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Dana point measure i and h
Dana point measure i and h








dana point measure i and h

The d iscovery of grounded theory: Strategies for qualitative research. Academy of Management Review, 18, 694–734.

dana point measure i and h

The perceived fairness of selection systems: An organizational justice perspective. Bowling Green State University, Bowling Green. Faking is a FACT: Examining the susceptibility of intermediate items to misrepresentation.

dana point measure i and h

75 years after Likert: Thurstone was right! Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 465–476.įoster, G. Journal of Business and Psychology, 30(3), 483–498.ĭrasgow, F., Chernyshenko, O. Consequences of ignoring ideal point items for applied decisions and criterion-related validity estimates. International Journal of Selection and Assessment, 16, 155–169. Comparing personality test formats and warnings: Effects on criterion-related validity and test-taker reactions. L., Imus, A., Hedricks, C., Roy, R., & Butera, H. International Journal of Selection and Assessment, 15, 110–117. The convergent validity between self and observer ratings of personality: A meta-analytic review. An other perspective on personality: Meta-analytic integration of observers’ accuracy and predictive validity. Psychological Assessment, 19, 88–106.Ĭonnelly, B. Constructing personality scales under the assumptions of an ideal point response process: Toward increasing the flexibility of personality measures. S., Stark, S., Drasgow, F., & Roberts, B. Journal of Statistical Software, 48(6), 1–29. mirt: A multidimensional item response theory package for the R environment. Psychological Methods, 22, 191–203.Ĭhalmers, R. Item response theory scoring and detection of curvilinear relationships. Journal of Applied Psychology, 99, 564–586. Uncovering curvilinear relationships between conscientiousness and job performance: How theoretically appropriate measurement makes an empirical difference. Personality and Individual Differences, 49, 743–748. An ideal point account of the JDI work satisfaction scale. Organizational Research Methods, 18, 252–275. Developing ideal intermediate personality items for the ideal point model. Selection in the information age: The impact of privacy concerns and computer experience on applicant reactions. S., Weathers, V., Bertolino, M., Erdogan, B., & Campion, M. Applicant reactions to selection: Development of the selection procedural justice scale (SPJS). D., Strickland, W., Drauden, G., & Martin, C. Borman (Eds.), Personnel Selection. San Francisco, CA: Jossey-Bass.Īrvey, R. Fairness in selection: Current developments and perspectives. Implications for assessment and personnel selection are discussed.Īrvey, R. Results reveal that lower perceived accuracy and greater perceived difficulty may be driven by test-takers’ perceptions that responses to ideal point items have ambiguous interpretations. Then, we investigate how test-takers’ qualitative explanations of reactions clarify findings. ideal point) and (b) instruction set (honest vs. First, in an experimental, factorial design, we manipulate the factors of (a) measure type (dominance vs. The current study uses a mixed-methods approach. We then propose a conditional indirect effect of measure type on overall affective reactions via perceived difficulty and accuracy such that the indirect effect is stronger in the simulated applicant condition. We hypothesize that test-takers completing the ideal point measure will perceive lower accuracy and higher difficulty relative to a dominance measure, particularly in a simulated applicant condition. The present study compares test-taker reactions to ideal point and dominance personality measures when taken as part of a research study and in a simulated selection context. Given the well-known influence of reactions on applicant and organizational outcomes, knowledge of reactions to ideal point measures will be critical to decisions regarding their use in organizations. However, no research of which we are aware has investigated applicant reactions to this new measure type. Ideal point measures of personality, which include moderately worded items, have gained attention from researchers and assessment practitioners due to their potential for more accurately assessing personality relative to traditional dominance measures, which contain only positive and negative items.










Dana point measure i and h