Understanding and Improving the Assessment of Individual Motivation (AIM) in the Army's GED Plus Program

Knapp, Deirdre J.; Heggestad, Eric D.; Young, Mark C.

doi:10.1037/e425882005-001

Cited by 3 publications

(3 citation statements)

References 24 publications

(36 reference statements)

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“…We classified FC inventories as quasi‐ipsative if any of the strategies and alternatives mentioned by Hicks () applied. Examples of quasi‐ipsative questionnaires in our database are the GPP‐I, the Self‐Description Inventory (Ghiselli, ), the ESQ (Jackson, ), and Assessment Individual Motivation (AIM; Knapp, Heggestad, & Young, ; White, ).…”

Section: Methodsmentioning

confidence: 99%

The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis

Salgado

Anderson

Táuriz

2014

J Occupat & Organ Psyc

119

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A comprehensive meta-analysis of two types of forced-choice (FC) personality inventories (ipsative and quasi-ipsative) across nine occupational groups (Clerical, Customer Service, Health Care, Managerial, Military, Police, Sales, Skilled Manual, and Supervisory) is reported. Quasi-ipsative measures showed substantially higher operational validity coefficients and validity generalization across all occupations than ipsative measures. Results also showed that, compared with the findings of previous meta-analyses, quasi-ipsative personality inventories are better predictors of job performance than previously thought and that operational validities for ipsative measures are notably congruent with past findings. We conclude that quasi-ipsative scale formats are superior for predicting job performance for all occupational groups. Theoretical and practical implications of these findings for personnel selection are discussed in Conclusion. Practitioner pointsPersonality inventories have been widely used in personnel selection, but it was thought that their predictive validity was small. We found that they are substantially more valid than was previously thought. The traditional opinion among researchers in I/O psychology is that single-stimulus personality inventories (e.g., normative Likert-type scales) have superior predictive validity to FC personality questionnaires (e.g., ipsative inventories), but our research findings suggest that this is not true for quasi-ipsative inventories. In comparison with ipsative and normative personality inventories, quasi-ipsative personality inventories showed higher predictive validity regardless of occupational group. Based on our results, we recommend the use of quasi-ipsative FC personality measures in personnel selection decisions regardless of the occupation group being recruited for.Several meta-analyses conducted over the last 20 years have shown that the Five-Factor Model (FFM) of personality predicts a wide range of performance outcomes, including job performance, training proficiency, counterproductive behaviours, accidents, job satisfaction, leadership, and innovative behaviours in the workplace (Barrick & Mount, 1991;Bartram, 2005;Clarke & Robertson, 2005;Feist, 1998;Hough, 1992 Anderson, & Salgado, 2009;Hurtz & Donovan, 2000;Judge & Bono, 2001;Judge, Rodell, Klinger, Simon, & Crawford, 2013;Salgado, 1997Salgado, , 2002Salgado, , 2003Tett, Rothstein, & Jackson, 1991). Research has also demonstrated that the FFM is a robust framework for grouping the large variety of personality measures developed within the various theoretical approaches (Barrick & Mount, 1991;Hough, 1992;Hurtz & Donovan, 2000;Salgado, 1997;Tett et al., 1991). Across these meta-analytic efforts, conscientiousness and emotional stability were consistently found to be predictors of job performance for all occupations and that the other three personality dimensions were valid predictors for specific criteria and specific occupations (Barrick, Mount, & Judge, 2001).All the meta-analyses mentioned above were c...

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Section: Methodsmentioning

confidence: 99%

The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis

Salgado

Anderson

Táuriz

2014

J Occupat & Organ Psyc

119

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“…In early research on this format, Sisson (1948) wrote that items consist of four statements in which "two of these are relatively favorable terms, and the other two are relatively unfavorable" (p. 369). More recently, the dichotomous quartet format has been investigated in a military context (Knapp et al, 2004) and was used in the research by Jackson et al (2000). Because each of the measures in these studies involved items containing two desirable statements and two undesirable statements, these measures were presumably just as susceptible to faking at the individual level as was ours.…”

Section: Honest Versus Faked Responding: the Differencementioning

confidence: 98%

Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance.

Heggestad¹,

Morrison²,

Reeve³

et al. 2006

Journal of Applied Psychology

Self Cite

121

124

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Recent research suggests multidimensional forced-choice (MFC) response formats may provide resistance to purposeful response distortion on personality assessments. It remains unclear, however, whether these formats provide normative trait information required for selection contexts. The current research evaluated score correspondences between an MFC format measure and 2 Likert-type measures in honest and instructed-faking conditions. In honest response conditions, scores from the MFC measure appeared valid indicators of normative trait standing. Under faking conditions, the MFC measure showed less score inflation than the Likert measure at the group level of analysis. In the individual-level analyses, however, the MFC measure was as affected by faking as was the Likert measure. Results suggest the MFC format is not a viable method to control faking.

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“…10 10 One military technical report (Knapp, Heggestad, & Young, 2004) did report differences, but they were based on incumbents. …”

mentioning

confidence: 99%

Reviewing, Categorizing, and Analyzing the Literature on Black–White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others

Bobko

Roth

2012

Personnel Psychology

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In both theoretical and applied literatures, there is confusion regarding accurate values for expected Black-White subgroup differences in personnel selection test scores. Much confusion arises because empirical estimates of standardized subgroup differences (d) are subject to many of the same biasing factors associated with validity coefficients (i.e., d is functionally related to a point-biserial r). To address such issues, we review/cumulate, categorize, and analyze a systematic set of many predictor-specific meta-analyses in the literature. We focus on confounds due to general use of concurrent, versus applicant, samples in the literature on Black-White d. We also focus on potential confusion due to different constructs being assessed within the same selection test method, as well as the influence of those constructs on d. It is shown that many types of predictors (such as biodata inventories or assessment centers) can have magnitudes of d that are much larger than previously thought. Indeed, some predictors (such as work samples) can have ds similar to that associated with paper-and-pencil tests of cognitive ability. We present more realistic values of d for both researcher and practitioner use. Implications for practice and future research are noted.In the literature on personnel selection, as well as organizational application, much attention is given to both (a) the level of validity of individual predictors and (b) the level of adverse impact associated with such predictors. Organizations often focus on selection validity in order to increase the expected performance levels of their hires, increase organizational utility, and defend test use when adverse impact is present. Organizations

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Understanding and Improving the Assessment of Individual Motivation (AIM) in the Army's GED Plus Program

Cited by 3 publications

References 24 publications

The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis

The validity of ipsative and quasi‐ipsative forced‐choice personality inventories for different occupational groups: A comprehensive meta‐analysis

Forced-choice assessments of personality for selection: Evaluating issues of normative assessment and faking resistance.

Reviewing, Categorizing, and Analyzing the Literature on Black–White Mean Differences for Predictors of Job Performance: Verifying Some perceptions and Updating/Correcting Others

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