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The overall purpose of this study was to examine the relationships between two recently revised measures of intelligence (Woodcock-Johnson Tests of Cognitive Ability, Third Edition and Stanford Binet Intelligence Scale, Fifth Edition) and three shortened measures of intelligence (Woodcock-Johnson Tests of Cognitive Ability, Third Edition Brief Intellectual Ability Score, Stanford Binet Intelligence Scale, Fifth Edition Abbreviated IQ, and the Kaufman Brief Intelligence Test IQ Composite). Specifically, this study examined the accuracy of the three shortened scores in their ability to predict giftedness based on children's scores on the two full measures, with the intention of examining the implications of using shortened measures in a screening process for gifted identification.Participants were a group of 202 third-grade students enrolled in a suburban school district located in the Midwest. These students were selected for the study based on high achievement and/or cognitive scores on a state standardized test. The participants ranged in age from 8 years, 4 months to 10 years, 11 months and were assessed during the spring of their third grade year in 2003 and 2004. These children were administered the three measures over a two day period in a counterbalanced order.A set of univariate and multivariate procedures were used to examine hypothesized relationships between full and shortened measures. Significant positive relationships were observed between all five measures examined, although the highest correlations were produced between the full measure scores and their short forms. Discriminant function analyses were conducted to determine the accuracy of the three shortened measures in their prediction of giftedness based on five separate criteria using two full scale measures of intelligence. The results of all five multivariate discriminant function analyses were significant, indicating that the three shortened measures were able to group children accurately as compared to full scale scores, with classification rates ranging between 76.7 and 90.6. These analyses further revealed that the WJ III COG BIA was best able to predict giftedness in most cases, regardless of the criteria used. These results are intended to provide educators with information about the accuracy of three different shortened measures of intelligence so that informed decisions can be made regarding the use of these measures in selection processes for gifted programming. / Department of Educational Psychology

Thesis (MA) -- University of Stellenbosch, 2001. / ENGLISH ABSTRACT: The purpose of this study was to determine the applicability of a nomological model for the assessment of psychological measurement validity with reference to personnel selection. The model, which can be traced to Thorndike (1949), Campbell and Fiske (1959), Nunnally (1967, cited in Duvenage, 1990), Guion (1974, cited in Duvenage, 1990), Binning and Barrett (1989) and Duvenage (1990), provides the evidential bases for two empirically founded validation strategies, namely criterion- and constructrelated validity. Theoretically, the Nomological Model for Psychological Measurement Validity Assessment proved to be applicable for validating that a measure is able to predict job performance. An easily understandable empirical investigation was required to verify the scientific utility of the model for selection validation. The model was used to validate the procedure for selecting machine operators in a large food manufacturer. The investigation illustrated that by utilising Route 1 of the nomological model, evidence of criterion-related validity, as described by legal and professional standards, is generated. Furthermore, the study indicated that by utilising Route 2 of the model, evidential requirements of construct-related validity as set by legal and professional standards are met. The results of the study proved that the Nomological Model for Psychological Measurement Validity Assessment is theoretically, professionally, legally and practically applicable for the validation of personnel selection procedures. / AFRIKAANSE OPSOMMING: Die doel van hierdie studie was om die toepasbaarheid van 'n nomologiese model vir die bepaling van die geldigheid van sielkundige meting ten opsigte van personeelkeuring vas te stel. Die model, wat sy oorsprong in die werk van Thorndike (1949), Campbell en Fiske (1959), Nunnally (1967, aangehaal uit Duvenage, 1990), Guion (1974, aangehaal uit Duvenage, 1990), Binning en Barrett (1989) en Duvenage (1990) het, verskaf getuienis basisse vir twee ernpirles gefundeerde valideringsstrategiee, naamlik kriterlum- en konstruk-verwante geldigheid. Daar is teoretiese bewyse gevind vir die toepasbaarheid van die Nomologiese Model vir Sielkundige Meting Geldigheids Raming vir die validering van metingsvoorspelbaarheid van werksprestasie. 'n Maklik verstaanbare empmese ondersoek was nodig om die model se wetenskaplike nut vir keuringsgeldigheid te bepaal. Die model was gebruik vir die validering van keuringsprosedure-geldigheid van masjienoperateurs in 'n groot voedselverwerkingsmaatskappy. Die ondersoek het ge"illustreer dat deur die toepassing van Roete 1 van die nomologiese model, bewyse gegenereer is vir kriterium-verwante geldigheid, 5005 voorgeskryf deur relevante wetgewing en professionele standaarde. Verder, deur die toepassing van Roete 2 van hierdie model, word voldoende bewyse vir konstruk-verwante geldigheid, 5005 voorgeskryf deur wetlike en professionele standaarde, verkry. Die resultate van die studie bewys dat die Nomologiese Model vir Sielkundige Meting Geldigheids Raming teoreties, professioneel, wettig en prakties toepasbaar is vir die validering van personeel keu ri ngsprosed ures.

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Call number: LD2668 .T4 1979 S64 / Master of Science

Personality psychology became an identifiable discipline in the social sciences in the 1930s when Allport (1937) published an article on the psychological interpretation of personality. The field of personality traditionally emphasised the study of the whole person, the dynamics of human motivation and the identification and measurement of individual differences (McAdams, 1997). Since the publication of Allport’s article, personality has been extensively researched and several theories exist that attempt to organise and explain the differences in human behaviour. Personality instruments are based on personality theories and aim to assist psychologists with the prediction of human behaviour. Psychologists use personality instruments as part of a selection battery to assist organisations with the screening and selection of individuals who have the potential to be successful within a specific work environment. The Basic Traits Inventory (BTI), a personality instrument that is based on the Five-Factor model, was developed in South Africa by Taylor and De Bruin (2006). The BTI is a valid and reliable personality instrument as indicated by results from research by Taylor (2004), Taylor and De Bruin (2006) and Taylor (2008) on its utility within the multicultural and multilingual environment of South Africa. Taylor (2008) nevertheless identified some problematic items when she analysed the construct, item, and response bias of the BTI across cultures for three language groups – Afrikaans, English and indigenous African languages – and consequently indicated the need for further research in this regard. The current study therefore explores the possible bias of the items of the BTI, and uses a sample large enough to analyse each of the eleven of the official languages of South Africa separately. The study focuses on the impact of the eleven official languages of South Africa on assessment of the Big Five personality factors with the BTI. The actual sample consisted of 105 342 respondents, resulting in the sub-samples per official language group being larger than 1 000. Each of the eleven official South African language groups could therefore be analysed separately, which has not been possible in previous studies. Analysis of the responses of the total sample to the BTI items generally yielded high reliability in terms of Cronbach alpha coefficients (α) and the Person Separation Index (PSI). The results were reported as follows: Extraversion (α=.86; PSI=.85); Neuroticism (α=.89; PSI=.86); Conscientiousness (α=.93; PSI=.88); Openness to experience (α=.90; PSI=.84); Agreeableness (α=.94; PSI=.86); and Social desirability (α=.72; PSI=.70). MANOVA results indicated statistically significant differences between the mean values of each of the BTI factors for the different language groups. Rasch analysis methods were used to further analyse the differences in terms of item responses for each of the eleven official language groups in South Africa. Respondents generally interpret and endorse the items of a personality instrument according to their intrinsic personality characteristics and their interpretation of the words used in the items of the personality instrument. In order to assess the respondents’ understanding of the administration language, English, two English proficiency tests were administered together with the BTI. The combined English proficiency scores were used to differentiate between respondents who understood English very well (top 25% – high English proficiency group) and those who struggled to understand English terminology (bottom 25% – low English proficiency group). Rasch analysis techniques were used to analyse the data for the whole sample as well as for the high and low English proficiency groups. Some items showed statistically significant differences for the language groups, indicating item bias in the BTI. Contrary to expectation, a larger number of biased items were indicated for the higher English proficiency group than for the total group or for the low English proficiency group. Due to the number of biased items for the high English proficiency group, it was concluded that the differences between the eleven official language groups may be a result of the differences in the intrinsic personality characteristics of the respondents, rather than measurement errors or item bias of the BTI instrument. Further research in this regard was recommended. The current study confirms that home language and English proficiency, as indicators of the level of understanding of the language in which the personality instrument was administered, undeniably influence the individual’s response pattern. Far fewer items indicated bias than those identified in Taylor’s (2008) study, where a smaller sample was used and language groups were combined. Despite some BTI items showing bias, the conclusion was reached that this personality instrument can be used with confidence to assess personality traits in persons speaking any of the eleven official South African languages. / Industrial & Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)

This study investigated the relationship between the Wechsler Adult Intelligence Scale-Revised (WAIS-R) and the Stanford-Binet Intelligence Scale: Fourth Edition (SBIV) in a brain-damaged adult sample. The sample in this study was composed of 30 adult patients at two residential treatment programs who completed comprehensive psychological evaluations between August, 1986 and November, 1987. Each patient was administered both the WAIS-R and the SBIV as part of these evaluations. Data gathered in this study was submitted to Pearson product moment correlational statistical procedures. Significant correlations were found in the following pairs of summary scores: the SBIV Test Composite Standard Age Score (SAS) and the WAIS-R Full Scale IQ; the SBIV Abstract/Visual Reasoning Area SAS and the WAIS-R Performance IQ; the SBIV Quantitative Reasoning Area SAS and the WAIS-R Verbal Scale IQ; the SBIV Verbal Reasoning Area SAS and the WAIS-R Verbal Scale IQ; the SBIV Short-Term Memory Area SAS and the WAIS-R Verbal Scale IQ; and the SBIV Short-Term Memory Area SAS and the WAIS-R Full Scale IQ. Significant correlations were also found in the following pairs of individual subtest results: the SBIV and WAIS-R Vocabulary subtests; the SBIV Memory for Digits subtest and the WAIS-R Digit Span subtest; the SBIV Pattern Analysis subtest and the WAIS-R Block Design subtest; and the SBIV Paper Folding and Cutting subtest and the WAIS-R Picture Arrangement subtest. Directions for future research were also suggested upon review of the subtest correlation matrix and the descriptive statistics of data generated.

Personality psychology became an identifiable discipline in the social sciences in the 1930s when Allport (1937) published an article on the psychological interpretation of personality. The field of personality traditionally emphasised the study of the whole person, the dynamics of human motivation and the identification and measurement of individual differences (McAdams, 1997). Since the publication of Allport’s article, personality has been extensively researched and several theories exist that attempt to organise and explain the differences in human behaviour. Personality instruments are based on personality theories and aim to assist psychologists with the prediction of human behaviour. Psychologists use personality instruments as part of a selection battery to assist organisations with the screening and selection of individuals who have the potential to be successful within a specific work environment. The Basic Traits Inventory (BTI), a personality instrument that is based on the Five-Factor model, was developed in South Africa by Taylor and De Bruin (2006). The BTI is a valid and reliable personality instrument as indicated by results from research by Taylor (2004), Taylor and De Bruin (2006) and Taylor (2008) on its utility within the multicultural and multilingual environment of South Africa. Taylor (2008) nevertheless identified some problematic items when she analysed the construct, item, and response bias of the BTI across cultures for three language groups – Afrikaans, English and indigenous African languages – and consequently indicated the need for further research in this regard. The current study therefore explores the possible bias of the items of the BTI, and uses a sample large enough to analyse each of the eleven of the official languages of South Africa separately. The study focuses on the impact of the eleven official languages of South Africa on assessment of the Big Five personality factors with the BTI. The actual sample consisted of 105 342 respondents, resulting in the sub-samples per official language group being larger than 1 000. Each of the eleven official South African language groups could therefore be analysed separately, which has not been possible in previous studies. Analysis of the responses of the total sample to the BTI items generally yielded high reliability in terms of Cronbach alpha coefficients (α) and the Person Separation Index (PSI). The results were reported as follows: Extraversion (α=.86; PSI=.85); Neuroticism (α=.89; PSI=.86); Conscientiousness (α=.93; PSI=.88); Openness to experience (α=.90; PSI=.84); Agreeableness (α=.94; PSI=.86); and Social desirability (α=.72; PSI=.70). MANOVA results indicated statistically significant differences between the mean values of each of the BTI factors for the different language groups. Rasch analysis methods were used to further analyse the differences in terms of item responses for each of the eleven official language groups in South Africa. Respondents generally interpret and endorse the items of a personality instrument according to their intrinsic personality characteristics and their interpretation of the words used in the items of the personality instrument. In order to assess the respondents’ understanding of the administration language, English, two English proficiency tests were administered together with the BTI. The combined English proficiency scores were used to differentiate between respondents who understood English very well (top 25% – high English proficiency group) and those who struggled to understand English terminology (bottom 25% – low English proficiency group). Rasch analysis techniques were used to analyse the data for the whole sample as well as for the high and low English proficiency groups. Some items showed statistically significant differences for the language groups, indicating item bias in the BTI. Contrary to expectation, a larger number of biased items were indicated for the higher English proficiency group than for the total group or for the low English proficiency group. Due to the number of biased items for the high English proficiency group, it was concluded that the differences between the eleven official language groups may be a result of the differences in the intrinsic personality characteristics of the respondents, rather than measurement errors or item bias of the BTI instrument. Further research in this regard was recommended. The current study confirms that home language and English proficiency, as indicators of the level of understanding of the language in which the personality instrument was administered, undeniably influence the individual’s response pattern. Far fewer items indicated bias than those identified in Taylor’s (2008) study, where a smaller sample was used and language groups were combined. Despite some BTI items showing bias, the conclusion was reached that this personality instrument can be used with confidence to assess personality traits in persons speaking any of the eleven official South African languages. / Industrial and Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)

In this investigation it is assumed that Indians, who constitute a minority group in this country, are definitely confronted with more complex problems than their White counterparts and furthermore, that their problems are at least as complex of those experienced by Blacks in South Africa. Apart from his race, the Indian in South Africa also differs from his White and Black fellow-citizens in respect of his culture, traditions, customs and sometimes even of his language. This fact means that the TAT tests, which were adapted for Blacks in South Africa, cannot be applied without further ado to the Indian population group. The point of departure in this investigation is to develop a projective technique, similar to that of the TAT-Z, that can be adjusted to suit Indians and to deal with the problems experienced as a result of the new cultural demands that are imposed on this group. A further aim is to determine, by means of a newly constructed picture personality test, the degree of acculturation that still appears to be present among Indian South Africans, as well as to identify some personality characteristics. The latter can be used as a guideline in the choice of an occupation or job. Since Indian women are entering the labour market to an increasing extent, it was considered desirable to involve them in the test programme as well. With this aim in mind, 213 men and 195 women who are representative of the Indian population, were tested with the newly constructed Picture Personality Test for Indian South Africans (PPT-ISA). For the purposes of this experiment, the two survey groups were divided into five biographical variables, viz marital status, age, religion, qualifications and socio-economic status. A frequency distribution of positive, negative and ambivalent responses of all respondents, to all the constructs was determined, according to which the findings were analysed with the aid of various statistical techniques. The investigation reveals, in particular, that older people, as opposed to younger ones of both sexes, perform better in the test. It was also found that married people have a greater sense of duty and responsibility than unmarried persons; that an Indian woman's religion has a considerable influence on her response to certain constructs, whereas this phenomenon is not found in the case of Indian men. A factor analysis which was carried out indicates that three identifiable factors could be found, viz: ? *Men:- Factor I - Attitude towards authority, Factor II - Self-concept, Factor III - Self-assertiveness, ? *Women:- Factor I - Self-concept, Factor II - Submissiveness, Factor III - Attitude towards authority. It was furthermore shown that most constructs possess specificity, with the result that justifiable conclusions can be drawn from constructs. Construct validity investigations that were carried out indicate that the measuring instrument possesses a considerable degree of validity. A rater reliability investigation also revealed that high reliability coefficients were obtained, which implies that the test can be used with confidence. It would therefore appear that the PPT-ISA is a useful instrument that can be applied in the selection and placement of persons applying for vacancies in the labour market. / Thesis (Ph.D.)-University of Durban-Westville, 1980.