Subjects were 32 computer programmers employed in a large computerized tax-processing company in the Southwest. Ratings of each programmer's job performance by his/her immediate supervisor and scores on the Aptitude Test for Programmer Personnel (ATPP) were obtained. Relationships between test scores and criteria were examined to identify significant (p < .05) correlations. Statistical treatment of data included zero-order Pearson product-moment correlation, multiple linear regression, and first-order semi-partial correlation analyses. Results indicated that the ATPP did not successfully predict (2 >.05) the rated performance of the programmers.

Subjects were 34 computer programmers employed in a major computerized tax processing company. Scores in the Computer Programmer Aptitude Battery (CPAB) and ratings of each programmer's job performance by his immediate supervisor were obtained. The purpose of the study was to validate a selection test. The relationship between the aptitude battery and performance evaluations was examined to evaluate the test's ability in predicting programming performance. Statistical treatment of data included Pearson product-moment correlations and a multiple linear regression analysis. The total test scores and several of the subtests were found to be significantly correlated with performance.

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.

This thesis focused on the development of a Work Personality Scale and the systematic study of how this aspect of the mentally retarded person is related to his or her intelligence and dexterity skill level.

The trait complex approach (Ackerman&Heggestad, 1997) makes it possible to study the individual holistically by taking account of various individual differences at the same time, such as abilities, personality, motivation, and vocational preferences. Recently, Kanfer, Wolf, Kantrowitz, and Ackerman (2010) provided support for taking a whole-person approach in predicting academic performance. They also showed the incremental role of non-ability predictors over the role of ability predictors. Objectives of the present study were to further explore the non-ability variables of the science/math trait complex. Identifying the personality correlates of the science/math trait complex was the first objective. Investigation results yielded four personality factors as correlates of the complex, which play important roles for engineers and scientists at different stages of the vocational track: toughmindedness was the personality marker of the science/math trait complex and was associated with intending to pursue a STEM career; achievement and control were associated with academic success in STEM majors; and cognitively-oriented behavior was associated with more cognitively challenging pursuits, such as attending STEM competitions and planning to go on to graduate school. The second purpose was to revisit the vocational interests associated with the science/math trait complex and the Science, Technology, Engineering, and Mathematics (STEM) groups. A new measure was introduced, referred to as STEM Interest Complexity, which measures interests towards engaging in increasingly complex tasks in the Numerical, Symbolic, Spatial, and STEM-related Ideas domains. It was developed to assess the level of vocational interests, in addition to the traditionally assessed direction of vocational interests (Holland, 1985). Validation of the new STEM Interest Complexity measure showed adequate construct and concurrent criterion-related validities. Construct validity was established by demonstrating associations between the new measure and measures of the direction of interests, cognitive abilities, intelligence as personality, and learning goal orientations. Support for the new measure's criterion-related validity was found by demonstrating that the measure discriminates between majors, and predicts vocational criteria (i.e., college achievement in STEM, attachment to STEM fields, major satisfaction, and one's intentions to chose a complex STEM career). With dominance analyses, it was shown that STEM Interest Complexity was the most important vocational assessment in the prediction of criteria. Results support the assertion that vocational interest inventories can be improved by incorporating the level of complexity dimension. Finally, a science/math trait complex composite score, including the personality factors and STEM Interest Complexity, in addition to the previously determined ability, interest, and self-concept associates, showed moderate associations with STEM-related vocational criteria. The non-ability individual differences, which were the focus of the present study, added to the conceptualization and predictive utility of the science/math trait complex.

Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009. / ENGLISH ABSTRACT: The choice of career path could create a stressful situation for many individuals. Researchers seem to agree that if a person is able to find fit between what they would like to do and what a job (work environment) involves then a person is likely to perform their chosen occupation well. Interest assessment is a method that assists in making personal and organisational career related decisions. The Campbell Interest and Skill Survey (CISS, Campbell, Hyne & Nilsen, 1992) is a well-known interest assessment instrument that can be used for such decisions. Even though interest assessment can assist, these instruments have been criticised for being gender biased and typically forcing people into stereotypical gendered type occupations. Bias is indicated as nuisance factors that threaten the validity of cross-group (cultural) comparisons (Van de Vijver & Leung, 1997). These nuisance factors could be due to construct bias, method bias and/or item bias. Therefore, due to the importance of the decisions made, it would seem essential that the information provided by test results apply equally across different reference groups – this would imply equivalent measurement. Equivalence is achieved at three levels: Configural, metric and scalar (Vandenberg & Lance, 2000; Vandenberg, 2002). Full measurement invariance (achieved when scalar invariance is found) implies the ability to compare observed scores directly. By making use of confirmatory factor analytic techniques suggested by Vandenberg and Lance (2000), increasing constraints of equivalence were proposed for the CISS measurement model. While adequate model fit was found for the CISS Basic scales, the sample size did not afford independent gender sample confirmatory factor analyses (CFAs) and consequent measurement invariance tests to be conducted on the Basic scales. The CISS Orientation scales were then subjected to CFA on the combined gender sample and then were subjected to independent CFAs on the separate gender samples. Unfortunately poor model fit was found at this global level of measurement in the CISS. This prevented the researcher from completing the necessary measurement invariance tests on the Orientation scales for the CISS. The implications of the results are discussed, limitations are indicated and areas for further research are highlighted. / AFRIKAANSE OPSOMMING: Die maak van ‘n loopbaankeuse kan spanning veroorsaak in baie mense. Dit wil voorkom of navorsers saamstem dat indien ‘n person se werklike beroep ooreenstem met dit wat hy/sy graag sou wou doen – dan sal die persoon waarskynlik goed presteer in die gekose beroep. Die benutting van belangstellingsvraelyste kan individue help om effektiewe persoonlike en beroepsgerigte keuses te maak. Die “Campbell Interest and Skill Survey” (CISS, Campbell, Hyne & Nilsen, 1992) is ‘n bekende belangstellingsvraelys wat gebruik kan word om ondersteuning te bied om bogenoemde keuses te maak. Alhoewel belangstellingsvraelyste oor die algemeen waardevolle hulpbronne is in die maak van beroepskeuses, is hierdie vraelyste al gekritiseer dat hulle sydig kan wees op grond van geslag en as sulks mense kan lei om geslagsgetipeerde beroepskeuses te maak. “Sydigheid” in toetse kan beskryf word as “lastige” faktore wat die geldigheid van kruiskulturele vergelykings bedreig (Van de Vijver & Leung, 1997). Hierdie faktore kan veroorsaak word deur konstruksydigheid, metodesydigheid en/of itemsydigheid. Dit is dus noodsaaklik dat die informasie wat verskaf word deur die toetsresultate dieselfde betekenis moet hê oor al die verskillende verwysingsgroepe en dit noodsaak ekwivalente meting. Ekwivalensie kan bereik word op drie vlakke: konfiguraal, metries en skalêr (Vandenberg & Lance, 2000; Vandenberg, 2002). Volle invariansie van meting (wat bereik word wanneer skalêre invariansie bevind word) impliseer dat waargenome metings direk met mekaar vergelyk kan word. Deur gebruik te maak van bevestigende faktoranalitiese tegnieke voorgestel deur Vandenberg en Lance (2000), is toenemende ekwivalensiebeperkinge voorgestel vir die “CISS” metingsmodel. Alhoewel ’n bevredigende passing gevind is vir die “CISS Basic scales” model, het die grootte van die steekproef nie toegelaat dat die “CISS Basic scales” model onafhanklik op die twee geslagsgroepe gepas word nie en ook nie toegelaat dat die metingsinvariansie van die model oor die twee geslagsgroepe ondersoek word nie. Die “CISS Orientation scales” is toe blootgestel aan bevestigende faktorontleding op die gekombineerde geslagsteekproef en asook op die onderskeie geslagsgroepe. Op hierdie globale vlak kon daar egter nie bevredigende modelpassing gevind word nie. Die gebrekkige modelpassing het gevolglik die navorser verhoed om enige verdere metingsvariansie toetse op die “Orientation scales” te doen. Die implikasies van die resultate word bespreek, beperkinge word aangedui en verdere moonlike navorsingsgebiede word uitgelig.

Some basic but desirable employability skills are antecedents of job performance. The Workplace Skills Survey (WSS) is a 48-item situational judgment test (SJT) used to assess non-technical workplace skills for both entry-level and experienced workers. Unfortunately, the psychometric evidence for use of its scores is far from adequate. The purpose of current study was two-fold: (a) to examine the proposed structure of WSS scores using confirmatory factor analysis (CFA), and (b) to explore the WSS item functioning and performance using item response theory (IRT). A sample of 1,018 Jamaican unattached youth completed the WSS instrument as part of a longitudinal study on the efficacy of a youth development program in Jamaica. Three CFA models were tested for the construct validity of WSS scores. Parameter estimations of item difficulty, item discrimination, and examinee’s proficiency estimations were obtained with item response theory (IRT) and plotted in item characteristics curves (ICCs) and item information curves (IICs). Results showed that the WSS performed quite well as a whole and provided precise measurement especially for respondents at latent trait levels of -0.5 and +1.5. However, some modifications of some items were recommended. CFA analyses showed supportive evidence of the one-factor construct model, while the six-factor model and higher-order model were not achieved. Several directions for future research are suggested.

Thesis (MBA (Business Management))--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The primary objective of this study was to establish if the Adolescent/Adult Sensory Profile questionnaire (AASP) could be used as a recruitment tool in selecting contact centre agents with a higher predictability for success and hence higher productivity. Contact centres around the globe face the challenge of high staff turnover and absenteeism, reducing profitability. It seems that work performance related to the way in which adults process sensory input has not been well researched. A model was developed by Dunn (Brown et al., 2001) based on the intersection of a neurological threshold continuum and a behavioural continuum and yielding four quadrants: Quadrant 1, Low Registration (of stimuli); Quadrant 2, Sensation Seeking; Quadrant 3, Sensory Sensitivity, and Quadrant 4, Sensation Avoiding. Forty-eight contact centre agents employed by Liberty Life were selected and assessed on the AASP. Performance data for each contact centre agent were collected: available time, auxiliary time, log-in time, quality assurance, absenteeism and length of service. Spearman rank correlations were conducted to test if relationships exist between any of the four quadrants and the performance measures. As an additional investigation, a Suitability Score (based on clustering of scores with a percent assigned) was derived for each contact centre agent and also correlated with the above performance measures. Significant relationships were found between Quadrant 2 scores and three of the performance measurement criteria. As the Quadrant 2 scores increase, the average available time of the agents will decrease and their average log-in time will increase. Absenteeism increased as well, which is expected to have a negative effect on the productivity of the contact centre. The Quadrant also had a high predictability for Suitability Ratings indicating that as the Quadrant 2 score increases, the suitability of the contact centre agents increases as well. Regarding Quadrant 3 (sensory sensitivity) scores, quality assessment, total days of absenteeism and average absenteeism relate negatively. It seems that contact centre agents with high sensory sensitivity are less suitable for the job. As the score increases the quality assessment scores decrease, which is not what is required in terms of quality standards. A negative relationship exists between Quadrant 3 scores and the Suitability Rating scores, indicating that the higher the quadrant scores the less suitable the contact centre agents are to work in the contact centre environment. Quadrant 4 (sensation avoiding) has a negative relationship with Suitability Rating scores, which indicates that the higher the quadrant score the less suitable the contact centre agent is to work in the contact centre environment. No significant relationships were recorded between the performance measurements and Quadrant 1 (low registration) and Quadrant 4 (sensation avoiding), even though, logically, one would expect agents with less distraction to be more productive. Further studies are recommended before the Adolescent/Adult Sensory Profile questionnaire is used as a recruitment tool. Future studies could categorise the quadrant scores into clusters and then test for relationships with the set performance measurements. The Suitability Rating was used in a first attempt to match individuals in a specific job according to specific sensory profiles. This measure has not yet been tested for validity and reliability, which must be done prior to further study using it. / AFRIKAANSE OPSOMMING: Die primêre doel van hierdie studie was om vas te stel of die Adolescent/Adult Sensory Profile (AASP) vraelys gebruik kan word as ‘n hulpmiddel vir die werwing en seleksie van kontaksentrum agente, met ‘n hoër waarskynlikheid van sukses en, dus, hoër produktiwiteit. Kontaksentrums op elke vasteland kom te staan voor die probleem van hoë personeelomset en werksafwesigheid wat winsgewendheid verlaag. Die manier waardeur volwasse mense hul sensoriese insette verwerk, in verband met werkprestasie, is nog nie goed ondersoek nie. ‘n Model is deur Dunn (Brown et al., 2001) ontwikkel wat gebasseer is op die kruispunt van ‘n neurologiese drumpel kontinuum en ‘n gedragskontinuum wat tot vier kwadrante lei: Kwadrant 1, Lae Registrasie (van stimuli); Kwadrant 2, Sensasie Soekend; Kwadrant 3, Sensoriese Sensitiwiteit, en Kwadrant 4, Vermyding van Sensasie. Agt-en-veertig kontaksentrum agente wat in diens van Liberty Life is, is geselekteer en beoordeel volgens die AASP. Prestasiedata is saamgestel vir elke kontaksentrum agent: beskikbare tyd, oortollige tyd, teenwoordige tyd, kwaliteitsversekering, werksafwesigheid en jare diensplig. Spearman rang korrelasies is onderneem om te toets of daar verbande bestaan tussen enige van die vier kwadrante en die prestasiemaatstaf. In ‘n addisionele ondersoek is ‘n geskiktheidsmaatstaf ontwikkel wat gebasseer is op trosvorming van tellings met ‘n toegekende persentasie. Dit is gedoen vir elke kontaksentrum agent en hierdie tellings is ook gekorreleer met bogenoemde prestasiemaatstawwe. Statisties-beduidende positiewe verbande is gevind tussen Kwadrant 2 (sensasie soekend) tellings en drie van die prestasiemetingskriteria. As die telling van Kwadrant 2 toeneem, neem die gemiddelde beskikbare tyd af en die teenwoordige tyd van agente toe. Werksafwesigheid het ook toegeneem, wat moontlik negatief kan inwerk op die produktiwiteit van die kontaksentrum. Die kwadrant het ook ‘n hoë waarskynlikheid openbaar in die geval van die Gekiktheidsmaatstaf, wat aandui dat, namate die Kwadrant 2 telling toeneem, die gekiktheid van die kontaksentrum agent ook toeneem. Wat Kwadrant 3 (sensoriese sensitiwiteit) tellings betref, bestaan daar ‘n negatiewe verband tussen kwaliteitsversekering, totale aantal dae van werksafwesigheid en gemiddelde werksafwesigheid. Dit blyk dat kontaksentrum agente met hoë sensoriese sensitiwiteit dalk minder geskik is vir die pos. Soos wat die telling vir sensoriese sensitiwiteit toeneem, neem die telling vir kwaliteitsversekering af, wat nie in terme van kwaliteitstandaarde aanvaarbaar is nie. Daar bestaan ‘n negatiewe verband tussen Kwadrant 4 (sensasie vermyding) tellings en die tellings vir die Geskiktheidsmaatstaf, wat aandui dat hoe hoër die kwadrant telling, hoe minder geskik is die agent. Geen statisties-beduidende verbande is gevind tussen die prestasietellings van Kwadrant 1 (lae registrasie) en Kwadrant 4 (sensasie vermyding) nie. Normaalweg sou mens verwag dat agente met minder afleiding, meer produktief sou wees. Daar word voorgestel dat verdere studies onderneem word voordat die Adolescent/Adult Sensory Profile as ‘n werwingsmaatstaf gebruik word. Toekomstige studies kan die kwadrant tellings saamvoeg in trosse en dan toets vir verbande met die vooropgestelde prestasiemaatstawwe. Die Geskiktheidsmaatstaf is gebruik as ‘n eerste poging om individue saam te voeg in ‘n spesifieke pos, volgens ‘n spesifieke sensoriese profiel. Hierdie maatstaf moet vir toepaslikheid en betroubaarheid in verdere studie getoets word, voordat dit gebruik kan word.

The purpose of this study is to assess the suitability of a psychometric test battery that is used by a large service department of the Durban City Council in the selection of apprentice electricians. The essence of the investigation is to determine whether the tests being used are appropriate for the purpose for which they are applied, as well as being justifiable within the current context in South Africa. A predictive validity analysis was carried out to determine whether the psychometric tests have a correlational relationship with the trade test which apprentices undergo. The analysis was carried out on a sample of fifty five apprentices, consisting of a black group of 16 and a white group of 39. The results of the analysis were that the tests generally did not have a positive link with the results of the trade test. The only exception was the Mental Alertness test which showed a significant correlation with the trade test for the white sample only. The value of the study lies in its usefulness to the organisation which uses the test battery in terms of providing a review of the effectiveness of the tests. Recommendations of the study are that alternative methods for apprentice selection be investigated. / Thesis (M.A.)-University of Natal, Durban, 1999.