Test-taker reactions to ideal point measures of personality

Harris, Alexandra M; McMillan, Jeremiah; Carter, Nathan T.

doi:10.1007/s10869-020-09682-8

Cited by 6 publications

(2 citation statements)

References 46 publications

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“…They are commonly used to reduce applicant faking (Jackson et al, 2000). However, these same items may put an undue cognitive burden on test-takers (Vasilopoulos et al, 2006) and elicit negative affective reactions, particularly when coupled with ideal point items (Harris et al, 2021). How might neuroatypicality interact with these issues?…”

Section: Assessment Characteristicsmentioning

confidence: 99%

Neurodiversity and talent measurement: Revisiting the basics

McMillan¹,

Listyg²,

Cooper³

2023

Ind. Organ. Psychol.

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Section: Assessment Characteristicsmentioning

confidence: 99%

Neurodiversity and talent measurement: Revisiting the basics

McMillan¹,

Listyg²,

Cooper³

2023

Ind. Organ. Psychol.

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“…Several methods have been suggested for preventing faking in high-stakes settings, and researchers have found that including intermediate items can effectively prevent faking (Liu & Zhang, 2020;O'Brien & LaHuis, 2011;Scherbaum et al, 2013;Zhang et al, 2020). For example, Harris et al (2021) empirically showed that motivated test takers (i.e., the faking condition) perceived intermediate items were more difficult to respond to in the "socially desirable" way than dominance items (i.e., positive or negative items). In accordance with these advantages, several empirical and simulation studies utilized ideal point models and showed the benefits of ideal point modeling for noncognitive assessments (Cao et al, 2015;Carter & Dalal, 2010;Drasgow et al, 2010;LaPalme et al, 2018;Stark et al, 2006;Tay et al, 2009).…”

Section: Ideal Point Modeling In Organizational Researchmentioning

confidence: 99%

Assessing Dimensionality of the Ideal Point Item Response Theory Model Using Posterior Predictive Model Checking

Joo

Lee

Park

et al. 2021

Organizational Research Methods

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Although the use of ideal point item response theory (IRT) models for organizational research has increased over the last decade, the assessment of construct dimensionality of ideal point scales has been overlooked in previous research. In this study, we developed and evaluated dimensionality assessment methods for an ideal point IRT model under the Bayesian framework. We applied the posterior predictive model checking (PPMC) approach to the most widely used ideal point IRT model, the generalized graded unfolding model (GGUM). We conducted a Monte Carlo simulation to compare the performance of item pair discrepancy statistics and to evaluate the Type I error and power rates of the methods. The simulation results indicated that the Bayesian dimensionality detection method controlled Type I errors reasonably well across the conditions. In addition, the proposed method showed better performance than existing methods, yielding acceptable power when 20% of the items were generated from the secondary dimension. Organizational implications and limitations of the study are further discussed.

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Examining gender differences in the use of multidimensional forced‐choice measures of personality in terms of test‐taker reactions and test fairness

Zhou,

Lee,

Fyffe

2024

Human Resource Dev Quarterly

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Human resource (HR) practices have been focused on using assessments that are robust to faking and response biases associated with Likert‐type scales. As an alternative, multidimensional forced‐choice (MFC) measures have recently shown advances in reducing faking and response biases while retaining similar levels of validity to Likert‐type measures. Although research evidence supports the effectiveness of MFC measures, fairness issues resulting from gender biases in the use of MFC measures have not yet been investigated in the literature. Given the importance of gender equity in HR development, it is vital that new assessments improve upon known gender biases in the historical use of Likert‐type measures and do not lead to gender discrimination in HR practices. In this vein, our investigation focuses specifically on potential gender biases in the use of MFC measures for HR development. Specifically, our study examines differential test‐taker reactions and differential prediction of self‐assessed leadership ability between genders when using the MFC personality measure. In an experimental study with college students, we found no evidence of gender differences in test‐taker reactions to MFC measures. In a second cross‐sectional study with full‐time employees, we found evidence of intercept differences, such that females were frequently underpredicted when using MFC personality measures to predict self‐assessed leadership ability. Moreover, the pattern of differential prediction using MFC measures was similar to that of Likert‐type measures. Implications for MFC personality measures in applied practice are discussed.

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Test-taker reactions to ideal point measures of personality

Cited by 6 publications

References 46 publications

Neurodiversity and talent measurement: Revisiting the basics

Neurodiversity and talent measurement: Revisiting the basics

Assessing Dimensionality of the Ideal Point Item Response Theory Model Using Posterior Predictive Model Checking

Examining gender differences in the use of multidimensional forced‐choice measures of personality in terms of test‐taker reactions and test fairness

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