Frame-of-reference effects on personality scale scores and criterion-related validity.
Frame-of-reference effects on personality scale scores and criterion-related validity.
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DOI：
10.1037/0021-9010.80.5.607
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发表时间：
1995-10
影响因子：
9.9
通讯作者：
Mark J. Schmit;A. Ryan;Sandra L. Stierwalt;A. B. Powell
中科院分区：
文献类型：
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作者：
Mark J. Schmit;A. Ryan;Sandra L. Stierwalt;A. B. Powell
在员工选拔中越来越多地使用个性量表，导致人们对影响此类措施有效性的因素感到担忧。本研究采用一系列的研究方法，考察了参照系对人格问卷回答的影响。研究1包括被试内和组间设计，以评估测试情境（一般说明与申请人说明）和项目类型（工作特定与非背景）对NEO五因素量表（P. T。科斯塔河R. McCrae，1989）。结果表明，与工作相关的测试环境和工作相关的项目导致更积极的反应。第二项研究发现，根据受访者的参考框架，衡量忠诚度的有效性存在差异。具体而言，上下文特定的项目被发现有更大的有效性。人员选拔的影响进行了讨论。
Increased use of personality inventories in employee selection has led to concerns regarding factors that influence the validity of such measures. A series of studies was conducted to examine the influence of frame of reference on responses to a personality inventory. Study 1 involved both within-subject and between-groups designs to assess the effects of testing situation (general instructions vs. applicant instructions) and item type (work specific vs. noncontextual) on responses to the NEO Five-Factor Inventory (P. T. Costa & R. R. McCrae, 1989). Results indicated that a work-related testing context and workrelated items led to more positive responses. A second study found differences in the validity of a measure of conscientiousness, depending on the frame of reference of respondents. Specifically, context-specific items were found to have greater validity. Implications for personnel selection are discussed.