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|Title:||The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A comprehensive meta-analysis|
|Keywords:||Forced-choice;Job performance;Meta-analysis;Personality;Quasi-ipsative inventories|
|Publisher:||John Wiley and Sons Ltd.|
|Citation:||Journal of Occupational and Organizational Psychology, 2015|
|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.|
|Appears in Collections:||Brunel Business School Research Papers|
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