<p>”Vad hände med personlighetstesten?”</p><p>En kartläggning av vilka urvalsmetoder rekryterare lägger vikt på</p><p>Martina Gustavsson</p><p>Att finna rätt man till rätt plats innebär att hantera mänskliga resurser med bra metoder för att identifiera rätt medarbetare. För att undersöka vilka urvalsmetoder rekryterare lägger vikt på genomfördes en enkätundersökning med 43 rekryterare. Resultatet visade att rekryterarna lade mest vikt på intervju som användes av en stor andel rekryterare i deras bedömning av arbetssökande medan minst vikt lades på test som användes av en måttlig andel. Resultatet visade en diskrepans mellan hur viktiga rekryterarna sade att personliga egenskaper var och vilken vikt de lade vid test. En signifikant skillnad kunde påvisas, då rekryterare anställda vid stora företag lade större vikt på personliga egenskaper än de anställda vid mellanstora företag.</p>

Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

”Vad hände med personlighetstesten?” En kartläggning av vilka urvalsmetoder rekryterare lägger vikt på Martina Gustavsson Att finna rätt man till rätt plats innebär att hantera mänskliga resurser med bra metoder för att identifiera rätt medarbetare. För att undersöka vilka urvalsmetoder rekryterare lägger vikt på genomfördes en enkätundersökning med 43 rekryterare. Resultatet visade att rekryterarna lade mest vikt på intervju som användes av en stor andel rekryterare i deras bedömning av arbetssökande medan minst vikt lades på test som användes av en måttlig andel. Resultatet visade en diskrepans mellan hur viktiga rekryterarna sade att personliga egenskaper var och vilken vikt de lade vid test. En signifikant skillnad kunde påvisas, då rekryterare anställda vid stora företag lade större vikt på personliga egenskaper än de anställda vid mellanstora företag.

Efforts to develop an empirically derived typology of a major component of the implicit aggressive personality are described. A variety of samples (from both student and work populations) completed the Conditional Reasoning Test for Aggression (CRT-A; James, McIntyre, Glisson, Bowler, and Mitchell, 2004; James et al., 2005). Individual scores on the CRT-A were analyzed utilizing cluster analytic methodology in order to develop a typology of the key defense mechanisms used by the implicit aggressive personality. The resulting clusters were analyzed using affirmation analysis (Feild and Schoenfeldt, 1975) to test the reliability of each. A useful system for classifying the implicit aggressive personality resulted from this endeavor. It is expected that both scientists and practitioners can use this typology as a means for classifying aggressive individuals. Implications include the development of an organizing framework facilitating scientific communication in research on the aggressive personality as well as a classification system for organizations to identify those applicants and incumbents that might be potentially detrimental to the well-being of their coworkers.

Dimensional models of personality pathology present a promising approach to the assessment of maladaptive personality in adults and children (eg. De Clercq, De Fruyt, & Widiger, 2009). In addition, recent findings show that some childhood maladaptive traits can be predictive of adulthood personality disorders (eg. Mervielde, De Clercq, De Fruyt, & Van Leeuwen, 2005). The Dimensional Personality Symptom Item Pool (DIPSI) is a questionnaire designed to measure maladaptive lower and higher order traits in children and adolescents. This study aims to examine the DIPSI’s scales and to replicate several previous findings of maladaptive trait patterns in children. The results indicate that the DIPSI’s lower and higher order trait scales are high in reliability and show many of the trait relationships suggested by previous literature. A successful outcome of this study serves as the first step towards establishing the DIPSI as a valid and useful measure of personality pathology in children.

Dimensional models of personality pathology present a promising approach to the assessment of maladaptive personality in adults and children (eg. De Clercq, De Fruyt, & Widiger, 2009). In addition, recent findings show that some childhood maladaptive traits can be predictive of adulthood personality disorders (eg. Mervielde, De Clercq, De Fruyt, & Van Leeuwen, 2005). The Dimensional Personality Symptom Item Pool (DIPSI) is a questionnaire designed to measure maladaptive lower and higher order traits in children and adolescents. This study aims to examine the DIPSI’s scales and to replicate several previous findings of maladaptive trait patterns in children. The results indicate that the DIPSI’s lower and higher order trait scales are high in reliability and show many of the trait relationships suggested by previous literature. A successful outcome of this study serves as the first step towards establishing the DIPSI as a valid and useful measure of personality pathology in children.

Personality inventories in South Africa are challenged with many factors restricting unbiased and fair measurement. The Employment Equity Act clearly stipulates that all psychometric measuring instruments should be proven bias free, equivalent, and fair. Most of the current inventories utilised in South Africa are imported from Europe and/or the United States of America, and these instruments are translated into either English or Afrikaans, which restricts the language proficiency factor of respondents from other language groups. There are 11 official language groups in South Africa; people also differ regarding race, culture, socioeconomic status, and educational backgrounds. All of these factors are not always properly accounted for in the standardisation of imported inventories - which limits their appropriate employment in the South African context. The objective of this study was to uncover the personality structure of each of the 11 language groups in South Africa, and to identify the shared and unique personality dimensions of the different language groups. From this structure, an instrument will be developed to measure personality in such a way that it will meet the Employment Equity Act. A qualitative research design was used in this study. Quasi-sampling («=1308j was implemented in order to identify participants from each of the 11 language groups, which differed from each other with regard to age, gender, and socioeconomic status. Following the lexical approach, structured interviews were conducted in the native language of the participants to gather information about personality-descriptive terms. The results of the interviews were transcribed and captured in Excel, and sent to language experts for language editing and translation into English. Ambiguous, superfluous and non-personality terms were removed from the data. Following this process, more than 50 000 personality-descriptive terms were identified. Content analysis was utilised in order to interpret the personality- descriptive terms to personality dimensions. Language and cultural experts were employed in order to validate the initial interpretations. The 50 000 descriptive terms were reduced to 190 personality dimensions through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. The 190 dimensions were also divided into those that are common (shared by all 11 language groups), semi-common (shared by seven to ten of the language groups), semi-specific (shared by two to six of the language groups), and language-specific (unique to a particular language group). It was discovered that 78 dimensions were common, 69 semi-common, 32 semi-specific, and only 11 were language-specific. Most of the personality dimensions seem to be shared by the language groups, rather than to be unique. These 190 dimensions were clustered further in order to build the indigenous personality structure. Similar methods from the initial clustering phase were implemented. Clustering concluded 37 sub-clusters, which consisted of two to ten dimensions, and nine overall clusters consisting of two to six sub-clusters. These nine clusters are Extroversion, Soft-heartedness, Conscientiousness, Emotional stability, Intellect, Openness, Integrity, Relationship harmony, and Facilitating. Many indigenous aspects are evident, as well as universal aspects within the structure. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

The object of this study was to develop a valid and reliable measuring instrument for the Relationship Harmony personality cluster as part of the overall SAPI project, a project that aims to develop a valid, reliable, fair and unbiased personality measuring instrument that can be used within the South African context. Due to the large item pool (i.e. 400 items) two questionnaire versions were developed, namely RH–1 and RH–2. A pilot study was conducted with both versions on participating students from tertiary institutions within the North West and Gauteng Provinces (RH–1: n = 507; RH–2: N = 475). Items indicating unacceptable kurtosis were excluded from further analyses due to their unsuitability for factor analysis. Principal component analyses indicated that 31 items from RH–1 and 24 items from RH–2 shared less than 5% of their variance with the total score. These items were thus excluded from further analyses. Principal component analyses were also conducted to determine the correlations between the 23 facets and their relating items. This procedure resulted in another 3 items being removed due to loadings < 0.20. First–order unstructured factor analysis techniques (scree plot, eigenvalues and parallel analysis) indicated that three factors should be retained for RH–1 and two factors for RH–2. Oblique rotations produced factor correlation matrices for both sets of data. Maximum likelihood was used to analyse the factor structure of the Relationship Harmony cluster in both data sets. The data sets were then subjected to higher order factor analysis. A hierarchical Schmid–Leiman factor solution produced a three factor solution for RH–1 (Negative Relational Behaviour, Positive Relational Behaviour and Approachability) and a two factor solution for RH–2 (Positive Relational Behaviour and Negative Relational Behaviour). Construct equivalence across the White and African groups was evaluated by comparing the factor pattern matrices. For RH–1, all facets except for Tolerant loaded on the same factors for both race groups. RH–2’s factors were represented by the same facets irrespective of the race groups. Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

Personality inventories in South Africa are challenged with many factors restricting unbiased and fair measurement. The Employment Equity Act clearly stipulates that all psychometric measuring instruments should be proven bias free, equivalent, and fair. Most of the current inventories utilised in South Africa are imported from Europe and/or the United States of America, and these instruments are translated into either English or Afrikaans, which restricts the language proficiency factor of respondents from other language groups. There are 11 official language groups in South Africa; people also differ regarding race, culture, socioeconomic status, and educational backgrounds. All of these factors are not always properly accounted for in the standardisation of imported inventories - which limits their appropriate employment in the South African context. The objective of this study was to uncover the personality structure of each of the 11 language groups in South Africa, and to identify the shared and unique personality dimensions of the different language groups. From this structure, an instrument will be developed to measure personality in such a way that it will meet the Employment Equity Act. A qualitative research design was used in this study. Quasi-sampling («=1308j was implemented in order to identify participants from each of the 11 language groups, which differed from each other with regard to age, gender, and socioeconomic status. Following the lexical approach, structured interviews were conducted in the native language of the participants to gather information about personality-descriptive terms. The results of the interviews were transcribed and captured in Excel, and sent to language experts for language editing and translation into English. Ambiguous, superfluous and non-personality terms were removed from the data. Following this process, more than 50 000 personality-descriptive terms were identified. Content analysis was utilised in order to interpret the personality- descriptive terms to personality dimensions. Language and cultural experts were employed in order to validate the initial interpretations. The 50 000 descriptive terms were reduced to 190 personality dimensions through the use of cluster analysis. The analysis included the grouping of synonyms and antonyms, together with the use of dictionaries, literature and knowledge about content. The 190 dimensions were also divided into those that are common (shared by all 11 language groups), semi-common (shared by seven to ten of the language groups), semi-specific (shared by two to six of the language groups), and language-specific (unique to a particular language group). It was discovered that 78 dimensions were common, 69 semi-common, 32 semi-specific, and only 11 were language-specific. Most of the personality dimensions seem to be shared by the language groups, rather than to be unique. These 190 dimensions were clustered further in order to build the indigenous personality structure. Similar methods from the initial clustering phase were implemented. Clustering concluded 37 sub-clusters, which consisted of two to ten dimensions, and nine overall clusters consisting of two to six sub-clusters. These nine clusters are Extroversion, Soft-heartedness, Conscientiousness, Emotional stability, Intellect, Openness, Integrity, Relationship harmony, and Facilitating. Many indigenous aspects are evident, as well as universal aspects within the structure. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2009.

The object of this study was to develop a valid and reliable measuring instrument for the Relationship Harmony personality cluster as part of the overall SAPI project, a project that aims to develop a valid, reliable, fair and unbiased personality measuring instrument that can be used within the South African context. Due to the large item pool (i.e. 400 items) two questionnaire versions were developed, namely RH–1 and RH–2. A pilot study was conducted with both versions on participating students from tertiary institutions within the North West and Gauteng Provinces (RH–1: n = 507; RH–2: N = 475). Items indicating unacceptable kurtosis were excluded from further analyses due to their unsuitability for factor analysis. Principal component analyses indicated that 31 items from RH–1 and 24 items from RH–2 shared less than 5% of their variance with the total score. These items were thus excluded from further analyses. Principal component analyses were also conducted to determine the correlations between the 23 facets and their relating items. This procedure resulted in another 3 items being removed due to loadings < 0.20. First–order unstructured factor analysis techniques (scree plot, eigenvalues and parallel analysis) indicated that three factors should be retained for RH–1 and two factors for RH–2. Oblique rotations produced factor correlation matrices for both sets of data. Maximum likelihood was used to analyse the factor structure of the Relationship Harmony cluster in both data sets. The data sets were then subjected to higher order factor analysis. A hierarchical Schmid–Leiman factor solution produced a three factor solution for RH–1 (Negative Relational Behaviour, Positive Relational Behaviour and Approachability) and a two factor solution for RH–2 (Positive Relational Behaviour and Negative Relational Behaviour). Construct equivalence across the White and African groups was evaluated by comparing the factor pattern matrices. For RH–1, all facets except for Tolerant loaded on the same factors for both race groups. RH–2’s factors were represented by the same facets irrespective of the race groups. Recommendations were made for future research. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.