The current study is a significant portion of a content validation study conducted to evaluate new selection tools developed by an organization. In it I assessed the content validity of a structured interview through the following steps: conducting a literature review to establish best practices, reviewing the data gathering process, conducting data analyses, recommending item weights, evaluating the validity of the interview, suggesting standardized materials, creating a plan for training for interview use, and ensuring documentation is kept as required by law. The data were collected internally by the organization and were provided for analyses. Analyses included one-way ANOVAs, and the calculation of r*wg for the Subject Matter Expert (SME) importance ratings. Results indicated that the SME ratings exhibited acceptable interrater agreement and that all competencies were important. Therefore, the interview based on these ratings has acceptable content validity. Recommendations were provided to the organization regarding possible alternatives and the impact that the decisions made would have on the resulting validity.

Title from title page of PDF (University of Missouri--St. Louis, viewed March 22, 2010). Includes bibliographical references (p. 68-81).

Thesis (MComm)--University of Stellenbosch, 2011. / AFRIKAANSE OPSOMMING: Organisasies bestaan om skaars produksiefaktore te verander na bemarkbare goedere en dienste. Aangesien organisasies deur mense bedryf en bestuur word, is hierdie instellings grotendeels afhanklik van hul menslike produksiefaktor om hul hoofdoel te bereik, nl. om hul wins te vergroot. Organisasies poog om geskikte werknemers aan te stel wat sal voldoen aan die vereistes van 'n spesifieke pos of dit selfs sal oortref. In 'n werkswêreld wat konstant verander, vereis tegnologie en die kenmerke van die werkswêreld dat hierdie persone deurgaans ontwikkel word om by te bly met verandering. Personeelkeuring en –ontwikkeling is dus kritieke bedrywighede van die Bedryfsielkundige en Menslike Hulpbronpraktisyn. Die Takseersentrum is 'n gewilde meetinstrument wat dikwels gebruik word vir die doel van keuring of ontwikkeling. Hierdie gewilde assesseringsmetode word hoog aangeskryf vir sy vermoë om toekomstige werksprestasie te voorspel. Takseersentrums wat gebruik word vir keuring doeleindes, toon inkrementele geldigheid bo meetinstrumente van persoonlikheid sowel as kognitiewe vaardigheidstoetse. Al word takseersentrums internasionaal en hier in Suid-Afrika dikwels gebruik, word hulle ook dikwels gekritiseer op grond van die vraag of hulle werklik die dimensies meet wat hulle veronderstel is om te meet. Die konstrukgeldigheid van takseersentrums word dikwels bevraagteken aangesien lae diskriminante en konvergerende geldigheid, sowel as hardnekkige oefeningseffekte, navorsingsbevindinge oorheers. Hierdie vraag is die beweegrede vir die huidige studie. Die doel met hierdie studie is om die konstrukgeldigheid van 'n ontwikkelingstakseersentrum te ondersoek. 'n Geriefsteekproef is gebruik om die navorsing te doen. Die data is verskaf deur 'n private konsultasie maatskappy in die vorm van die takseersentrumtellings van 202 persone wat in 'n eendaagse sentrum geassesseer is. Die sentrum is ontwikkel vir 'n Suid-Afrikaanse bankinstelling en het drie hoofdoelwitte, nl. om kandidate te identifiseer vir die rol van 'n nuwe posbeskrywing, om werknemers na meer topaslike rolle te verskuif en om toekomstige ontwikkelingsgeleenthede vir alle deelnemers te verskaf. Twaalf vaardighede is deur vier verskillende oefeninge geëvalueer. Verskeie beperkinge is opgelê deur die aard van die geriefsteekproef deurdat die navorser geen invloed op die ontwerp van die takseersentrum gehad het nie. Die aanvanklike twaalf vaardighede kon nie afsonderlik ontleed word nie en moes gevolglik as subdimensies in hul onderskeie globale faktore gekombineer word. Dit het gelei tot vier enkeldimensie (ED) metingsmodelle wat eers ondersoek moes word om gesigswaarde van konstrukgeldigheid te bewys voordat oefeninge by die bestaande modelle gevoeg kon word. Die vier afsonderlike oefeninge is in een globale oefeningseffek saamgevoeg. As gevolg van die ontoereikende getal indikators in die datastel kon net twee van die vier ED-modelle oefeninge insluit en dit het gelei tot twee enkeldimensie-, enkeloefening-metingsmodelle (EDEO). Inter-itemkorrelatsies is in SPSS bereken, gevolg deur bevestigende faktorontleding van elke afsonderlike metingsmodel in EQS wat gebruik is om die interne struktuur van die dimensies te bestudeer. Met een dimensie as uitsondering, impliseer die uitslae van die CFA dat die indikators van die takseersentrum (d.w.s. gedragsbeoordelings) nie daarin slaag om die onderliggende dimensie te weerspieël soos dit veronderstel was om te doen nie. Nadat die saamgestelde oefeningseffek byvoeg is, het slegs een van die twee dimensies geloofwaardige uitslae met buitengewoon goeie modelpassing en parameterskattings wat dui op dimensie- eerder as oefeningseffekte. As gevolg van hierdie bevindings word die geldigheid van die ontwikkelingsterugvoer wat elke deelnemer na die evaluering ontvang het, ernstig in twyfel getrek. Met die uitsondering van een dimensie se resultate, bevestig die resultate van hierdie studie vorige navorsingsbevindinge. / ENGLISH ABSTRACT: Organisations exist by transforming scarce factors of production into goods and services. Since organisations are run and managed by people, these institutions are largely dependent on their human production factor to achieve their main goal of maximising profits. Organisations strive to appoint suitable employees who will meet, even exceed, the requirements of a particular job position. In a constantly evolving world of work, advancing technology and inherent features of the modern working environment necessitate ongoing development of these individuals in order to keep up with the changes. Personnel selection and development are therefore crucial activities of the Industrial Psychologist and Human Resource Practitioner. The Assessment Centre (AC) is a popular measuring instrument that is often used for either selection or development purposes. This popular method of assessment has received a great degree of praise for its ability to predict future job performance. ACs have also shown incremental validity over and above both personality and cognitive ability measuring instruments when used for selection purposes. Nevertheless, despite the frequent use of ACs both internationally and locally in South Africa, ACs have been widely criticised on the basis of whether they actually measure the dimensions that they intend to measure. The question has often been asked whether ACs are construct valid, since low discriminant- and convergent validity, as well as persistent exercise effects, seem to dominate research findings. This question serves as the driving force of the present study. The aim of this study is to examine the construct validity of a development assessment centre (DAC). A convenience sample was used to pursue the research objective. The data was received from a private consultant company in the form of the AC ratings of 202 individuals who were assessed in a one-day DAC. The DAC was developed for a South African banking institution and had three main purposes, namely to identify candidates who fit the role of a new job position, to reposition employees into more appropriate roles, and to provide future development opportunities to all participants. Twelve competencies were assessed by four different exercises. Several limitations were imposed by the nature of the convenience sample since the researcher did not have an influence on the design of the AC. The initial twelve competencies were not represented by a sufficient number of indicators and could consequently not be statistically analysed on an individual level. These dimensions therefore had to be used as sub-dimensions to be combined within their respective global (second-order) factors. This resulted in four single trait (ST) measurement models that had to be investigated first to provide face value of construct validity before adding exercises into the existing models. The four separate exercises were integrated into one global exercise effect. The insufficient number of indicators within the data set brought about only two of the four ST models to be examined for any existing exercise effects. The result was two single trait, single exercise (STSE) measurement models. Inter-item correlations were calculated in SPSS, followed by confirmatory factor analysis on each respective measurement model in EQS used to study the internal structure of the dimensions. With one dimension as the exception, the results of the CFA imply that the DAC's indicators (i.e. behavioural ratings) in each second-order factor, fail to reflect the underlying dimension, as it was intended to do. When adding the conglomerated exercise effect, only one of the two dimensions had plausible results with good model fit and parameter estimates that leaned towards dimension and not exercise effects. Based on these findings, serious doubt is placed on the validity of the developmental feedback provided to each participant after the completion of the DAC. With one dimension as the exception, the present study's results corroborate previous research findings on the construct validity of ACs.

M.A. / With the more popular practice of communication through emails, cellular phones, and instant online messaging, the pace at which organisations communicate and function has increased dramatically over the past decade, as information is speedily available. Organisations need to adapt to the latest technology applications in order to be more efficient and to increase productivity ...

Personality assessments have a long history in psychology and have become the backbone of the human capital management industry, with the Big-Five model being the most prevalent. The central criticism of personality assessments for employment decisions is validity of responses since applicants for employment often endorse items to make themselves more desirable for hire, referred to as faking behavior. The present study examined faking behavior using the Assess Personality Survey (APS). Using a sample of applicant and incumbent data (N = 8,020), the objective was to identify response difference between applicant and incumbents, and the prevalence of faking behavior in applicants. Latent class analysis (LCA) was used to compare groups. Results indicate a clear distinction between applicant and incumbent response patterns. Additional analyses suggest 6 classes of testing patterns among applicants, and results are compared with previous faking identification procedures to improve criteria used to establish faking behavior in respondents.

Recent research has shown that outcome favorability (Ryan & Ployhart, 2000) and perceived performance (Chan, Schmitt, Jennings, Clause, & Delbridge, 1998a) are key determinates of justice judgments, suggesting that self-serving bias is a critical mechanism in the formation of applicant reactions. However, organizational justice theory continues to be the dominant paradigm for understanding applicant reactions. Chan and Schmitt (2004) have suggested a far ranging agenda for research into reactions, which includes considering reactions in a longitudinal framework and considering the natural effect of time on reactions. The current study incorporates these theoretical approaches and addresses these gaps in the research by examining applicant reactions at four time points during and after a selection procedure. This study also uses a multi-dimensional measure of test taking motivation (TTM) based on expectancy theory which enables me to explicate the effect of test performance, expectations, and outcome feedback on each motivational component. Using a sample of 227 student participants, this study provides evidence that an applicant's expectations regarding the selection outcome and the selection outcome itself have strong effects on fairness perceptions and TTM. Some key findings are the following: I) negative selection decisions and negative expectations tend to reduce fairness perceptions and TTM in applicants, while for the most part, positive expectations and positive selection decisions do little to increase these reactions and 2) valence, or the desire for the job, seems to be the motivational component most affected by the selection procedure. These findings have important implications for future research into applicant reactions.

Recent research in reducing adverse impact in personnel selection has focused on the use of various weighting schemes to balance levels of adverse impact and the validity of selection processes. De Corte Lievens & Sackett (2007) suggested the use of the normal boundary intersection method to create a number of weights that optimize adverse impact and criterion validity. This study seeks to improve the efficacy of this solution by looking at specific types of performance, namely task and contextual performance. It will investigate whether a focus on contextual performance will improve the trade-off by requiring smaller losses in validity for greater gains in adverse impact. This study utilized data from 272 applicants for exempt positions at a multinational financial institution. The two sets of Paraeto optimal composite were developed, one based on contextual performance and the other based on task performance. Results were analyzed based on levels of adverse impact and validity of weights generated using each method. Results indicate that reducing adverse impact required a greater validity trade-off for task performance than contextual performance. Application of this method would allow for greater reductions to adverse impact than the original method while retaining a validity coefficient of 95% of the maximum achieved with regression weighting. Though this method would limit practitioners to selecting based on contextual performance, the use of minimal cut-off scores on task predictors or job experience could allow employers to incorporate task measures while further reducing adverse impact

Content validity methods, such as matching matrices, have been used to assist in the design and evaluation of training programs. In the present study, the Water Training Institute (WTI) curriculum was evaluated using a content validation approach. The purpose of the study was to identify topics that were being under-emphasized, over-emphasized, or receiving the correct amount of emphasis in the curriculum. A Job Knowledge Survey was developed and administered to subject matter experts to determine the importance of topics to the jobs that WTI graduates would most likely enter after graduation; the importance ratings were used as the criterion for the study. Subject matter experts in a Course Content Workshop indicated the amount of emphasis placed on each topic in four WTI courses. Matching matrices plotting job importance against course emphasis were created for each of the four target jobs for WTI graduates. These matrices did not identify any hits (i.e., topics receiving correct amount of emphasis). However, there were a number of deficiencies that were near hits. These findings will assist WTI in developing future courses and in redesigning their currently offered courses.

Organizations use pre-employment tests to identify individuals characterized as having a propensity (likelihood) to commit theft with the intent to limit at-risk hires, thereby reducing the risk of fraud. Pre-employment tests were originally designed to identify a broad range of deviant behaviors such as previous violations of laws, and violations of social norms and organizational policies (O'Bannon et al., 1989), not as predictive indicators of deviant behavior and theft. In addition, the test most commonly used to identify high fraud risk applicants, the integrity test, has limited support as a valid predictor of theft (MacLane & Walmsley, 2010; Ones et al., 2003; Sackett et al., 1989; Van Iddekinge et al., 2012) within the literature. This study empirically examined the efficacy of pre-employment tests to elicit a predictive profile of white-collar crime by testing the relationship between deviant behaviors, personality traits, and integrity. The data for this study was obtained through questionnaires and pre-employment tests administered within the Federal prison system. The total sample consisted of twenty (N=20) convicted white-collar inmates. Results of this sample were compared to the general population statistics as provided by the pre-employment test providers. In line with the literature, positive relationships were found between low integrity and deviant behaviors. Contrary to past literature, no significant relationships were found between Agreeableness and Integrity or Emotional Stability/Neuroticism and Integrity. A positive relationship was found between high Conscientiousness and Integrity. Of particular note, this study found that the failure rate of the overt-integrity test was 45% and 100% for personality tests in identifying individuals with traits consistent with deviant behaviors. This study contributes to the existing literature on personality, integrity and deviant behaviors by providing insights into the nature of the relationships as they relate to white-collar crime. This study also expands the theory of deviant behaviors with a thorough definition within the literature results, which helps to define the dimension and constructs of deviant behaviors within the workplace as it relates to white-collar crime. Finally, this study specifies practical implications to be considered by management and pre-employment test providers for the purpose of enhancing fraud prevention and reducing deviant behaviors within the organization.

Thesis (Mcom)--University of Stellenbosch, 2003. / ENGLISH ABSTRACT: The field of human resources involves continuous decision-making regarding the matching of the workforce with the workplace, since this match determines individuals' motivation to perform the actions associated with the workplace. If, at the time of the decision, the decision maker could obtain information on end performance, the chances of achieving the desired results would be increased. However, personnel selection is complicated by the obvious fact that information on end performance is not available at the time of the selection decision. All such decisions thus involve predictions about people's performance. The classic validity model forms the foundation of all prediction in as far as the strength of the relationship between the predictor of performance and the actual performance determines the accuracy of the predictor. Over time, numerous possibilities have been considered on how to increase the magnitude of this relationship as experienced through the validity coefficient, mostly involving modifications and/or extensions to the standard regression model. An interesting and challenging alternative to the usual multiple-regression based attempts may be found in the work of Ghise11i (1956, 1960a, 1960b). He has chosen to improve prediction directly through the development of a composite predictability index that explains variance in the prediction errors resulting from an existing prediction model. It would, however, appear as if the procedure has found very little, if any, practical acceptance, partly attributed to the fact that the predictability index failed to significantly explain unique variance in the criterion when added to a model already containing one or more predictors. Resultantly, based on the Ghiselli idea, this research investigates the possibility of modifying such a predictability index so that it does significantly explain unique variance in the criterion when added to a model already containing one or more predictors. In addition, the study investigates whether the expansion of the prediction model is warranted by examining the effect the increase in subject predictability has on the predictive validity of the selection procedure, as well as the monetary effect it has on the utility of the procedure. Hypotheses are tested to determine the possibility of developing an index from a personality measurement that shows a strong and significant correlation with the residuals computed from the regression of the criterion on an ability predictor; to determine if the addition of the index to an ability predictor significantly explains variance in the criterion measurement that is not yet explained by the ability predictor relationships, and to determine whether this ability is affected by the direction in which the index has been developed. Furthermore, hypotheses are tested to determine the increment on validity and selection utility. The data for the analysis was obtained from Psytech (SA), where a validation study was performed at the Gordon Institute of Business Science using the Apil-B ability test, the Critical Reasoning Test Battery and the Organisational Personality Profile measurements to predict the performance of 100 MBA students. The results of the analysis confirmed Ghiselli' s earlier findings that the traditional predictability index does not significantly explain variance in the criterion residual when added to the selection battery. However, by modifying the Ghiselli procedure, the study found that the index was able to significantly explain variance when added to a battery already containing the predictor. When the index is based on the real values of the residuals, the addition of the predictability index to the model significantly explains unique variance in the criterion, but not so when based on the absolute values of the residuals. It also indicated that the inclusion of the predictability index to the prediction model created a substantial increase in the validity of the selection procedure and that the increase in validity translated into a noteworthy improvement in utility. Conclusions are drawn from the obtained results and recommendations are made for future research. / AFRIKAANSE OPSOMMING: 'n Psigometriese Ondersoek na die Gebruik van 'n Aanpassing van die Ghiselli Voorspellingsindeks in Personeelkeuring: Die veld van menslike hulpbronne sluit 'n aaneenlopende besluitnemingsproses aangaande die passing van die arbeidsmag met die werkplek in, aangesien hierdie passing die individu se motivering met betrekking tot optredes wat met die werkplek geassossieer word, bepaal. lndien die besluitnemer ten tye van die besluitneming alreeds oor inligting rakende die eindprestasie van die individu beskik, sal die moontlikheid verhoog word om die gewenste resultate uit die besluitneming te verkry. Personeelkeuring word egter gekompliseer deur die voor die hand liggende feit dat inligting rakende die eindprestasie nie beskikbaar is ten tye van die keuringsbesluit nie. Alle besluite van hierdie aard sluit dus voorspellings oor individue se prestasie in. Die klassieke geldigheidsmodel vorm die basis van alle voorspellings gebaseer op die sterkte van die verwantskap tussen die voorspeller van prestasie en die werklike prestasie van die individu. Oor die jare is verskeie moontlikhede oorweeg om die sterkte van die hierdie verwantskap soos uitgedruk deur die geldigheidskoëffisiënt te verhoog, hoofsaaklik deur middel van aanpassings en/of verlengings van die standaardregressiemodel. 'n Interessante en uitdagende alternatief vir die pogings gebaseer op meervoudige regessie kan gevind word in die werk van Ghiselli (1956, 1960a, 1960b). Hy poog om voorspelling direk te verbeter deur die ontwikkeling van 'n saamgestelde voorspellingsindeks wat variansie verklaar in die voorspellingsfoute verkry uit 'n bestaande voorspellingsmodel. Dit wil egter voorkom asof die voorspellingsindeks gefaal het om unieke variansie in die kriterium te verklaar wanneer dit toegevoeg word tot 'n model wat alreeds een of meer voorspellers bevat. Gebaseer op die Ghiselli-idee, ondersoek hierdie navorsing dus die moontlikheid om die voorspellingsindeks aan te pas sodat dit beduidend unieke variansie in die kriterium verklaar wanneer dit toegevoeg word tot 'n model wat alreeds een of meer voorspellers bevat. Die studie ondersoek enersyds ook die regverdiging van die uitbreiding van die voorspellingsmodel deur die impak van die verbetering in voorspelling op die voorspellingsgeldigheid van die keuringsprosedure, en andersyds bestudeer dit ook die monetêre effek op die nutwaarde van die prosedure. Hipoteses word getoets om die moontlikheid van 'n indeks, wat uit 'n persoonlikheidsmeting ontwikkel, is en wat sterk en beduidend met die residue wat uit die regressie van die kriterium op die vermoënsvoorspeller bereken is, te bepaal. Daar word ook getoets of die toevoeging van die indeks tot 'n vermoënsvoorspeller beduidende variansie in die kriteriummeting verklaar wat nie alreeds deur die vermoënsvoorspeller verklaar word nie. Daar word verder bepaal of hierdie vermoë geaffekteer word deur die rigting waarin die indeks ontwikkel is. Verder word hipoteses getoets aangaande die impak op beide die geldigheid en die nutwaarde van die keuringsprosedure. Die data vir die analises is verkry by Psytech SA, waar 'n valideringstudie uitgevoer is by die Gordon Institute of Business Science deur die gebruik van die Apil-B vermoënstoets, die Critical Reasoning Test Battery en die Organisational Personality Profile metings om die prestasie van 100 MBA studente te voorspel. Die resultate van die analise bevestig Ghiselli se vroeëre bevindings dat die tradisioneel ontwikkelde indeks nie beduidend variansie in die kriteriumresidue verklaar wanneer dit toegevoeg word tot die keuringsbattery nie. Deur egter die oorspronklike Ghiselli prosedure aan te pas word gevind dat die toevoeging van die indeks tot die regressiemodel wel beduidend unieke variansie verklaar. Die vermoë van die indeks om variansie te verklaar wanneer dit tot die battery toegevoeg word, is beduidend wanneer die indeks gebaseer word op die werklike waardes van die residue, maar toon geen beduidendheid wanneer dit gebaseer word op die absolute waardes van die residue nie. Die resultate dui ook daarop dat die insluiting van die voorspellingsindeks in die model 'n betekenisvolle toename in die voorspellingsgeldigheid van die keuringsprosedure teweegbring, en dat die toename in voorspellingsgeldigheid vertaal na 'n substantiewe styging in nut. Gevolgtrekkings word uit die verkreë resultate afgelei, en aanbevelings vir toekomstige navorsing word gemaak.