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The purpose of this thesis is to investigate how the differences between the study and policy sites impact the performance of benefit function transfer. For this purpose, simulated data are created where all information necessary to conduct the benefit function transfer is available. We consider the six cases of difference between the study and policy sites- scale parameter, substitution possibilities, observable characteristics, population preferences, measurement error in variables, and a case of preference heterogeneity at the study site and fixed preferences at the policy site. These cases of difference were considered one at time and their impact on quality of transfer is investigated. RUM model based on reveled preference was used for this analysis. Function estimated at the study site is transferred to the policy site and willingness to pay for five different cases of policy changes are calculated at the study site. The willingness to pay so calculated is compared with true willingness to pay to evaluate the performance of benefit function transfer. When the study and policy site are different only in terms of scale parameter, equality of estimated and true expected WTP is not rejected for 89.7% or more when the sample size is 1000. Similarly, equality of estimated preference coefficients and true preference coefficients is not rejected for 88.8% or more. In this study, we find that benefit transfer performs better only in one direction. When the function is estimated at lower scale and transferred to the policy site with higher scale, the transfer error is less in magnitude than those which are estimated at higher scale and transferred to the policy site with lower scale. This study also finds that transfer error is less when the function from the study site having more site substitutes is transferred to the policy site having less site substitutes whenever there is difference in site substitution possibilities. Transfer error is magnified when measurement error is involved in any of the variables. This study do not suggest function transfer whenever the study site's model is missing one of the important variable at the policy site or whenever the data on variables included in study site's model is not available at the policy site for benefit transfer application. This study also suggests the use of large representative sample with sufficient variation to minimize transfer error in benefit transfer. / Master of Science

Professional school counselors frequently use career interest inventories as part of a comprehensive guidance program to help students create a post-secondary school plan. The present study evaluates the validity of three commonly used interest inventories, the Myers-Briggs Type Indicator, Self-Directed Search, and Strong Interest Inventory on field of study choice for graduating high school seniors (N = 616) from a large, suburban high school in Texas. Students identified their intended postsecondary field of study category, were randomly assigned using stratification to three groups, and each group completed a different inventory. Group membership was evaluated to establish covariate balance on a wide variety of indicators. Data from each group was evaluated to determine the extent to which the inventory predicted the chosen field of study, as well as Other and Undeclared categories using logistic regression models. None of the inventory models suggest that the inventory accurately predicts Other or Undeclared outcomes. For students selecting intended postsecondary fields of study, the Self Directed Search predicts such outcomes better than other measures. Professional school and career counselors should consider the SDS in addition to narrative counseling strategies to add greater precision with career decision making among clients and students.

Past research indicates that self-compassion has positive implications for psychological health and functioning. However, as a newly specified construct, the literature regarding self-compassion could benefit from a more thorough validation of the primary scale used in this area of research, the Self-Compassion Scale. In the present study, structural path analysis (using Amos) was used to explore the criterion validity of the SCS with four variables which have been theorized to be relevant to self-compassion (caregiver emotional responsiveness, fear of emotion, internalized spirituality, and achievement goal orientation). Initial hypothesis testing indicated support for the path model, with the exception of achievement goals which were not significantly associated with self-compassion. Trimming these paths in a subsequent analysis improved model fit. Interestingly, further analyses of the model indicated that the pairing of participant and parent gender produced substantial differences in path coefficients. Next, correlational and factor analytic methods were used to test the construct validity of the SCS. Correlational analyses found adequate convergent construct validity but some lack of divergent validity between SCS dimensions and conceptually similar constructs (i.e., fear of emotion, social connectedness and self-criticism). Confirmatory factor analysis indicated that a two-factor model fit the data better than the one-factor model proposed by the author of the SCS. The incremental validity of the two-factor model was supported by incorporating a two-factor SCS in the path analysis. In sum, these findings generally support the criterion validity of the SCS through meaningful associations with theoretically relevant variables but cautions that these associations are strongly influenced by gender. It is also strongly recommended that a two-factor model of the SCS be explored in further research to ascertain its incremental utility for understanding self-compassion’s positive effects on psychological health.

This study focused on the criterion-related validity of the Implicit Positive and Negative Affect Test (IPANAT). The IPANAT is thought to be a measure of automatic activation of cognitive representations of affects. In this study, it was investigated whether implicit affect scores differentially predict ratings of facial emotions over and above explicit affectivity. Ninety-six young female participants completed the IPANAT, the Positive and Negative Affect Schedule (PANAS) as an explicit measure of state and trait affectivity, and a task for the perception of facial emotions. Implicit negative affect predicted the perception of negative but not positive facial emotions, whereas implicit positive affect predicted the perception of positive but not negative facial emotions. The observed double-dissociation in the correlational pattern strongly supports the validity of the IPANAT as a measure of implicit affectivity and is indicative of the orthogonality and thus functional distinctness of the two affect dimensions of the IPANAT. Moreover, such affect-congruent correlations were absent for explicit affect scales, which additionally supports the incremental validity of the IPANAT.

Die Personalausauswahl an Universitäten ist von hoher Relevanz. Die vorliegende Disseratation beschäftigt sich mit den Auswahlprozessen von Studierenden, Promovierenden und Postdocs und den Berufungsverfahren von Professor:innen. Der Fokus liegt auf drei elementaren Punkten der Prozesse: Verwendungshäufigkeit, Kriteriumsvalidität und Akzeptanz. Die Arbeit beantwortet die Fragen, welche Verfahren bei der Personalauswahl an Universitäten genutzt werden, wie gut sich mit verschiedenen Verfahren und Konstrukten der Erfolg von Studierenden, Promovierenden und Postdocs, und Professor:innen vorhersagen lässt und wie akzeptiert verschiedene Verfahren bei Personalauswahlverfahren an Universitäten sind. In zwei eigenen Studien werden Forschungslücken geschlossen und neue Erkenntnisse der Literatur ergänzt. Für Studie 1 wurde bei N = 164 Promovierenden erhoben, wie diese tatsächlich ausgewählt wurden. Promotionsstellen wurden am häufigsten durch frei geführte Auswahlgespräche und persönliche Kontakte besetzt. Bei N = 170 potenziellen Bewerbenden für eine Promotionsstelle wurden die Akzeptanzurteile für Auswahlverfahren erfragt. Frei geführte Auswahlgespräche, berufliche Erfahrungen, Arbeitsproben und strukturierte Auswahlgespräche erhielten die höchsten Akzeptanzwerte. Studie 2 beleuchtet die Kriteriumsvalidität und identifizierte Prädiktoren, die in einem Längsschnittdesign sowohl den objektiven als auch den subjektiven Laufbahnerfolg zwei Jahre nach Abschluss der Promotion bei N = 2 104 erfolgreich Promovierten vorhersagen konnten. Die Big Five Persönlichkeitseigenschaften Offenheit für neue Erfahrungen und Neurotizismus waren Prädiktoren für objektiven Laufbahnerfolg. Verträglichkeit und Neurotizismus konnten unterschiedliche Aspekte von subjektivem Laufbahnerfolg vorhersagen. Darüber hinaus konnte mittels Response Surface Analysen ein Persönlichkeits-Anforderungs-Fit in Offenheit für neue Erfahrungen und Extraversion objektiven Laufbahnerfolg vorhersagen. / The selection of personnel at universities is of great relevance. This dissertation deals with the selection processes of students, doctoral candidates, and postdocs and professors. The focus is on three elementary points of the processes: frequency of use, criterion validity, and acceptance. The work answers the questions of which procedures are used in the selection of personnel at universities, how well the success of students, doctoral candidates and postdocs, and professors can be predicted with different selection methods and how different selection methods in personnel selection procedures are accepted at universities. In two of our own studies, existing research gaps are closed, and the state of the literature is supplemented with new findings. For Study 1 N = 164 doctoral candidates were asked how they were selected. Doctoral positions were most often filled through unstructured selection interviews and personal contacts. N = 170 potential applicants for a doctoral position were asked about the acceptance ratings for selection procedures. Unstructured interviews, professional experience, work samples, and structured interviews had the highest ratings in acceptance. Study 2 focuses on the criterion validity and identified predictors that, in a longitudinal design, were able to predict both the objective and the subjective career success two years after completing the doctorate in N = 2 104 successful doctoral graduates. Two of the Big Five personality traits, openness to new experiences and neuroticism, were predictors for objective career success. Agreeableness and neuroticism could predict different aspects of subjective career success. In addition, a personality-requirement fit in openness to new experiences and extraversion was able to predict objective career success using response surface analysis.

In South Africa, legislation dictates that employees must be developed resulting in the need to identify candidate's development capability. As such, it is essential to be able to measure the learning potential of candidates. In practice, cognitive ability has been linked to the complex process of job performance. This study aimed to determine whether learning potential can be used as a predictor of job performance. The Learning Potential Computerised Adaptive Test (LPCAT) was utilised to measure learning potential and job performance was measured through a promotion ratio (taking job knowledge and tenure into account). The moderator variables were investigated. A sample of 135 technical employees was drawn. The data was statistical manipulated reporting various significant relationships confirming the internal reliability of the LPCAT and indicating a strong significant relationship between learning potential and job performance. Variables such as learning potential, job grade and tenure are significant when predicting job performance. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

An interdisciplinary team of a pediatric university teaching hospital in the Montreal area, who treats annually a considerable number of child burn victims, developed a behavioral observation scale on the comfort of children of 7 years of age and less during painful procedures «Échelle d’observation comportementale du confort d’enfants brûlés» (OCCEB- BECCO). The goal of this study was to initiate the validation of OCCEB-BECCO, a new tool for evaluation of comfort for child burn victims. With samples of 16 patients and 5 experts, we proceeded to the evaluation of content validity, internal consistency and criterion validity. Results have shown adequate content validity, internal consistency with (T1) r = 0,96 p < 0,0001, (T2) r = 0,95 p < 0,0001, (T3) r = 0,95 p < 0,0001 and criterion validity with Cronbach alpha at 0,82. A future study with a larger sample and on a longer period of time would be required to pursue validation of this new scale. / L’équipe interdisciplinaire d’un centre hospitalier pédiatrique de la région de Montréal, a développé un instrument d’observation comportementale sur le confort d’enfants de moins de 7 ans, lors de procédures douloureuses, soit l’échelle d’observation comportementale du confort d’enfants brûlés (OCCEB- BECCO). Le but de la présente étude était de débuter la validation de l’OCCEB-BECCO, un nouvel outil d’évaluation du confort pour les enfants brûlés. Avec un échantillon de 16 patients et de 5 experts, nous avons débuté l’évaluation de la cohérence interne de l’outil, sa validité de contenu et sa validité de critère. Les analyses ont montré une validité de contenu qui s’est avéré très satisfaisante. La validité de critère selon les temps de mesure est à : (T1) r = 0,96 p < 0,0001, (T2) r = 0,95 p < 0,0001, (T3) r = 0,95 p < 0,0001. Ainsi qu’une cohérence interne avec un alpha de Cronbach à 0,82. Une étude ultérieure avec un plus grand échantillon et sur une plus longue période permettrait de compléter les données psychométriques de cette échelle.

In South Africa, legislation dictates that employees must be developed resulting in the need to identify candidate's development capability. As such, it is essential to be able to measure the learning potential of candidates. In practice, cognitive ability has been linked to the complex process of job performance. This study aimed to determine whether learning potential can be used as a predictor of job performance. The Learning Potential Computerised Adaptive Test (LPCAT) was utilised to measure learning potential and job performance was measured through a promotion ratio (taking job knowledge and tenure into account). The moderator variables were investigated. A sample of 135 technical employees was drawn. The data was statistical manipulated reporting various significant relationships confirming the internal reliability of the LPCAT and indicating a strong significant relationship between learning potential and job performance. Variables such as learning potential, job grade and tenure are significant when predicting job performance. / Industrial and Organisational Psychology / MA (Industrial and Organisational Psychology)

Präsentiert werden drei Studien zum Thema Prädiktion von Leistung. In Studie 1 wurde die Prädiktion von Studienerfolg nicht nur mit Persönlichkeitsmaßen auf Facettenebene sowohl von Fremd- als auch Selbst-Ratings untersucht, sondern auch der Einfluss von faking auf die Kriteriumsvalidität. Ergebnisse zeigten, dass Fremd- über Selbst-Ratings und Intelligenz hinaus Studienerfolg prädizieren. Auch wurde gezeigt, dass Faking die Kriteriumsvaliditäten auf Facettenebene in unterschiedlicher Weise beeinflusst. Studie 2 untersuchte den Einfluss der unterschiedlichen Abstraktionsebene von Prädiktor und Kriterium auf die Kriteriumsvalidität. Dazu wurden Leistungsmotivationsskalen sowohl in einer Mathe-spezifischen Formulierung als auch in einer globalen Formulierung Schülern vorgegeben. Diese Skalen dienten dann als Prädiktoren für Noten in Mathe, Physik und Deutsch. Ergebnisse einer Varianzzerlegung mit MTMM zeigten, dass die Mathe-spezifischen Skalen durchgehend ein Plus an Varianz enthalten, welches unabhängig ist von der Varianz aufgrund der einzelnen Motivationskonstrukte. Folglich messen domänen-spezifische Skalen entweder ein engeres Konstrukt von Leistungsmotivation oder, eher, ein zusätzliches Konstrukt. Das Korrelationsmuster der domänen-spezifischen Varianz mit den drei untersuchten Noten legt nahe, dass es sich bei diesem zusätzlichen Konstrukt um Selbstkonzept handelt. Studie 3 untersuchte die Konstruktvalidität der Big 5 und möglicher higher-order factors nach Kontrolle von möglichen Biases innerhalb des CTCM-1 Ansatzes mit Selbst- und Fremdratings. Ergebnisse zeigten, dass bias-bereinigte Big 5 Maße die Annahme eines higher-order factors wenig plausibel machen. Darüber hinaus konnte ein solcher potentieller Faktor nicht theoriekonform die positive Eigenschaft Intelligenz prädizieren. Insgesamt verdeutlicht dies die Problematik des Einflusses von unterschiedlichen Quellen und Verzerrungen auf die Kriteriumsvalidität von häufig eingesetzten Persönlichkeitsmaßen. / Presented are 3 studies about the prediction of performance. Study 1 analyzes the prediction of academic performance by use of self-ratings, other-ratings and faked-ratings of personality measures not only on domain level but also on facet level. Result showed that other-ratings yield incremental validity above and beyond self-ratings and intelligence. Moreover, against prior findings for domain-level, faking does influence criterion validity on facet-level, with the influence not being uniform in direction. Study 2 analyzed the influence of different levels of abstraction of predictor and criterion in the realm of achievement motivation. For that, various achievement motivation scales were administered both in a global and a math-specific wording. These scales later on served as predictor for grades in math, physics and German. By modeling this data in a MTMM model different sources of variance could be disentangled. Results showed that math-specific scales are the better predictors. More so, these domain-specific scales have uniformly an increase in variance regardless of the positive or negative valence of the various achievement motivation scales. This leads to the conclusion that math-domain-specific scales either measure a narrower construct or, more probable, they tap an additional construct. This is backed by the uniform positive additional variance. Moreover, test-criterion correlation-pattern between the math-domain-specific variance and the three different grades makes it plausible that the additional construct tapped in these scales is self-concept. Study 3 analyzed the construct-validity of personality’s Big 5 and their possible higher order factor after controlling for singular rater biases using a newly developed CTCM-1 approach. Results showed that these bias free Big 5 make the assumption of one higher order factor implausible. Moreover, such a factor would not uniformly predict intelligence as is claimed by advocates of this factor.