Does the Configurable Approach to Personality Testing Impact Measurement Characteristics? A Measurement Equivalence/Invariance Analysis

Search for this publication on Google Scholar
Shumaker, A. -M. (2015). Does the Configurable Approach to Personality Testing Impact Measurement Characteristics? A Measurement Equivalence/Invariance Analysis. Unc Charlotte Electronic Theses And Dissertations.
Download PDF

Analytics

59 views ◎
33 downloads ⇓


Abstract

Computerized personality testing has allowed organizations using scores from personality tests within hiring systems to configure their tests to deliver only items that are directly related to the job. Although configurable personality testing may seem to be a better approach at first glance, research is needed to investigate the psychometric nature of the these tests to determine if restructuring the items yields test scores that are equivalent to those that would be obtained from the full-length assessment. Practitioners and researchers need to be assured that when they use configurable personality tests, they can trust that the results are equivalent to their full-length counterparts. The current study used a within- and between-person design to examine the measurement equivalence of personality scales across different configurations of tests. Results provide some initial evidence for the viability of configurable personality testing. Additional research is needed with larger samples and different personality measures before the configurable personality testing can be recommended in actual employee selection contexts.

Details
Author

Shumaker, Anne-Marie

Title

Does the Configurable Approach to Personality Testing Impact Measurement Characteristics? A Measurement Equivalence/Invariance Analysis

Physical Description

1 online resource (53 pages) : PDF

Date

2015

Degree Granting Institution

University of North Carolina at Charlotte

Abstract

Computerized personality testing has allowed organizations using scores from personality tests within hiring systems to configure their tests to deliver only items that are directly related to the job. Although configurable personality testing may seem to be a better approach at first glance, research is needed to investigate the psychometric nature of the these tests to determine if restructuring the items yields test scores that are equivalent to those that would be obtained from the full-length assessment. Practitioners and researchers need to be assured that when they use configurable personality tests, they can trust that the results are equivalent to their full-length counterparts. The current study used a within- and between-person design to examine the measurement equivalence of personality scales across different configurations of tests. Results provide some initial evidence for the viability of configurable personality testing. Additional research is needed with larger samples and different personality measures before the configurable personality testing can be recommended in actual employee selection contexts.

Genre

masters theses

Subjects--Topics

Organizational behavior
Psychology
Psychology--Statistical methods

Degree

M.A.

Keywords

Configurable
Equivalence
Measurement
Personality

Subject Area

Psychology Industrial/Organizational

Advisor(s)

Heggestad, Eric

Committee Members

Shanock, Linda
Tonidandel, Scott

Degree Note

Thesis (M.A.)--University of North Carolina at Charlotte, 2015.

Rights Statement

This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s). For additional information, see http://rightsstatements.org/page/InC/1.0/.

Rights Holder Information

Copyright is held by the author unless otherwise indicated.

Identifier

Shumaker_uncc_0694N_10822

Permalink

http://hdl.handle.net/20.500.13093/etd:365