The ADP-IV questionnaire: differential validity and concordance with the semi-structured interview

The Assessment of DSM-IV Personality Disorders questionnaire (ADP-IV) is a self-report measure of the DSM-IV Axis II personality disorders (PDs). The ADP-IV assesses for each DSM-IV criterion its typicality as well as the accompanying distress and impairment. This study investigates two important aspects of the construct validity of the ADP-IV: (a) the differential validity (i.e., the ability to differentiate between a sample of the general Flemish population ( n = 659) and a sample of psychiatric inpatients ( n = 487) with a high prevalence of clinical PD diagnoses, and patients with and without a PD in the psychiatric sample; (b) the convergent validity with the SCID-II semi-structured interview in a population of psychiatric inpatients ( n = 59). The results indicate a good differential validity: the dimensional scales and the categorical measures discriminated well between both groups and between patients with and without a PD diagnosis in the psychiatric sample. Concerning the concordance with the SCID-II, a decent level of agreement is exemplified by a correlation of.67 between the dimensional total scores of both instruments and by kappa coefficients for an "any" Axis II diagnosis at the.50 level. In conclusion, the results indicate that the ADP-IV is an efficient method for assessing PD in dimensional and categorical ways.     

Effects of procedure and outcome accountability on interview validity

This study tested effects of holding interviewers accountable for either the procedure they follow to make interview judgments (procedure accountability) or the accuracy of their judgments (outcome accountability) on interview validity. Undergraduates (N = 338) simulated employment interviewers in an experiment that crossed 2 levels of procedure accountability with 2 levels of outcome accountability. They watched videotapes of 60 managers answering an interview question and rated the managers on leadership potential. The dependent variable was the correlation between their interview judgments and supervisory ratings of the managers' actual leadership performance on the job. Results showed that procedure accountability increased interview validity and outcome accountability lowered it. Participants' apparent attentiveness fully mediated effects of procedure accountability on interview validity.     

The multidimensional nature of ageism: construct validity and group differences

The authors investigated the factor structure and construct validity of the Fraboni Scale of Ageism and the age and gender differences in ageism scores. Confirmatory factor analyses supported the multidimensional nature of FSA scores and generally corroborated the initial factor structure reported by M. Fraboni, with some notable exceptions. Essentially, the present findings were aligned with theoretical models of ageism that emphasize both cognitive facets and affective facets. That is, on the basis of their factor analytic findings, the authors redefined Fraboni's original factors of Antilocution, Avoidance, and Discrimination as Stereotypes, Separation, and Affective Attitudes, respectively, because of the clustering of items within factors. The revised 3-factor structure accounted for 36.4% of the variance in FSA scores. FSA factor scores significantly related to other scores from other measures of age-related attitudes, with higher correlations among factors that were similar in terms of their cognitive nature versus their affective nature. Finally, younger individuals and men had significantly higher ageism scores on the FSA than older individuals and women. The authors discussed the importance of adequately assessing ageism, with particular emphasis devoted to the understanding of age bias.     

A counterintuitive hypothesis about employment interview validity and some supporting evidence

This study found mixed support for the hypothesis that the difference in criterion-related validity between unstructured and structured employment interviews is due solely to the greater reliability of structured interviews. Using data from prior meta-analyses, this hypothesis was tested in 4 data sets by using standard psychometric procedures to remove the effects of measurement error in interview scores from correlations with rated job performance and training performance. In the 1st data set. support was found for this hypothesis. However, in a 2nd data set structured interviews had higher true score correlations with performance ratings, and in 2 other data sets unstructured interviews had higher true score correlations. We also found that averaging across 3 to 4 independent unstructured interviews provides the same level of validity for predicting job performance as a structured interview administered by a single interviewer. Practical and theoretical implications are discussed.     

The interview for antisocial behavior: Psychometric characteristics and concurrent validity with child psychiatric inpatients

The present study evaluated psychometric features and correlates of the Interview for Antisocial Behavior (IAB), a new measure designed to assess antisocial child behavior. Parents of 264 psychiatric inpatients (ages 6–13 years) completed the measure to evaluate antisocial behavior of their children. The investigation evaluated the relation of IAB scores to clinically derived diagnoses and to aggression and externalizing behaviors, as measured by different raters (parents, teachers), across different settings (home, school, hospital), and with different assessment methods (rating scales, behavioral role-play test). The results indicated that the IAB showed acceptable levels of internal consistency. A priori scores (severity, duration, total antisocial behavior) and factor analytically derived scales (Arguing/Fighting, Covert Antisocial Behaviors, Self-Injury) distinguished children with a DSM III diagnosis of conduct disorder, and scores on the IAB were more consistently related to other measures of aggression and externalizing behavior than to measures of internalizing behavior or overall severity of dysfunction. The implications of the results for use of the measure, particularly in relation to evaluation of the overt-covert dimension of antisocial behavior, are discussed.Completion of this research was facilitated by a Research Scientist Development Award (MH00353) and by grants (MH35408, MH39642) from the National Institute of Mental Health and the Rivendell Foundation.     

Maximizing test validity by item selection

The exact condition for discardingk items from a test in order to obtain a residual test with higher validity is derived. A proof that validity always increases is given for the casek=1. The lack of uniqueness of maximum validity when achieved by use of the condition is discussed. With the use of additional restrictions on items to be included in the initial test, a practical test construction procedure which has several advantages over previous methods is developed. The homogeneity of tests constructed by the method is discussed, and applications are given.     

The 1996 Mount Everest tragedy: contemplation on group process and group dynamics

In May 1996, one of the most tragic Mt. Everest climbing seasons was about to unfold, and five climbers would perish in the "Death Zone" miles above the earth's surface. This article considers the events from a group dynamic and group process perspective in an attempt to understand what might have been happening to the group members. We summarize the events through the writings of two chroniclers. We then discuss creating the group, leadership, diversity and subgrouping, scapegoating, and multiple interpretations through an interpersonalist/psychodynamic framework.     

Sibling dynamics and group psychotherapy

The role of sibling dynamics in group psychotherapy has received relatively little attention in the literature. Our clinical experience suggests that sibling issues regularly arise in the practice of group psychotherapy. This article provides an integrative view of sibling relationships from a family systems and self psychology orientation to group therapy. Special emphasis is placed on developmental and cultural differences as they affect sibling dynamics and the group leader's role. A number of case examples are offered to illustrate ways to view clinical challenges in a manner consistent with the influence of sibling relationships on group members and group process.     

Autonomous work group selection

The history of selecting office employees and autonomous work group employees is discussed. This study demonstrates the implementation of autonomous work group procedures with office/clerical employees. A selection model is developed advocating the use of skill, personality, and cognitive-based tests.     

The impact of corrections for faking on the validity of noncognitive measures in selection settings

In selection research and practice, there have been many attempts to correct scores on noncognitive measures for applicants who may have faked their responses somehow. A related approach with more impact would be identifying and removing faking applicants from consideration for employment entirely, replacing them with high-scoring alternatives. The current study demonstrates that under typical conditions found in selection, even this latter approach has minimal impact on mean performance levels. Results indicate about .1 SD change in mean performance across a range of typical correlations between a faking measure and the criterion. Where trait scores were corrected only for suspected faking, and applicants not removed or replaced, the minimal impact the authors found on mean performance was reduced even further. By comparison, the impact of selection ratio and test validity is much larger across a range of realistic levels of selection ratios and validities. If selection researchers are interested only in maximizing predicted performance or validity, the use of faking measures to correct scores or remove applicants from further employment consideration will produce minimal effects.     

The effect of training in verbal self-guidance on the self-efficacy and performance of Native North Americans in the selection interview

Native North Americans (n = 35) received training in verbal self-guidance (VSG) designed to increase self-efficacy in a selection interview. At the end of the training program, the trainees who acquired skills in VSG had higher self-efficacy than the participants in the control group (n = 31) regarding their interview performance. They also performed better in the selection interview as judged by managers who were blind to the experimental conditions.     

How decisions evolve: The temporal dynamics of action selection

To study the process of decision-making under conflict, researchers typically analyze response latency and accuracy. However, these tools provide little evidence regarding how the resolution of conflict unfolds over time. Here, we analyzed the trajectories of mouse movements while participants performed a continuous version of a spatial conflict task (the Simon task). We applied a novel combination of multiple regression analysis and distribution analysis to determine how conflict on the present trial and carry-over from the previous trial affect responding. Response on the previous trial and the degree of conflict on the previous and the current trial all influenced performance, but they did so differently: The previous response influenced the early part of the mouse trajectory, but the degree of previous and current conflict influenced later parts. This suggests that in this task experiencing conflict may not proactively ready the system to handle conflict on the next trial; rather, when conflict is experienced on the subsequent trial the previous compensatory processing may be re-activated more efficiently.     

The validity and incremental validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations for predicting job performance in advanced-level high-stakes selection

In high-stakes selection among candidates with considerable domain-specific knowledge and experience, investigations of whether high-fidelity simulations (assessment centers; ACs) have incremental validity over low-fidelity simulations (situational judgment tests; SJTs) are lacking. Therefore, this article integrates research on the validity of knowledge tests, low-fidelity simulations, and high-fidelity simulations in advanced-level high-stakes settings. A model and hypotheses of how these 3 predictors work in combination to predict job performance were developed. In a sample of 196 applicants, all 3 predictors were significantly related to job performance. Both the SJT and the AC had incremental validity over the knowledge test. Moreover, the AC had incremental validity over the SJT. Model tests showed that the SJT fully mediated the effects of declarative knowledge on job performance, whereas the AC partially mediated the effects of the SJT.