{"title":"Development and validation of a HEXACO situational judgment test","authors":"J. Oostrom, Reinout E. de Vries, M. de Wit","doi":"10.1080/08959285.2018.1539856","DOIUrl":null,"url":null,"abstract":"ABSTRACT The purpose of this study was to develop and validate a construct-based situational judgment test of the HEXACO personality dimensions. In four studies, among applicants, employees, and Amazon Mechanical Turk participants (Ns = 72–305), we showed that it is possible to assess the six personality dimensions with a situational judgment test and that the criterion-related validity of the situational judgment test is comparable to the criterion-related validity of traditional self-reports but lower than the criterion-related validity of other-reports of personality. Test–retest coefficients (with a time interval of 2 weeks) varied between .55 and .74. Considering personality is the most commonly assessed construct in employee selection contexts (Ryan et al., 2015), this situational judgment test may provide human resources professionals with an alternative assessment tool.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":null,"pages":null},"PeriodicalIF":2.9000,"publicationDate":"2018-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/08959285.2018.1539856","citationCount":"32","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Performance","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/08959285.2018.1539856","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
引用次数: 32
Abstract
ABSTRACT The purpose of this study was to develop and validate a construct-based situational judgment test of the HEXACO personality dimensions. In four studies, among applicants, employees, and Amazon Mechanical Turk participants (Ns = 72–305), we showed that it is possible to assess the six personality dimensions with a situational judgment test and that the criterion-related validity of the situational judgment test is comparable to the criterion-related validity of traditional self-reports but lower than the criterion-related validity of other-reports of personality. Test–retest coefficients (with a time interval of 2 weeks) varied between .55 and .74. Considering personality is the most commonly assessed construct in employee selection contexts (Ryan et al., 2015), this situational judgment test may provide human resources professionals with an alternative assessment tool.
摘要本研究的目的是开发和验证基于结构的HEXACO人格维度情景判断测试。在四项研究中，在申请人、员工和亚马逊土耳其机械公司参与者中（Ns=72-305），我们发现，用情景判断测试来评估六个人格维度是可能的，情景判断测试的标准相关有效性与传统自我报告的标准相关的有效性相当，但低于其他人格报告的标准相关性。测试-重新测试系数（时间间隔为2周）在.55和.74之间变化。考虑到人格是员工选择环境中最常见的评估结构（Ryan et al.，2015），这种情境判断测试可以为人力资源专业人员提供一种替代的评估工具。
期刊介绍：
Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.
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