工具。在中国文化背景下。Snyder提出的希望特质仍然是一种积极的心理品质,希望特质也从某方面代表着中国中学生的心理健康水平。     

家庭近乎完美量表中文版的信效度分析

在大学生群体中选取三个样本进行集体施测。选取500名大学生作为样本一,使用家庭近乎完美量表中文版、自尊量表、一般自我效能感量表和Beck抑郁问卷对其施测,对数据进行验证性因素分析、内部一致性信度分析和效标效度分析;六周后在样本一中随机抽取71名大学生作为样本二,使用家庭近乎完美量表对其施测,对数据进行重测信度分析;另选取500名大学生作为样本三,使用家庭近乎完美量表中文版、近乎完美量表修订版的中文修订版和Frost多维完美主义量表对其施测,对数据进行聚合效度和区分效度分析。结果表明,家庭近乎完美量表中文版     

职业同一性状态量表的中文修订及初步应用

为检验中文版职业同一性状态量表在中国青年学生中的信效度,并考察大学生和高中生职业同一性状态分布及差异,通过四轮施测对总计871名大学生样本和760名高中生样本进行项目分析、因素分析、信效度分析、等值性检验并初步应用。修订后的中文版职业同一性状态量表（C-VISA）包含六个因子,分别为广度探索、深度探索、作出承诺、认同承诺、自我怀疑和职业灵活性,共计26个项目;验证性因素分析结果显示模型拟合良好;总量表和分量表的内部一致性信度和重测信度良好,效标关联效度良好;在大学生和高中生群体中具有跨年龄的等值性,可以区分达成、延缓、探寻性延缓、早闭、扩散和无忧扩散六种职业同一性状态。这表明C-VISA具有较好的信效度,可作为测量大学生和高中生职业同一性状态的有效工具。     

中文版青少年冷漠无情特质量表的信效度检验

目的:对中文版青少年冷漠无情特质量表进行信效度检验和初步修订。方法:随机选取江西三所学校755名小学、初中和高中学生进行测试,分析中文版青少年冷漠无情特质量表的信度和效度。结果:1项目分析表明,有21道题目的项目鉴别力指数较为理想;2探索性因子分析结果表明提取三个因子比较恰当,分别命名为冷酷、淡漠和无情。验证性因子分析结果显示三因子结构拟合良好;3总量表重测信度为0.83,分量表重测信度分别为0.81、0.79和0.82;4独立样本方差分析结果表明,冷酷因子和无情因子不存在年级或性别差异,淡漠因子存在年级差异,不存在性别差异。结论:三因子的中文版青少年冷漠无情特质量表结构稳定,是测量青少年冷漠无情特质的有效工具。     

教师互动问卷中文版的初步修订及应用

教师互动问卷（ＱＴＩ）是国外研究师生间教师行为时广泛采用的有效工具,国内目前尚缺少这方面的研究工具,因此,我们对ＱＴＩ进行了中文版的修订。修订经过了翻译、试测、修订、重测、信度与效度的考查等一系列环节。试测和重测的被试分别为９２名和３４７名中小学教师。统计结果表明,ＱＴＩ中文版有较好的信度、效度和区分度,可以用于我国教师行为的研究。此外,应用ＱＴＩ将教师划分为合作一支配型与对一服从型两类,效果较好     

简式父母教养方式问卷中文版的初步修订

以712名大学生为被试,对"简式父母教养方式问卷"(s-EMBU)进行了中文版修订,其中101人在10周后进行重测,并用中文完整版EMBU、自尊问卷、性别角色问卷和艾森克人格问卷等收集效标证据.结果表明,简式父母教养方式问卷中文版(s-EMBU-C)具有良好的信度(内部一致性、分半信度和重测信度)和效度(结构效度和效标效度),符合心理测量学指标要求.     

创造力成就问卷的中文修订

为验证Carson等人的创造力成就问卷（Creative Achievement Questionnaire,CAQ）在中国成人群体的适用性,对其进行翻译、回译和文化调适后转换为中文版（C-CAQ）。以59名成人为被试,间隔3周的重测信度为斯皮尔曼相关系数ρ=0.77（p<0.01）;以107名成人为被试,施测C-CAQ、托伦斯创造性思维测验（TTCT）的非常规用途任务（UUT）和补全图画任务（PCT）、中国大五人格简式版考察C-CAQ的聚合效度,结果发现与TTCT两个任务的多个指标及大五人格的开放性相关显著（与UUT任务各指标相关为：流畅性0.22、灵活性0.19、独创性0.26,与PCT任务的精致性相关为0.24,与大五人格的开放性维度相关0.29）;用瑞文标准推理测验考察C-CAQ和智力的区分效度,结果显示二者为弱相关且不显著;以324名成人为被试对C-CAQ的10个领域进行探索性因子分析,结果支持问卷的领域特殊性构想;以122名成人为被试施测考夫曼创造力领域量表（K-DOCS）和C-CAQ以考察C-CAQ的效标效度,结果显示二者的科学、艺术领域及总分相关均显著（ρ=0.62, 0.47和0.41）。研究表明,CAQ问卷中文版在我国的成人群体具有较好的信度和效度。     

物质主义价值观量表在大学生群体中的修订

以449名大学本科生为被试,对物质主义价值观量表（MVS）进行中文版的修订,考察其信效度指标。探索性因素分析发现,修订后的量表具有与原量表基本相同的三个维度;验证性因素分析结果显示,MVS的三因素结构拟合较好;MVS的内部一致性信度为0．792,重测信度为0．830;MVS的效标关联效度良好。表明修订后的MVS具有较好的心理测量学属性,可作为测量我国大学生物质主义价值观的工具。     

中文版过剩适应量表在大学生群体中的效度和信度

为修订中文版过剩适应量表(OAS-C),并检验其在中国大学生群体中的信效度,抽取589名大学生(样本1),278名大学生(样本2)和174名大学生(样本3)进行施测.效度分析结果表明,OAS-C为二因子结构,包括外部适应过剩和内部适应匮乏.该二因子模型拟合良好,且与各效标间呈显著正相关.信度分析结果显示,内部一致性系数...     

Validation through self and other ratings on dimensions of six nonstressful multi-scaled personality instruments

Six nonstressful personality instruments were concurrently validated using respondent and close friend ratings on specific scale dimensions. Tests were administered to 203 predominantly Caucasian college students. Prior to testing, the individual and a close friend through self-ratings and ratings of the respondents had estimated the strengths of the tested personality Variables on a seven-point scale. The definitions of the various personality dimensions were taken from publisher's manuals. An estimated whole test validity was obtained by an average of the individual scale validities using a conversion of Pearson's r to z'. Significant differences among and between subtest validities were found by ANOVA. All "self-rating" validities were significant (.001), with two of these self-rating validities significantly different (.01) than the other four tests. Only two "other-rating" validities were significant. All six tests appeared to be valid for college population use From preliminary analysis, counselees could rate themselves accurately on most test measures. In some cases self-ratings might be used in lieu of giving the test.     

An openness scale for the California Psychological Inventory

We developed a 36-item scale to measure Openness, using items on the California Psychological Inventory (CPI; Gough, 1957, 1987, 1996), Form 434. Items were initially chosen on the basis of content validity. Five samples (N = 2,375) were used to establish reliability, validity, and norms; 4 samples consisted of university undergraduate students, and 1 comprised applicants for nonmanagement call centerjobs. Internal consistency estimates obtained in each sample averaged approximately .75, and test-retest stability, assessed in 1 sample, was estimated at .84. Cross-correlations with related scales, for example, the NEO Personality Inventory-Revised Openness scale (Costa & McCrae, 1992) and other CPI-based scales, provided evidence of construct validity. Statistically significant predictive validities were obtained in 2 call centerjob-incumbent samples, with range-corrected true validities of .20 to .36 for a number of job performance criteria. Construct and predictive validity were found to be higher than for other scales consisting of CPI items designed to measure Openness or a related construct. Finally, norms were prepared for university undergraduate students (n = 1,847) and nonmanagement service-sector job applicants (n = 528).     

Construct-oriented Biodata Development for Selection to a Differentiated Performance Domain

This study describes the development of a multidimensional biodata form which used explicit constructs to guide item generation and rational scale development, construct validation, criterion measurement and empirical keying. These constructs were goal-orientation, teamwork, customer service, resourcefulness, learning ability and leadership. Exploratory and confirmatory factor analyses in both applicant and incumbent samples were used to identify and test the model which included the thirteen, more differentiated rational scales relating to these six, broader constructs. Empirical keying of the rationally developed scales was conducted against criterion construct scales conceptually related to each predictor construct. Empirical keying at the item level was found to result in higher validities and cross-validities than either empirical keying at the scale level, or rational keying. The item keyed instrument also demonstrated incremental validity over a test of cognitive ability for specific work performance domains as well as overall work performance.     

中国癌症病人生活质量的测定──EORTC QLQ—C30在中国的试用

引进EORTCQLQ-C30,验证其在中国大陆的应用情况,为中国肿瘤学领域生活质量研究提供有效和实用的评定工具.运用随机对照实验设计,测查了289名癌症病人,结果显示各分量表中项目与所属量表的相关均高于与其他量表的相关,各分量表间呈中等偏下相关,量表因子结构分析与EORTC结果大体相似,三种方法检验的临床效度均较高.由此得出QLQ-C30各项心理测量学特性均达到要求,临床效度和实用性也比较好,在中国大陆的癌症病人中是可行的、可信的、有效的和敏感的.     

The Criterion Validity of Broad Factor Scales versus Specific Facet Scales

We compared the validities of two Big Five personality factor scales with those of two lower-level facet scales that constituted each factor scale, with respect to self-report behavior criteria. Results demonstrated that the factor scales yielded significantly and substantially lower validities than did their constituent facet scales. These findings support our claim that separate scale scores should be reported routinely for the individual personality facets that define a broad factor, particularly when those facets do not correlate highly and when criteria of interest relate substantively to certain facets within the factor scale but not to others.     

RAINFOREST EMPIRICISM AND QUASI'-RATIONALITY: TWO APPROACHES TO OBJECTIVE BIODATA

Two approaches to objective biodata, designed to achieve the interpretability and stability of rational approaches, yet minimize socially desirable responding, were explored. The first was a quasi-rational attempt to derive biodata analogs to an existing temperament measure, and then use them as rational scales. The second was a theory-based variant of criterion-referenced keying, termed rainforest empiricism. Both were utilized with two consecutive classes of U.S. Military Academy cadets ( n = 2,565) to predict leadership performance over four rating periods. The biodata analogs to the temperament measure added incremental validity over the Academy's current admissions package and had significantly smaller correlations with a social desirability scale than their equivalent temperament scales. Scales developed with the rainforest approach had higher incremental validities and lower social desirability. Both methods demonstrated satisfactory stability upon cross-validation, and provided complementary interpretability. Advantages to each approach, and the implications for their use, are discussed.     

MMPI Scales for measuring Eysenck's personality factors

Four new MMPI Scales were constructed to identify Eysenck's personality factors of psychoticism, extraversion, and neuroticism as well as a lie score. The scales showed good construct validities against the Eysenck Personality Questionnaire and the Friedman Overlap Scales developed from items in the MMPI. The study also supported the construct validity of the Friedman overlap scales.     

Do Impression Management Scales in Personality Inventories Predict Managerial Job Performance Ratings?

Theorists have argued that impression management scales should predict job performance in jobs where interpersonal interactions are important. This research examined the correlation between impression management scale scores and overall job performance as well as its component dimensions for managerial jobs (one type of job requiring considerable interpersonal interaction). First, a meta‐analysis was conducted to determine the relationship between impression management scale scores and overall managerial performance. Results indicated that the correlation was .04 (k = 17, N = 20,069) for managers. Two additional studies were conducted to investigate the relationship between impression management and specific facets or dimensions of managerial performance. In one of these two studies, the relationships between impression management scores and supervisory ratings on 24 performance facets were investigated for 826 managers. Criterion‐related validities ranged from ‐.06 to .07. In the second study, correlations of an impression management scale with ratings on 22 dimensions of performance were examined using a sample of 257 executives. The validities ranged from .01 to .11. There appears to be little evidence that impression management scales predict job performance in at least one job category where interpersonal interactions are important (management). Potential relevance of these results for understanding social desirability in personality measurement for personnel selection is discussed.     

Psychometric properties of the Purdue Pharmacist Directive Guidance (PPDG) Scale in a sample of diabetes patients in the Southwestern United States

Despite the fairly widespread adoption of the 10-item Purdue Pharmacist Directive Guidance Scale (PPDG) over the last decade, only one study has assessed its psychometric properties. The present study examined the validity and reliability of the scale in a sample of 99 diabetic patients in the Southwestern United States. Principal axis factor analysis with Varimax rotation yielded two factors, "Instruction" and "Feedback and Goal Setting," similar to those found when the scale was originally developed. Cronbach's alphas for the total scale and the two factors were 0.95, 0.95, and 0.92, respectively. The scale and the two factors correlated significantly and positively with number of visits by patients to the pharmacist in the past 3 mo. These results provide further evidence for the internal consistency, and construct and criterion-related validities of the scale.     

Validity of evaluative factors from Big Five and HEXACO questionnaires

Bifactor models were applied to the NEO-FFI-3, HEXACO PI-R, and BFI-2 questionnaires. Factor scores of factors representing the domains of the questionnaires, evaluation, and acquiescence were estimated. Simple and multiple validities of the factor scores were compared with summated scale validities. The evaluation factor was a significant predictor of GPA in all questionnaires. There was little evidence of a relation of GPA to the acquiescence factor. The validities of the domain factor scores, controlling for the evaluation and acquiescence factors, were uniformly more negative than those of corresponding summated scales. Results suggest that the evaluative contamination of Big Five and HEXACO summated scores can be isolated and used effectively with bifactor modeling techniques.