From Likert scales to images: Validating a novel creativity measure with image based response scales

Leutner, Franziska; Yearsley, Adam; Codreanu, Sonia‐Cristina; Borenstein, Yossi; Ahmetoglu, Gorkan

doi:10.1016/j.paid.2016.10.007

Cited by 22 publications

(17 citation statements)

References 52 publications

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“…Rofé did not test aspects of data quality, and the study is therefore not included in the analysis, but Rofé suggested validation in a future study by correlating the map data with other related data. In a study by Leutner et al (2016) the predictive validity of a creativity measure based on image response scales was covered with two versions of a 77 items questionnaire. It was designed to cover aspects of cognitive reflexibility, curiosity and openness.…”

Section: Discussionmentioning

confidence: 99%

Are Smileys Valid Answers? Survey Data Quality with Innovative Item Formats

Brauner¹

2020

Preprint

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Introduction: Survey research is often designed based on multiple-choice questions although many other formats, also referred to as innovative item formats (IIF) exist, such as ranking, sorting, questions with pictures or smileys as response options. Research has suggested that IIF in a broad sense can strengthen data quality, but research is needed on a more specific level. Therefore, the purpose of this article is to present research for separate IIFs about the data quality for that type of item. Method: A literature study was conducted to identify articles that test the data quality of IIF. For each IIF research was discussed regarding aspects of data quality, such as reliability, validity and response rate. Results: A total of 166 research articles were identified with data from 218,532 participants revealing aspects of 22 IIFs with 13 subcategories. The type of evidence on data quality is quite varied and for some IIFs the evidence is supportive, for some it is not and for some it is inconclusive. With 6 IIFs the evidence was estimated in favour hereof, for 11 IIFs the evidence was inconclusive, 1 unfavoured and for 3 there was no evidence. With 6 IIFs potential confounders were identified. Discussion: The study suggests further research is needed where evidence is scarce. The present study could initiate more extensive systematic reviews within specific categories of IIF.

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Section: Discussionmentioning

confidence: 99%

Are Smileys Valid Answers? Survey Data Quality with Innovative Item Formats

Brauner¹

2020

Preprint

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“…Another visual approach that could be considered is the replacement of standard questionnaire items with visual representations. This method has already gained traction in personality assessment, owing predominantly to perceptions that this approach can enhance engagement, reduce test taker fatigue (by requiring less attention to process), and may result in shorter test batteries due to the ability of images to provoke stronger reactions than text (Leutner et al, 2017;Meissner & Rothermund, 2015). There is some evidence to support these perceptions (e.g., Leutner et al, 2017), though as with all of the discussed methods validity still needs to be established.…”

Section: Constructmentioning

confidence: 99%

Measuring psychological constructs in computer-tailored interventions: novel possibilities to reduce participant burden and increase engagement

Short¹,

Smit²,

Crutzen³

2021

Preprint

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Within the field of health psychology, there has been an enormous increase in behaviour change interventions that use digital technology. Answering questions and providing tailored feedback based on the answers provided by participants is the key working mechanism when using computer-tailoring in behaviour change interventions. This behaviour change method has proven to be (cost-)effective and results in participants being exposed to material that is tailored to their social-cognitive profile. At the same time, answering questions to assess this profile increases participant burden and might contribute to low levels of engagement - key challenges in digital health. This article provides insight into whether and how routinely collected data and novel self-assessment methods can be used in computer-tailoring to measure psychological constructs and address these key challenges. The examples presented suggest that the development of novel proxy measures for measuring psychological constructs relevant to computer-tailoring is indeed possible. However, the extent to which measures are valid and actually do reduce participant burden, increase engagement and have other potential benefits is speculative and needs further investigation. The recommendations provided for future research and practice are hoped to serve as a stimulance for driving further momentum in this area.

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“…This is particularly relevant in applied settings where companies may want to avoid accessing social media data from candidates or employees. Although commercial game-based assessments of behavioral tendencies and preferences, or personality traits, exist, no evidence of their accuracy has been produced yet, with the exception of image-based assessments for creativity [93], as well evidence that personality can be inferred from video-gameplay [94].…”

Section: The Future Of Personality and Intelligencementioning

confidence: 99%

Stronger Together: Personality, Intelligence and the Assessment of Career Potential

Leutner

Chamorro‐Premuzic

2018

J. Intell.

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Personality and intelligence have a long history in applied psychology, with research dating back more than 100 years. In line, early developments in industrial-organizational psychology were largely founded on the predictive power of personality and intelligence measures vis-à-vis career-related outcomes. However, despite a wealth of evidence in support of their utility, the concepts, theories, and measures of personality and intelligence are still widely underutilized in organizations, even when these express a commitment to making data-driven decisions about employees and leaders. This paper discusses the value of personality and intelligence to understand individual differences in career potential, and how to increase the adoption of theories and tools for evaluating personality and intelligence in real-world organizational contexts. Although personality and intelligence are distinct constructs, the assessment of career potential is incomplete without both.

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From Likert scales to images: Validating a novel creativity measure with image based response scales

Cited by 22 publications

References 52 publications

Are Smileys Valid Answers? Survey Data Quality with Innovative Item Formats

Are Smileys Valid Answers? Survey Data Quality with Innovative Item Formats

Measuring psychological constructs in computer-tailored interventions: novel possibilities to reduce participant burden and increase engagement

Stronger Together: Personality, Intelligence and the Assessment of Career Potential

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