A Selection Procedure Prior to Signal Detection

1996 ◽

Vol 12 (1) ◽

pp. 33-42 ◽

Cited By ~ 12

Author(s):

Marco Perugini ◽

Luigi Leone

Keyword(s):

Construct Validity ◽

Psychometric Properties ◽

Big Five ◽

Factor Model ◽

Five Factor Model ◽

Selection Procedure ◽

Factorial Structure ◽

Personality Dimensions

The aim of this contribution is to present a new short adjective-based measure of the Five Factor Model (FFM) of personality, the Short Adjectives Checklist of BIg Five (SACBIF). We present the various steps of the construction and the validation of this instrument. First, 50 adjectives were selected with a selection procedure, the “Lining Up Technique” (LUT), specifically used to identify the best factorial markers of the FFM. Then, the factorial structure and the psychometric properties of the SACBIF were investigated. Finally, the SACBIF factorial structure was correlated with some main measures of the FFM to establish its construct validity and with some other personality dimensions to investigate how well these dimensions could be represented in the SACBIF factorial space.

Download Full-text

Using the Theory of Planned Behavior to Predict Faking in Selection Exercises Varying in Fidelity

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000211 ◽

2018 ◽

Vol 17 (3) ◽

pp. 155-160 ◽

Cited By ~ 3

Author(s):

Daniel Dürr ◽

Ute-Christine Klehe

Keyword(s):

Theory Of Planned Behavior ◽

Planned Behavior ◽

Predictive Validity ◽

Group Discussion ◽

Role Play ◽

Selection Procedure ◽

High Fidelity ◽

Selection Research ◽

Play Group

Abstract. Faking has been a concern in selection research for many years. Many studies have examined faking in questionnaires while far less is known about faking in selection exercises with higher fidelity. This study applies the theory of planned behavior (TPB; Ajzen, 1991 ) to low- (interviews) and high-fidelity (role play, group discussion) exercises, testing whether the TPB predicts reported faking behavior. Data from a mock selection procedure suggests that candidates do report to fake in low- and high-fidelity exercises. Additionally, the TPB showed good predictive validity for faking in a low-fidelity exercise, yet not for faking in high-fidelity exercises.

Download Full-text

Predictive Validity of a Selection Procedure for Air Traffic Controller Trainees

Aviation Psychology and Applied Human Factors ◽

10.1027/2192-0923/a000039 ◽

2013 ◽

Vol 3 (1) ◽

pp. 19-27 ◽

Cited By ~ 6

Author(s):

Yvonne Pecena ◽

Doris Keye ◽

Kristin Conzelmann ◽

Dietrich Grasshoff ◽

Peter Maschke ◽

...

Keyword(s):

Predictive Validity ◽

Selection Procedure ◽

Air Traffic ◽

Performance Criteria ◽

Training Phase ◽

Air Traffic Controller ◽

Training Performance ◽

Navigation Service ◽

German Aerospace ◽

Training Success

The job of an air traffic controller (ATCO) is very specific and demanding. The assessment of potential suitable candidates requires a customized and efficient selection procedure. The German Aerospace Center DLR conducts a highly selective, multiple-stage selection procedure for ab initio ATCO applicants for the German Air Navigation Service Provider DFS. Successful applicants start their training with a training phase at the DFS Academy and then continue with a unit training phase in live traffic. ATCO validity studies are scarcely reported in the international scientific literature and have mainly been conducted in a military context with only small and male samples. This validation study encompasses the data from 430 DFS ATCO trainees, starting with candidate selection and extending to the completion of their training. Validity analyses involved the prediction of training success and several training performance criteria derived from initial training. The final training success rate of about 79% was highly satisfactory and higher than that of other countries. The findings demonstrated that all stages of the selection procedure showed predictive validity toward training performance. Among the best predictors were scores measuring attention and multitasking ability, and ratings on general motivation from the interview.

Download Full-text

Identifying Measurement Invariant Item Sets in Cross-Cultural Settings Using an Automated Item Selection Procedure

Methodology ◽

10.1027/1614-2241/a000155 ◽

2018 ◽

Vol 14 (4) ◽

pp. 177-188 ◽

Cited By ~ 2

Author(s):

Martin Schultze ◽

Michael Eid

Keyword(s):

Measurement Invariance ◽

Optimal Solution ◽

Selection Procedure ◽

Cross Cultural ◽

Item Selection ◽

Ant System ◽

Item Quality ◽

Ant System Algorithm ◽

Selection For ◽

Selection Of

Abstract. In the construction of scales intended for the use in cross-cultural studies, the selection of items needs to be guided not only by traditional criteria of item quality, but has to take information about the measurement invariance of the scale into account. We present an approach to automated item selection which depicts the process as a combinatorial optimization problem and aims at finding a scale which fulfils predefined target criteria – such as measurement invariance across cultures. The search for an optimal solution is performed using an adaptation of the [Formula: see text] Ant System algorithm. The approach is illustrated using an application to item selection for a personality scale assuming measurement invariance across multiple countries.

Download Full-text