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DC Field | Value | Language |
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dc.contributor.author | Salgado, JF | - |
dc.contributor.author | Anderson, N | - |
dc.contributor.author | Tauriz, G | - |
dc.date.accessioned | 2015-03-16T10:14:08Z | - |
dc.date.available | 2015 | - |
dc.date.available | 2015-03-16T10:14:08Z | - |
dc.date.issued | 2015 | - |
dc.identifier.citation | Journal of Occupational and Organizational Psychology, 2015 | en_US |
dc.identifier.issn | 0963-1798 | - |
dc.identifier.issn | 2044-8325 | - |
dc.identifier.uri | http://onlinelibrary.wiley.com/doi/10.1111/joop.12098/abstract | - |
dc.identifier.uri | http://bura.brunel.ac.uk/handle/2438/10407 | - |
dc.description.abstract | A comprehensive meta-analysis of two types of forced-choice (FC) personality inventories (ipsative and quasi-ipsative) across nine occupational groups (Clerical, Customer Service, Health Care, Managerial, Military, Police, Sales, Skilled Manual, and Supervisory) is reported. Quasi-ipsative measures showed substantially higher operational validity coefficients and validity generalization across all occupations than ipsative measures. Results also showed that, compared with the findings of previous meta-analyses, quasi-ipsative personality inventories are better predictors of job performance than previously thought and that operational validities for ipsative measures are notably congruent with past findings. We conclude that quasi-ipsative scale formats are superior for predicting job performance for all occupational groups. Theoretical and practical implications of these findings for personnel selection are discussed in. | en_US |
dc.language | eng | - |
dc.language.iso | en | en_US |
dc.publisher | John Wiley and Sons Ltd. | en_US |
dc.subject | Forced-choice | en_US |
dc.subject | Job performance | en_US |
dc.subject | Meta-analysis | en_US |
dc.subject | Personality | en_US |
dc.subject | Quasi-ipsative inventories | en_US |
dc.title | The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A comprehensive meta-analysis | en_US |
dc.type | Article | en_US |
dc.identifier.doi | http://dx.doi.org/10.1111/joop.12098 | - |
dc.relation.isPartOf | Journal of Occupational and Organizational Psychology | - |
dc.relation.isPartOf | Journal of Occupational and Organizational Psychology | - |
dc.relation.isPartOf | Journal of Occupational and Organizational Psychology | - |
dc.relation.isPartOf | Journal of Occupational and Organizational Psychology | - |
pubs.publication-status | Accepted | - |
pubs.publication-status | Accepted | - |
pubs.publication-status | Accepted | - |
pubs.publication-status | Accepted | - |
pubs.organisational-data | /Brunel | - |
pubs.organisational-data | /Brunel/Brunel Staff by College/Department/Division | - |
pubs.organisational-data | /Brunel/Brunel Staff by College/Department/Division/College of Business, Arts and Social Sciences | - |
pubs.organisational-data | /Brunel/Brunel Staff by College/Department/Division/College of Business, Arts and Social Sciences/Brunel Business School | - |
pubs.organisational-data | /Brunel/Brunel Staff by College/Department/Division/College of Business, Arts and Social Sciences/Brunel Business School/Management | - |
Appears in Collections: | Brunel Business School Research Papers |
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File | Description | Size | Format | |
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Fulltext.doc | 181.5 kB | Microsoft Word | View/Open |
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