It looks like construct validity, but look again: Comment on Clutterbuck et al. (2021) and recommendations for test developers in the broad “empathy” domain.

by | Wednesday, April 13, 2022 | BPS-RQTU Psychometrics, Personality, PsyAsia Organisational Psychology, Psychometric Testing, Psychometrics, Validity

April 13, 2022 Conceptual flaws can undermine even rigorous test development efforts, especially in the broad empathy and social cognition domains, which are characterized by measure proliferation and inconsistently used construct terms. We discuss these issues,...

Apples, oranges, and ironing boards: Comparative effect sizes influence lay impressions of test validity

by | Friday, January 14, 2022 | BPS-RQTU Psychometrics, HR, Organisational Psychology, PsyAsia Organisational Psychology, Psychometric Testing, Reliability, Validity

January 14, 2022 Abstract Validity information (effect sizes) for selection tests can be difficult for people to understand without some additional context. This study examined how manipulation of the immediate context influenced impressions of the validity of a sales...

Where I am and who I am with: Contextual dynamics of personality in the prediction of work performance

by | Friday, November 5, 2021 | Big-5, BPS-RQTU Psychometrics, Organisational Psychology, Performance, Personality, PsyAsia Organisational Psychology, Validity

November 5, 2021 Abstract Contextually dynamic expressions of personality traits were examined in this study to understand their effects on work performance criteria. A concept of contextualized trait resources was developed to explain the dynamic deployment of traits...

Introducing a supervised alternative to forced‐choice personality scoring: A test of validity and resistance to faking

by | Monday, September 20, 2021 | BPS-RQTU Psychometrics, Faking, Ipsative, Normative, Organisational Psychology, Personality, PsyAsia Organisational Psychology, Reliability, Validity

September 20, 2021 Abstract This paper examines a new personality assessment scoring approach labeled supervised forced choice scoring (SFCS), which aims to maximize construct validity of forced choice (FC) personality assessments. SFCS maximally weights FC responses...