Article: Computerized Adaptive Testing with the Zinnes and Griggs Pairwise Preference Ideal Point ModelStephen Stark, Oleksandr S. Chernyshenko[show abstract] [hide abstract]
ABSTRACT: This article delves into a relatively unexplored area of measurement by focusing on adaptive testing with unidimensional pairwise preference items. The use of such tests is becoming more common in applied non-cognitive assessment because research suggests that this format may help to reduce certain types of rater error and response sets commonly associated with the traditional single stimulus format. Yet there have been no publications evaluating the performance of unidimensional pairwise preference adaptive or nonadaptive tests. This article therefore presents the results of a simulation study that examined scoring accuracy for three item selection algorithms (nonadaptive, adaptive-symmetric, and adaptive-asymmetric), two pool sizes (50 and 100 stimuli), two methods for pool composition (even- and over-sampling), and three test lengths (10, 20, and 40 items).International Journal of Testing. 07/2011; 11(3):231-247.
Article: Optimizing Prediction of Attrition With the U.S. Army's Assessment of Individual Motivation (AIM)Stephen Stark, Oleksandr S. Chernyshenko, Fritz Drasgow, Wayne C. Lee, Leonard A. White, Mark C. Young[show abstract] [hide abstract]
ABSTRACT: The regression framework is often the method of choice used by psychologists for predicting organizationally relevant outcomes from test scores. However, alternatives to regression exist, and these techniques may provide better prediction of outcomes and a more effective means of classifying examinees for selection and placement. This research describes two of these alternatives—decision tree methodology and optimal appropriateness measurement (OAM)—and how they were used to optimize the prediction of attrition among a sample of first-term enlisted soldiers (N = 22,537) using a temperament inventory called the Assessment of Individual Motivation (AIM). Results demonstrated that the OAM approach provided better differentiation between “stayers” and “leavers” after 12 months than either the traditional logistic regression or the decision tree methods.Military Psychology 03/2011; 23(2):180-201. · 0.72 Impact Factor
Article: Latent Trait Theory Approach to Measuring Person-Organization Fit: Conceptual Rationale and Empirical Evaluation[show abstract] [hide abstract]
ABSTRACT: The purpose of this article is to offer a new approach to measuring person-organization (P-O) fit, referred to here as “Latent fit.” Respondents were administered unidimensional forced choice items and were asked to choose the statement in each pair that better reflected the correspondence between their values and those of the organization; scaling was done using an item response theory (IRT) model for stimulus endorsement. An empirical study comparing this new approach to two traditional P-O fit measurement approaches was also conducted. The results indicated that the Latent fit approach had merit, with the fit scores exhibiting theoretically expected patterns of relations with other variables and incremental validity in predicting intentions to leave.International Journal of Testing. 10/2009; 9(4):358-380.
Article: Can the Discretionary Nature of Certain Criteria Lead to Differential Prediction Across Cultural Groups?[show abstract] [hide abstract]
ABSTRACT: We examined the conjecture that relations between constructs across cultures may be susceptible to cultural moderation where the performance of the criterion construct is discretionary. This hypothesis was investigated using the relationship between personality and three performance constructs, with samples from the United States and New Zealand, two ideologically distinct cultures with respect to achievement orientation. All hypotheses were supported by results of hierarchical moderated regression analyses using bias free measures, suggesting that considering whether construct behaviors are discretionary is important when considering the merit of generalizing research findings across cultures.Wiley-Blackwell: International Journal of Selection & Assessment. 06/2007;
Article: Constructing personality scales under the assumptions of an ideal point response process: toward increasing the flexibility of personality measures.[show abstract] [hide abstract]
ABSTRACT: The main aim of this article is to explicate why a transition to ideal point methods of scale construction is needed to advance the field of personality assessment. The study empirically demonstrated the substantive benefits of ideal point methodology as compared with the dominance framework underlying traditional methods of scale construction. Specifically, using a large, heterogeneous pool of order items, the authors constructed scales using traditional classical test theory, dominance item response theory (IRT), and ideal point IRT methods. The merits of each method were examined in terms of item pool utilization, model-data fit, measurement precision, and construct and criterion-related validity. Results show that adoption of the ideal point approach provided a more flexible platform for creating future personality measures, and this transition did not adversely affect the validity of personality test scores.Psychological Assessment 04/2007; 19(1):88-106. · 2.99 Impact Factor