Attention-Deficit/Hyperactivity Disorder (ADHD) is a disorder characterized by a persistent pattern of developmentally inappropriate levels of inattention, hyperactivity, and impulsivity (American Psychiatric Association, 2000). Currently, clinicians typically utilize a multi-method assessment battery focusing on identifying the core symptoms of ADHD. Further, current recommendations for a comprehensive assessment of ADHD require a lengthy and costly evaluation protocol despite a lack of evidence supporting the incremental utility of each method. Assessment strategies exhibiting the strongest evidence of reliability and validity include symptom-based rating scales, empirically-derived rating scales, and structured diagnostic interviews (Pelham, Fabiano, & Massetti, 2005), yet, their review provided limited empirical support for this conclusion. Nonetheless, other reviews have noted the lack of research examining whether each procedure and/or method adds unique information to a diagnosis of ADHD (Johnston & Murray, 2003). In order to fill this gap in the literature, the current study examined the independent and incremental utility of multiple methods and informants in a comprehensive, “gold standard” assessment of ADHD. The sample include 185 children with ADHD (Mage =9.22, SD=.95) and 82 children without ADHD (Mage =9.24, SD=.88). Logistic regressions were used to examine the incremental contribution of each method in the prediction of consensus diagnoses derived by two Ph.D. level experts in the field of ADHD following a review of comprehensive assessment data. This study also examined the clinical utility and efficiency of diagnostic algorithms using the methods demonstrating the greatest statistical association with a diagnosis of ADHD. Finding provided an empirical support for arguments espousing the redundancy of information in a comprehensive assessment. Namely, information collected from a structured diagnostic interview was unable to significantly improve a prediction model including parent and teacher ratings (Block X2-= .91 = .64). Importantly, parent and teacher ratings on a symptom-based scale alone were able to correctly classify 265 of 267 participants. Based on these results, a diagnostic algorithm that was derived utilizing only behavioral rating scales was able to classify correctly all 267 participants. Clinical implications are highlighted and future research directions are discussed.

Emotional intelligence is defined as the ability to perceive emotion, understand emotion, facilitate thought with emotion, and regulate emotion. Considerable debate exists as to whether emotional intelligence adds incremental validity above more wellknown predictors of performance, namely the Big Five personality traits and cognitive ability. Furthermore, no theory directly specifies the roles of separate emotional intelligence (EI) dimensions in relationship to job performance. This paper offers several contributions: (a) a summary of theoretical links between EI and job performance, (b) meta-analytic incremental validity estimation for two different conceptualizations of emotional intelligence – labeled ability EI and mixed EI – over and above cognitive ability and Big Five personality composites, (c) estimation of Black-White and femalemale adverse impact attributable to the use of EI for selection purposes, and (d) a theoretical model of EI subdimensions, demonstrating that emotion regulation mediates the effects of emotion perception and emotion understanding on job performance, and that emotional competencies serve as partial mechanisms for the effects of Conscientiousness and cognitive ability on performance.

No description available.

Very little empirical evidence exists linking the motivational traits portion of the motivational traits and skills framework to goal setting processes. The present study explored relationships between motivational traits, task-specific self-efficacy and self-set goal level during a computer-based task. Along with direct assessment of these relationships, we assessed whether task-specific self-efficacy mediates relationships between motivational traits and self-set goal level. In the current study, we also examined the ability of motivational traits to provide an increment in the prediction of motivational outcomes over currently accepted goal orientation constructs. Analyses suggest that the motivational traits personal mastery and motivation related to anxiety are consistent predictors of task-specific self-efficacy but inconsistent predictors of self-set goal level while competitive excellence entirely unrelated to motivational outcomes. Motivational traits failed to provide any significant increment in the prediction of task-specific self-efficacy over respective goal orientation constructs. Implications and future directions are discussed. / Master of Science

The purpose of the current study was to assess the efficacy of mental models as a predictor of driving outcomes. In contrast to more traditional measures of knowledge, mental models capture the configural property of knowledge, that is, an individual's understanding of the interrelationships that exist among critical concepts within a particular knowledge domain. Given that research has consistently shown the usefulness of mental models for the prediction of performance in a number of settings, it was hypothesized that the development of accurate driving mental models would also play an important role in the prediction of driving outcomes, especially in comparison to traditional measures of driving knowledge—such as the multiple-choice type tests typically required to obtain a driver license. Mental models of 130 college students (52 percent females) between 17 and 21 years-old (M = 18.68, SD = 0.80) were analyzed and compared to a subject matter expert (SME) referent structure using Pathfinder. A statistically significant correlation was found for mental model accuracy and moving violations (r = –.18, p <.05), but not for at-fault crashes. Evidence of incremental validity of mental models over commonly used predictors of moving violations (but not for at-fault crashes) was also found. Exploratory analyses revealed that driving knowledge, general mental ability (GMA), and emotional stability were the best predictors of mental model accuracy. Issues related to the measurement of mental models were extensively addressed. First, statistically significant correlations between GMA and several mental model properties (i.e., accuracy scores, within participant similarity, and within participant correlation) suggest that challenges inherent to the task for eliciting mental models may influence mental model scores which, in turn, may lower mental model reliability estimates. Also, the selection of model components (i.e., terms) and the identification of the "best" reference structure for deriving mental model accuracy scores are undoubtedly critical aspects of mental model-related research. Along with illustrating the decisions made in the context of this particular study, some suggestions for conducting mental model-related research are provided.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: It is well documented that intelligence (g, or general cognitive ability) is one of the best predictors of job and training performance (Ree, Earles & Teachout, 1994; Schmidt & Hunter, 1998). However, research evidence suggests that its predictive validity can be incremented by measures of personality and motivation. In this study, measures of general cognitive ability, training motivation and personality were administered to South African Army trainee soldiers (N = 108) to investigate the ability of the measures to predict training performance criteria. Hierarchical multiple regression was used to investigate the relationship between the predictor composites and two composites of training performance. Multiple correlations of .529 (p < .01) and .378 (p < .05) were obtained for general soldiering training proficiency and core technical training proficiency respectively. Findings reveal different prediction patterns for the two criteria, as general cognitive ability contributed to significantly predicting the criterion of general soldiering training performance, but not core technical training proficiency. Similarly, training motivation and openness to experience were not found to predict general soldiering training proficiency, but predicted core technical training proficiency. Therefore, the results indicate that the addition of motivation to a model already containing measures of general cognitive ability does add incremental validity; R2 increased from .051 to .109 (p < .05). Adding personality to a model already containing general cognitive ability and motivation also explains additional variance; R2 increased from .109 to .143, although this change was marginal (p = .055). Furthermore, evidence of interaction between intelligence and training motivation was found when predicting training performance, as motivation influenced performance only for individuals with lower intelligence scores. The implications of the results are discussed and areas for further research are highlighted. / AFRIKAANSE OPSOMMING: Verskeie studies toon aan dat intelligensie (g, of algemene kognitiewe vermoë) een van die beste voorspellers is van prestasie ten opsigte van werk en opleiding (Ree, Earles & Teachout, 1994; Schmidt & Hunter, 1998). Navorsingsbewyse dui egter ook aan dat hierdie voorspellingsgeldigheid verhoog kan word deur die toevoeging van metings van persoonlikheid en motivering. In die huidige studie, is metings van algemene kognitiewe vermoë, opleidingsmotivering en persoonlikheid afgeneem op soldate onder opleiding in the Suid Afrikaanse Leër (N = 108). Die doel hiermee was om te bepaal tot watter mate hierdie metings saam opleidingsprestasie voorspel. Hiërargiese meervoudige regressie-ontleding was gebruik om die verband tussen die voorspellersamestellings en twee opleidingprestasiekriteria te bepaal. Meervoudige korrelasies van .529 (p <. 01) en .378 (p < .05) was onderskeidelik verkry vir Algemene Krygsopleidingsprestasie (GSTP) en Tegniese Korpsopleidingsprestasie (CTTP), onderskeidelik. Die resultate toon verder verskillende voorspellingspatrone vir hierdie twee kriteriummetings. Eerstens, het algemene kognitiewe vermoë beduidend bygedra tot die voorspelling van GSTP, maar nié tot CTTP nie. Verder het opleidingsmotivering en persoonlikheid (oopheid tot ervaring) nie GSTP voorspel nie, maar wél CTTP. Met ander woorde, die resultate dui aan dat die toevoeging van motivering tot ‘n model wat reeds metings van algemene kognitiewe vermoë bevat, wel inkrementele geldigheid tot gevolg het; R2 het toegeneem vanaf .051 tot .109 (p < .05). Die toevoeging van persoonlikheid tot ‘n model wat reeds algemene kognitiewe vermoë en motivering bevat, verklaar ook addisionele variansie; R2 het toegeneem vanaf .109 tot .143, alhoewel hierdie inkrementering slegs marginaal (p = .055) was. Laastens, is bewyse van ‘n interaksie-effek tussen intelligensie en opleidingsmotivering gevind in die voorspelling van opleidingsprestasie. Daar is bevind dat motivering prestasie slegs beïnvloed het vir individue met laer intelligensietellings. Die implikasies van die resultate word bespreek en areas vir verdere navorsing word aangedui.

Personality, as a frequently used predictor of job performance, has often been criticized for its low criterion-related validity when compared to cognitive tests and some other predictors. The present study investigated incremental validity of narrow-trait personality to distinguish predictive from non-predictive facets of Conscientiousness and Extraversion dimensions. In addition, some intermediate mechanisms that may link the two personality dimensions with the criterion, such as different types of person-environment (P-E) fit and job involvement variables, were tested as well. The institution's job performance scale, NEO-PI-3 personality scale, person-organization (P-O) fit, needs-supplies (N-S) fit, demands-abilities (D-A) fit, job involvement questionnaire (JIQ), and demographic measures were administered in an online survey to 295 professional and civil service employees of a midsize Midwestern university. The sample was predominantly female and Caucasian with a mean age of 45.8 years and a median length of current employment of 5.1 years. Both personality dimensions were positively related to overall job performance. Conscientiousness was a stronger predictor of task performance, whereas Extraversion was related more consistently to contextual performance. In stepwise multiple regression analyses containing facets of personality dimensions as predictors of overall job performance, Competence emerged as the only facet of Conscientiousness, and Warmth and Assertiveness as the only facets of Extraversion that accounted for a meaningful amount of variance in the criterion. The use of narrow-trait personality to predict overall job performance enhances criterion-related validity of the construct and renders it a more efficient predictor of job performance than global-trait personality. Among the potential mediators, P-O and D-A fit partially mediated the personality-performance relationship providing evidence for the importance of perceptions of congruence in values and the ability to meet demands of the job. Current results are considered in light of limitations. Implications for theory, research, and practice, as well as future research directions are discussed.

Attention-deficit/hyperactivity disorder (ADHD) is a common neurodevelopmental disorder that affects academic, social, and health functioning. The psychometric properties of measures commonly used in diagnostic settings to assess the constructs of attention, hyperactivity, and executive functioning, including concurrent and incremental validity with other commonly used measures, are not well-established. Additionally, these specific psychometric properties within ecological samples of children and adolescents presenting to community-based clinics is infrequent. The purpose of this dissertation was to describe a sample of children and adolescents presenting to a community-based mental health clinic and to test the concurrent and incremental validity of parent- and teacher-report questionnaires and neuropsychological measures of inattention, hyperactivity, and executive functioning. Participants included a consecutive sample of 597 youth aged six to eighteen years presenting to a community-based mental health clinic for a psychological assessment between 2010 and 2019. Measures included the BASC (2nd and 3rd editions), Conners 3 (long and short forms), BRIEF (1st and 2nd editions), D-KEFS, NEPSY-II, and CPT (2nd and 3rd editions). Approximately 50% of individuals were diagnosed with ADHD. Correlations between attention, hyperactivity, and executive function constructs on questionnaires were significantly and moderately-to-strongly correlated (Spearman’s  = .27-.82) to each other (e.g., BASC Hyperactivity and Conners Hyperactivity/Impulsivity subscales) and across parent and teacher forms (e.g., Conners Parent Inattention and Conners Teacher Inattention subscales). Constructs measured by neuropsychological tests were not significantly correlated to similar constructs measured by other neuropsychological measures or questionnaires (e.g., inhibition measured by NEPSY-II Response Set and BRIEF Inhibition subscale; Spearman’s  = .02-.38). Logistic regression analyses suggested that measures such as the BASC, BRIEF, NEPSY-II, and CPT do not clinically significantly increase prediction of ADHD diagnosis above and beyond the Conners 3. Results indicate convergence of information with potential redundancy in the assessment and diagnosis of ADHD across questionnaire measures and informants. Questionnaires and neuropsychological measures were not correlated, suggesting they measure different constructs or different aspects of the same construct. Results indicate that clinicians may sufficiently rely on questionnaires and reduce the number of other neuropsychological measures administered during a diagnostic assessment without significantly reducing diagnostic accuracy. However, the value of evidence of symptoms in multiple settings and converging information should still be considered.

Emotional intelligence (EI) has been reliably associated with better mental health (Martins, Ramalho, & Morin, 2010) however the nature of this relationship in adolescence remains largely unexplored. The small body of existing adolescent research is disproportionately focussed upon the ‘trait’ versus ‘ability’ EI perspective and the association with mood (versus behavioural) disorders in the form of simple, descriptive relationships that reveal little about the processes underpinning such adaptive outcomes. This research redresses this imbalance and advances the field by examining how (whether directly or indirectly linked to known stress-illness processes) and when (under which stress conditions) EI (in both ‘forms’) might be associated with better adolescent mental health, whilst simultaneously exploring the conceptualisation of EI within this developmental period. Adult literature is equivocal on both fronts. Firstly, evidence points to differential incremental contributions from ability and trait EI in the prediction of internalising versus externalising symptomatology beyond known correlates of performance, i.e., personality and cognitive ability (e.g., Gardner & Qualter, 2010; Peters, Kranzler, & Rossen, 2009). Secondly, whilst there is some evidence to suggest that trait EI may directly attenuate the effects of chronic and acute stressors to promote adaptation (e.g., Mikolajczak, Roy, Luminet, Fillée, & de Timary, 2007), the role of ability EI in this regard appears unclear (e.g., Matthews et al., 2006). Indirect links to adjustment are also hinted at; coping mediates trait EI-health outcomes in youth though not all EI-influenced ‘adaptive’ coping styles (e.g., problem-focussed) appear to contribute to this effect (e.g., Downey, Johnston, Hansen, Birney, & Stough, 2010). Using cross-sectional, self-reported data from 1,170 adolescents (mean age = 13.03 years; SD = 1.26) the present research aimed to address this lack of clarity. Preliminary regression analyses found that collectively, EI made a significant, incremental contribution to the prediction of depression and disruptive behaviour in youth beyond the influence of higher-order personality dimensions and general cognitive ability. However, of the two, trait EI appeared the stronger predictor. Structural equation modelling of conditional indirect effects found that whilst both forms of EI can buffer the effects of stressors (family dysfunction, negative life events, socio-economic adversity) on disorder, the mechanisms by which this beneficial effect operates differs substantially according to context - effects appear contingent on stressor, health outcome and level of EI. For depression, ability EI influences the selection of avoidant coping when facing family dysfunction and negative life events, whilst trait EI modifies the effectiveness of active coping under family dysfunction only. In contrast, EI directly attenuates the effects of stressors on disruptive behaviour. Nevertheless, the results of supplementary path analyses augur for the importance of both forms of EI in adaptational processes; actual emotional skill (as ability EI) appears dependent on perceived competency (trait EI) to realise advantageous outcomes. Implications for the EI construct and related intervention programmes are discussed together with recommendations for progression of the field.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The last two decades have witnessed an upsurge in the research and use of psychometric tests to aid in the prediction of managerial performance. Currently the most prevailing predictor constructs of managerial performance are cognitive ability, personality, and experience. However, researchers and practitioners are still looking for ways in which to maximise the prediction of managerial performance. In recent years, Situational Judgement Tests (SJTs) have become an increasingly popular selection tool. SJTs are multidimensional psychometric instruments designed to assess an individual’s judgement concerning work-related situations. Evidence to date indicates that SJTs are valid predictors of performance, especially for managerial positions in which interpersonal interactions are important. The main objective of this study was to examine whether SJTs significantly add to the prediction of managerial performance over other measures used for managerial selection, such as measures of cognitive ability and personality. Measures of specific cognitive abilities, personality and a SJT were administered to branch managers in a South African retail bank (N = 124) to investigate the ability of the measures to predict managerial performance. Managerial performance was measured using three measures; Performance Ranking, a Behavioural Observation Scale (BOS) and an Overall Performance Rating. Hierarchical multiple regression was used to investigate the relationship between the predictor composites and the managerial performance measures. Findings reveal different prediction patterns for the three criteria. A multiple correlation coefficient of .442 (p > .05) was obtained when predicting Performance Ranking measures, .308 (p < .05) was obtained for predicting the Behavioural Observation Scale (BOS) measure, and .318 (p > .05) was obtained when predicting the Overall Performance Rating measure. Therefore, only when predicting the BOS measure, the SJT provided incremental validity over cognitive ability and personality measures. Consequently, the average of the scores of the three criterion measures, i.e., the Managerial Performance Composite, was used to evaluate the a priori hypotheses. A multiple correlation of .366 (p > .05) was obtained for predicting the Managerial Performance Composite criterion. Results therefore indicate that the SJT did not exhibit meaningful or statistically significant incremental prediction over cognitive ability and personality to predict the composite managerial performance measure. / AFRIKAANSE OPSOMMING: Die laaste twee dekades het ‘n toename in die gebruik van psigometriese toetse in die voorspelling van bestuurdersprestasie waargeneem. Tans is kognitiewe vermoë, persoonlikheid en ervaring die mees algemene voorspellingskonstrukte vir bestuurdersprestasie. Navorsers en praktisyns is egter op soek na maniere om die voorspelling van bestuurdersprestasie te verbeter. ‘n Onlangse verwikkeling is dat “Situational Judgement Tests” (SJTs) toeneem in gewildheid as seleksie-metode. SJTs is multi-dimensionele psigometriese toetse wat ontwerp is om ‘n individu se oordeelsvermoë ten opsigte van werksverwante situasies te assesseer. Navorsing tot op hede wys dat SJTs geldige voorspellers van prestasie is, veral vir bestuursposisies waarin interpersoonlike interaksies belangrik is. Die hoofdoel van hierdie studie was om te ondersoek of SJTs betekenisvolle waarde toevoeg tot die voorspelling van bestuurdersprestasie bo die gebruik van ander meetinstrumente wat vir bestuurskeuring gebruik word, soos metings van kognitiewe vermoë en persoonlikheid. Vir hierdie doel, is takbestuurders in ‘n Suid Afrikaanse bank (N = 124) se kognitiewe vermoëns, persoonlikheid en situasionele beoordelingsvermoë getoets om die vermoë van die meetinstrumente om bestuurdersprestasie te voorspel, te ondersoek. Bestuurdersprestasie was deur middel van drie meetinstrumente bepaal; prestasie-rangordening (“Performance Ranking”), ‘n gedragsobservasieskaal (“Behavioural Observation Scale”) en ‘n algehele prestasiebeoordelingsmeting (“Overall Performance Rating”). Hiërargiese meervoudige regressie-ontleding was gebruik om die verhouding tussen die voorspellers en die bestuurdersprestasiemetings te ondersoek. Verskillende voorspellingspatrone is vir die drie meetinstrumente gevind. ‘n Meervoudige korrelasie koeffisiënt van .308 (p < .05) is vir die voorspelling van die BOS meting verkry, terwyl .442 (p > .05) en .308 (p < .05) onderskeidelik vir die voorspelling van die prestasie-rangordening en algehele prestasiebeoordelingsmeting verkry is. Gevolglik het slegs die BOS meting inkrementele geldigheid getoon. Die gemiddeld van hierdie drie metings se tellings is gebruik om ‘n bestuurdersprestasie-kombinasietelling “Managerial Performance Composite” te skep wat gebruik is om die finale besluit rakende die a priori hipoteses te maak. ‘n Meervoudige korrelasie van .366 (p >.05) was gevind ten einde die bestuurdersprestasie-kombinasietelling te voorspel aan die hand van die voorspellers.