{"title":"关键聘用-人格评估的初始信度和效度","authors":"Anthony W. Tatman","doi":"10.1080/23774657.2019.1699477","DOIUrl":null,"url":null,"abstract":"ABSTRACT The use of personality testing during the hiring process has become a common practice in general business settings. However, their use has been rather non-existent in the field of corrections. This limited use may stem from a lack of awareness about preemployment personality tests in corrections, as well as a lack of measures normed and validated for use with correctional applicants. The present study outlines reliability and validity for the Critical Hire – Personality Assessment, a Five Factor Model based assessment of personality developed for probation, parole, and other correctional officer job applicants. This study provides initial empirical support for the Critical Hire – Personality Assessment’s internal consistency, test-retest reliability, convergent validity, and criterion validity when measuring job performance ratings. Results provide practical application of the Critical Hire – Personality Assessment for correctional agencies as a tool complementing existing hiring practices.","PeriodicalId":91861,"journal":{"name":"Corrections : policy, practice and research","volume":null,"pages":null},"PeriodicalIF":0.0000,"publicationDate":"2019-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1080/23774657.2019.1699477","citationCount":"2","resultStr":"{\"title\":\"Initial Reliability and Validity for the Critical Hire - Personality Assessment\",\"authors\":\"Anthony W. Tatman\",\"doi\":\"10.1080/23774657.2019.1699477\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"ABSTRACT The use of personality testing during the hiring process has become a common practice in general business settings. However, their use has been rather non-existent in the field of corrections. This limited use may stem from a lack of awareness about preemployment personality tests in corrections, as well as a lack of measures normed and validated for use with correctional applicants. The present study outlines reliability and validity for the Critical Hire – Personality Assessment, a Five Factor Model based assessment of personality developed for probation, parole, and other correctional officer job applicants. This study provides initial empirical support for the Critical Hire – Personality Assessment’s internal consistency, test-retest reliability, convergent validity, and criterion validity when measuring job performance ratings. Results provide practical application of the Critical Hire – Personality Assessment for correctional agencies as a tool complementing existing hiring practices.\",\"PeriodicalId\":91861,\"journal\":{\"name\":\"Corrections : policy, practice and research\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2019-11-30\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"https://sci-hub-pdf.com/10.1080/23774657.2019.1699477\",\"citationCount\":\"2\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Corrections : policy, practice and research\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1080/23774657.2019.1699477\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Corrections : policy, practice and research","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1080/23774657.2019.1699477","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Initial Reliability and Validity for the Critical Hire - Personality Assessment
ABSTRACT The use of personality testing during the hiring process has become a common practice in general business settings. However, their use has been rather non-existent in the field of corrections. This limited use may stem from a lack of awareness about preemployment personality tests in corrections, as well as a lack of measures normed and validated for use with correctional applicants. The present study outlines reliability and validity for the Critical Hire – Personality Assessment, a Five Factor Model based assessment of personality developed for probation, parole, and other correctional officer job applicants. This study provides initial empirical support for the Critical Hire – Personality Assessment’s internal consistency, test-retest reliability, convergent validity, and criterion validity when measuring job performance ratings. Results provide practical application of the Critical Hire – Personality Assessment for correctional agencies as a tool complementing existing hiring practices.