A Multitrait-Multimethod Validity Investigation of Scores From a Professional Licensure Examination

Pitoniak, Mary J.; Sireci, Stephen G.; Luecht, Richard M.

doi:10.1177/001316402128774932

Cited by 4 publications

(4 citation statements)

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“…Briefly, Campbell and Fiske (1959) described that in order for tests to have adequate construct validity, they must demonstrate adequate convergent and discriminant validity with different measurement methods of the same construct (i.e., self-reported, clinician-rated motivation measures) and distinct traits that are not theoretically related (i.e., positive symptoms), respectively. Further, they, along with others (Pitoniak, Sireci, & Luecht, 2002), argued that in order for adequate convergent validity to be established, correlations among the different measurement methods of a construct should be significantly different from zero and be “sufficiently large to encourage further examination of validity” (Campbell & Fiske, 1959, p. 83). Although additional research on the discriminant validity of the included motivation measures is needed to adequately use the MTMM, given that the largest overall effect size observed between performance-based and other methods of motivation assessment was only small in magnitude, it is uncertain if performance-based motivation measures meet MMTM’s criteria for adequate convergent and thus construct validity.…”

Section: Discussionmentioning

confidence: 99%

A meta-analytic review of self-reported, clinician-rated, and performance-based motivation measures in schizophrenia: Are we measuring the same “stuff”?

Luther

Firmin

Lysaker

et al. 2018

Clinical Psychology Review

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An array of self-reported, clinician-rated, and performance-based measures has been used to assess motivation in schizophrenia; however, the convergent validity evidence for these motivation assessment methods is mixed. The current study is a series of meta-analyses that summarize the relationships between methods of motivation measurement in 45 studies of people with schizophrenia. The overall mean effect size between self-reported and clinician-rated motivation measures (r = 0.27, k = 33) was significant, positive, and approaching medium in magnitude, and the overall effect size between performance-based and clinician-rated motivation measures (r = 0.21, k = 11) was positive, significant, and small in magnitude. The overall mean effect size between self-reported and performance-based motivation measures was negligible and non-significant (r = -0.001, k = 2), but this meta-analysis was underpowered. Findings suggest modest convergent validity between clinician-rated and both self-reported and performance-based motivation measures, but additional work is needed to clarify the convergent validity between self-reported and performance-based measures. Further, there is likely more variability than similarity in the underlying construct that is being assessed across the three methods, particularly between the performance-based and other motivation measurement types. These motivation assessment methods should not be used interchangeably, and measures should be more precisely described as the specific motivational construct or domain they are capturing.

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Section: Discussionmentioning

confidence: 99%

A meta-analytic review of self-reported, clinician-rated, and performance-based motivation measures in schizophrenia: Are we measuring the same “stuff”?

Luther

Firmin

Lysaker

et al. 2018

Clinical Psychology Review

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“…In this instance, the mode of administration is the same but by the question format represents distinct methods. A recent MTMM utilized different question formats on certified public accountant (CPA) examinations to measure similar and distinct concepts (Pitoniak, Sireci, & Luecht, 2002).…”

Section: Discussionmentioning

confidence: 99%

Evaluating the Measurement Properties of Procedural Justice in a Correctional Setting

Henderson

Wells

Maguire

et al. 2010

Criminal Justice and Behavior

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Research and theory on the effects of fair procedures has gained popularity over the past decade. This is understandable given the inherent appeal of these ideas and the supporting evidence. Research suggests that authorities are able to secure compliance from subordinates when they use fair procedures and when they are viewed as legitimate. Unfortunately, empirical studies of procedural justice and legitimacy are hampered by weak measures of key theoretical constructs. The purpose of this study is to examine the measurement properties of procedural justice in a sample of inmates. Results show that a one-factor model of procedural justice fits the data well, though the authors find evidence of a method effect. Results also demonstrate important differences between the use of a summated procedural justice scale and a scale derived from a factor analysis. These findings illustrate the importance of paying careful attention to construct validity in measures of procedural justice.

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“…MTMM also involves similar measurement methods (monomethod correlations), different measurement methods (heteromethod correlations) and reliabilities of each measure. The joint consideration of all these correlations allows construct-relevant trait variance to be distinguished from construct-irrelevant method variance (Pitoniak & Sireci, 2002). Campbell and Fiske (1959) named four criteria for evaluating a multitrait multimethod correlation matrix.…”

Section: Multi Trait Multi Methods Matrixmentioning

confidence: 99%

Systems-oriented talent management

Brouwer¹

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2.4. An example of the Open Dutch WordNet ………………………………. A lexical-semantic analysis of the relationship between organisational climate and work values3.1. The content side of organisational climate …………………………… 3.2. The contribution side of organisational climate ……………………… 3.3. The content-contribution approach of organisational climate ………….. (Schwartz, 1992) ………………………….. The universal values model 3.5. An example of the Open Dutch Wordnet ………………………………. A Team roles as the junction in the relationship between business strategyand key competences 5.1. The process-oriented approach of business strategy …………………… 5.2. The human-contribution approach of business strategy ……………… 5.3. The joint process-oriented and human-contribution approach of business strategy ………………………………………………………………… 5.4. The operationalisation of the concept of competences …………………. 5.5. The business strategy approach of competences ……………………….. Geen plaatjes7. The design of the renewed evidence-based systems-oriented talent management model 7.1. The management building blocks framework, or MBBF (Nieuwenhuis, 2006) …………………………………………………………………… 7.2. The relationships between the STM elements and the five building blocks of the MBBF ……………………………………………………. 7.3. Renewed STM diagram 1: the alignment of organisational structure and human talent, elaborated in the relationship between organisational effectiveness and personality facets ……………………………………. 7.4. Renewed STM diagram 2: the alignment of organisational culture and human talent, elaborated in the relationship between organisational climate and work values ………………………………………………... 7.5. Renewed STM diagram 3: the alignment of business strategy and human talent, elaborated in team roles as the junction in the relationship between business strategy and competences ……………………………………..executed in continuously changing processes and procedures, represents the common thread of its mission in the long term. Therefore, within the STM model, building a sustainable match between an organisation and its employees, is about aligning on the level of business purpose and human talent instead of on the level of the present way of working and behaving. conscientiousness, neuroticism and openness to experience. Secondly, personal motives are measured using the universal values model, or UVM (Schwartz, 1992). This model presents four dimensions that together comprise ten values. Each value describes a human motive. Over the course of time, the model has been tested in more than 20 countries. This has demonstrated that UVM is acknowledged and recognised around the world, regardless of sociological and cultural differences.

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A Multitrait-Multimethod Validity Investigation of Scores From a Professional Licensure Examination

Cited by 4 publications

References 0 publications

A meta-analytic review of self-reported, clinician-rated, and performance-based motivation measures in schizophrenia: Are we measuring the same “stuff”?

A meta-analytic review of self-reported, clinician-rated, and performance-based motivation measures in schizophrenia: Are we measuring the same “stuff”?

Evaluating the Measurement Properties of Procedural Justice in a Correctional Setting

Systems-oriented talent management

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