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Speer AB, Tenbrink AP, Wegmeyer LJ, Sendra CC. Saved by the biodata: Meta-analytic relationships between biodata scores and student success. JOURNAL OF VOCATIONAL BEHAVIOR 2023. [DOI: 10.1016/j.jvb.2023.103863] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/08/2023]
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Speer AB, Perrotta J, Jacobs RR. Supervised Construct Scoring to Reduce Personality Assessment Length: A Field Study and Introduction to the Short 10. ORGANIZATIONAL RESEARCH METHODS 2023. [DOI: 10.1177/10944281221145694] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/05/2023]
Abstract
Personality assessments help identify qualified job applicants when making hiring decisions and are used broadly in the organizational sciences. However, many existing personality measures are quite lengthy, and companies and researchers frequently seek ways to shorten personality scales. The current research investigated the effectiveness of a new scale-shortening method called supervised construct scoring (SCS), testing the efficacy of this method across two applied samples. Using a combination of machine learning with content validity considerations, we show that multidimensional personality scales can be significantly shortened while maintaining reliability and validity, and especially when compared to traditional shortening methods. In Study 1, we shortened a 100-item personality assessment of DeYoung et al.'s 10 facets, producing a scale 26% the original length. SCS scores exhibited strong evidence of reliability, convergence with full scale scores, and criterion-related validity. This measure, labeled the Short 10, is made freely available. In Study 2, we applied SCS to shorten an operational police personality assessment. By using SCS, we reduced test length to 25% of the original length while maintaining similar levels of reliability and criterion-related validity when predicting job performance ratings.
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Affiliation(s)
- Andrew B. Speer
- Department of Psychology, Wayne State University, Detroit, MI, USA
| | - James Perrotta
- Department of Psychology, Wayne State University, Detroit, MI, USA
| | - Rick R. Jacobs
- Department of Psychology, Penn State University, University Park, PA, USA
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Wood JK, Anglim J, Horwood S. Effect of job applicant faking and cognitive ability on self‐other agreement and criterion validity of personality assessments. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12382] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Joshua K. Wood
- School of Psychology Deakin University Geelong Victoria Australia
| | - Jeromy Anglim
- School of Psychology Deakin University Geelong Victoria Australia
| | - Sharon Horwood
- School of Psychology Deakin University Geelong Victoria Australia
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