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Introduction
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Publications
Publications (113)
The recent wave of executive orders and other actions at the federal level has received a great deal of attention in recent months. Receiving relatively less attention, however, has been ongoing efforts at the state level over the past couple of years to exercise more control over higher education. The present brief reviews recent state legislation...
The recent wave of executive orders and other actions at the federal level has received a great deal of attention in recent months. Receiving relatively less attention, however, has been ongoing efforts at the state level over the past couple of years to exercise more control over higher education. The present brief reviews recent state legislation...
Objective
Self‐report measures of ARFID symptoms (e.g., Nine‐Item Avoidant/Restrictive Food Intake Disorder Screen [NIAS]) are used to assess symptom differences between groups. Measurement invariance techniques clarify if groups interpret a measure similarly, providing a foundation for examining group differences. Considering age and reporter stat...
Dr. Katherine Blackford’s writings on physiognomy-based character analysis were popular in the business community during the period roughly from 1914 to 1925. I document the rise of the Blackford System of character analysis and discuss how she gained influence in the business community. I outline how industrial psychologists collected data to disp...
We present multifaceted validity evidence for machine learning models (referred to as automated video interview personality assessments (AVI‐PAs) in this research) that were trained on verbal data and interviewer ratings from low‐stakes interviews and applied to high‐stakes interviews to infer applicant personality. The predictive models used RoBER...
We introduce a new construct to the vocational behavior literature: job desperation. Job desperation is defined as a state of despair in which a person feels pressure to find a new job, has a negative evaluation of his/her current employment situation, and will go to extreme lengths to find a new job. Using self-determination theory, we provide a t...
Though many researchers have studied interpersonal trust, its counterpart, distrust, has been largely ignored. The relative dearth of distrust research may be a result of an early assumption that distrust represents an absence of trust. Nevertheless, recent reviews have pointed out that distrust is not the opposite of trust, but rather a distinct c...
Technology has changed the way that organizational researchers obtain participants for their research studies. Although technology has facilitated the collection of large quantities of data through online platforms, it has also highlighted potential data quality issues for many of our samples. In this article, we review different sampling technique...
Blau's (1993) two-dimensional measure of job search behavior has been a useful tool for measuring preparatory and active job search behavior. In the nearly 30 years since its original publication, however, the nature of job search behavior has changed drastically due to technological advancements. As time has passed, concerns regarding the content...
The mate retention inventory (MRI) has been a valuable tool in the field of evolutionary psychology for the past 30 years. The goal of the current research is to subject the MRI to rigorous psychometric analysis using item response theory to answer three broad questions. Do the individual items of the MRI fit the scale well? Does the overall functi...
This study was performed to (1) assess the appropriateness of using negatively worded items in organizational citizenship behavior (OCB) scales, (2) psychometrically demonstrate the construct distinctness of OCB and counterproductive work behavior (CWB), and (3) report on a revised, short-form OCB scale. Leveraging classical test theory (CTT) and i...
Prestigious journals are widely admired for publishing quality scholarship, yet the primary indicators of journal prestige (i.e., impact factors) do not directly assess audience admiration. Moreover, the publication landscape has changed substantially in the last 20 years, with electronic publishing changing the way we consume scientific research....
The present study investigated a potential antecedent of workplace mistreatment, sadism, which represents the dispositional tendency to engage in cruel, demeaning, or harmful behavior for dominance or pleasure. Time-lagged data from 379 Amazon Mechanical Turk workers showed that sadism positively predicted interpersonal deviance, instigated incivil...
Facebook pages have been promoted as a cost-effective way of communicating with department alumni, students, faculty, and friends. We analyzed Facebook engagement metrics across a 2-year span for the page for one department of psychology. In addition, we surveyed followers of the page to determine whether different constituency groups appreciated d...
Grand et al. (2018) provide a critical treatment of the need for industrial and organizational (I-O) psychologists to take active steps to ensure that ours is a robust and reliable science of organizations, the spirit of which the present authors wholeheartedly agree. One path toward ensuring that I-O psychology is rightly recognized as a robust sc...
Aguinis et al. (2017) contribute interesting analyses of cited sources in contemporary undergraduate industrial-organizational (I-O) psychology textbooks and continue their ongoing investigation into the long-term viability of I-O psychology as a unique discipline (see Aguinis, Bradley, & Brodersen, 2014). These analyses, conducted by authors who a...
The present work represents a commentary response to Grand and colleagues' (2017) work calling for a more robust science in Industrial/Organizational Psychology. The present work details how open science as a movement and the Open Science Framework can facilitate the excellent recommendations made by Grand and colleagues.
The present work represents a commentary response to Grand and colleagues' (2017) work calling for a more robust science in Industrial/Organizational Psychology. The present work details how open science as a movement and the Open Science Framework can facilitate the excellent recommendations made by Grand and colleagues.
Purpose
Item response theory (IRT) is a psychometric approach to measurement that uses latent trait abilities (e.g., speech sound production skills) to model performance on individual items that vary by difficulty and discrimination. An IRT analysis was applied to preschoolers' productions of the words on the Goldman-Fristoe Test of Articulation–Se...
In this article, we review recent psychometric practices to determine how item response theory (IRT) has been used in organizational research. We identified and coded 63 articles that used IRT on empirical data published in industrial-organizational and organizational behavior journals since 2000. Results show that typical usage for IRT conforms to...
A persistent lament by qualitative organizational researchers is that qualitative research is not published, published enough, cited enough, or valued by industrial–organizational (I-O) psychologists. Pratt and Bonaccio (2016) present convincing data that there has been an increase in the visibility of qualitative studies throughout many organizati...
Screening measures of children’s speech sound production skills sample a variety of phonemes in words, regardless of their typical ages of acquisition or impacts on identification. This study examined if Item Response Theory (IRT) could be used to identify phonemes for a screening protocol based on their abilities to discriminate children with and...
Screening measures of children’s speech sound production skills sample a variety of phonemes in words, regardless of their typical ages of acquisition or impacts on identification. This study examined if Item Response Theory (IRT) could be used to identify phonemes for a screening protocol based on their abilities to discriminate children with and...
Increasingly, human resource professionals are starting to utilize the internet as a means of performing supplemental background checks in prescreening and selection by “Googling” job applicants and reviewing their profiles on Social Network Sites like Facebook. In this chapter, we advance a theoretical model, wherein online behavior and workplace...
This study compared the functioning of positively and negatively worded personality items using item response theory. In Study 1, word pairs from the Goldberg Adjective Checklist were analyzed using the Graded Response Model. Across subscales, negatively worded items produced comparatively higher difficulty and lower discrimination parameters than...
Purpose
This field study investigated the moderating influence of role definitions on the association between safety climate and employees’ organizational citizenship behavior (OCB).
Design/Methodology
Data were obtained from 94 hospital nurse dyads. Focal nurses and their peers completed paper surveys. All predictor measures were self-reported; wh...
This book helps readers apply testing and measurement theories. Featuring 22 self-standing modules, instructors can pick and choose the ones that are most appropriate for their course. Each module features an overview of a measurement issue and a step-by-step application of that theory. Best practices provide recommendations for ensuring the approp...
Presents an obituary for Robert M. Guion (1924-2012). Bob received his bachelor's degree from the University of Iowa in 1948 and his master's degree (1950) and doctorate (1952) from Purdue University, the latter in I-O psychology. His doctoral mentor, about whom he always spoke with gratitude, was C. H. Lawshe. Although Bob found employment opportu...
The use of projective psychological measures has intrigued scientists and the general public for nearly a century. In the following, we provide the historical and conceptual foundations for a variety of projective measures and review empirical research using them in application to areas relevant to human resource management (HRM). From these review...
Adapting the original latitude of acceptance concept to Likert-type surveys, response latitudes are defined as the range of graded response options a person is willing to endorse. Response latitudes were expected to relate to attitude involvement such that high involvement was linked to narrow latitudes (the result of selective, careful responding)...
This article argues that historical research is an important organizational research paradigm, for which there is little instruction on its unique methods and techniques. Those who decide to pursue this methodology are given few methodological tips on how to conduct this research and how to avoid standard pitfalls. First, this article reviews some...
Purpose
The purpose of this study was to compare the results of a subjective and a statistical method of detecting non-comparable items in 14 language-translated forms of a survey measuring organizational culture.
Design/Methodology/Approach
Data were obtained from a large multinational organization using a 60-item organizational culture survey. E...
The Oxford Handbook of Retirement offers comprehensive, up-to-date, and forward-thinking summaries of contemporary knowledge on retirement, especially the important progress that has been made in the field over the past two decades. The approach taken spans human resource management, organizational psychology, development psychology, gerontology, s...
These investigations of faking on personality tests using item response theory (IRT)-based simulations and analyses illustrate the potential of IRT to answer difficult questions that traditional measurement frameworks and empirical research designs are poorly equipped to answer. One of the benefits of the initial simulation work was the development...
The purpose of this chapter is to provide researchers a summary of some of the latest developments in item response theory (IRT), and to help these groups realize that psychometric tools can now be used for theory testing in addition to the traditional role of improving construct measurement. The author first reviews some of the fundamental tenets...
Recently, applied psychological measurement researchers have become interested in the application of the generalized graded unfolding model (GGUM), a parametric item response theory model that posits an ideal point conception of the relationship between latent attributes and observed item responses. Little attention has been given to considerations...
This chapter highlights several aspects that must be considered when adapting to new technology: ethical, scientific, and practical issues. It evaluates the practice of employers scouring for personal information on the Internet to help aid selection decisions. The chapter talks about the potential for brain-scanning and imaging techniques for pers...
The generalized graded unfolding model (GGUM) is an ideal point model of responding that is consistent with the Thurstonian theory of respondent behavior. Ideal point models have recently generated interest in the realms of attitude and personality assessment. One unclear aspect of applying ideal point models is the influence of multidimensionality...
Many theories propose Individual × Situation interactions to explain the presence and magnitude of applicant faking behavior. However, these theories fail to account for the likelihood that faking behavior is expressed in several forms and may be accomplished through different processes. We propose the trait contract classification theory that seek...
This chapter discusses the application of item response theory (IRT) techniques to the detection of faking in personality assessment. The chapter begins with a discussion of the basics of IRT measurement techniques: the parameters, the models, and benefits over classical test theory. Following this, past research into the application of IRT to faki...
Additive transformations are often offered as a remedy for the common problem of collinearity in moderated regression and polynomial regression analysis. As the authors demonstrate in this article, mean-centering reduces nonessential collinearity but not essential collinearity. Therefore, in most cases, mean-centering of predictors does not accompl...
In this article, the authors illustrate the use of mixed-model item response theory (MM-IRT) and explain its usefulness for analyzing organizational surveys. The authors begin by giving an overview of MM-IRT, focusing on both technical aspects and previous organizational applications. Guidance is provided on how researchers can use MM-IRT to check...
We chronicle the early history of organizational research in which ethnography was an important methodological tool used to study workers’ experiences. Early applied psychologists and management researchers were conversant with leading ethnographies and cited their work, occasionally even doing ethnography themselves. Although there is currently a...
Although many social scientists and political commentators have speculated that the American work ethic is in decline, the last longitudinal study of this issue was conducted by Vecchio (1980) on data collected over 30 years ago. Vecchio examined whether workers would wish to continue working even if it were not financially necessary (i.e., the so-...
Organizational research on trust and distrust has focused mainly on interpersonal relationships within organizations or impressions people have about specific companies. Less is known about people's attitudes toward all corporations (ie, as institutions). This article describes a theory of distrust toward corporations, how this attitude forms and h...
Surveys of organizational behavior and employee opinion are widely used in most companies, but organizations that use surveys with normative databases (given that they are well developed) can reap additional benefits from organizational survey efforts. There is very little literature that speaks to the process of creating survey norms or that provi...
Surveys of organizational behavior and employee opinion are widely used in
most companies, but organizations that use surveys with normative databases
(given that they are well developed) can reap additional benefits from
organizational survey efforts. There is very little literature that speaks to the
process of creating survey norms or that provi...
This study examined the relations role stressors and job attitudinal variables, as well as the potential moderating effects of social support in a sample of 190 Roman Catholic priests. The priesthood is an important occupation to study because the work priests do can be considered a vocation instead of a job. Role stressors were negatively correlat...
Objective personality testing began with Woodworth’s Personal Data Sheet in 1917. That test was developed to identify soldiers prone to nervous breakdowns during enemy bombardment in World War I (WWI). Soon after, many competing personality tests were developed for use in industry. Many of these tests, like Woodworth’s, focused on the construct of...
DefinitionsHistory of ModelingExemplars of ModelingBenefits of ModelingLimitations of ModelingHow to Do ModelingConclusions
References
This article discusses the disconnect between industrial–organizational (I–O) and vocational psychology in the context of Donald Paterson’s career, an applied psychologist who bridged both disciplines. Paterson’s interests in both vocational guidance and personnel selection suggest that these fields are interwoven, despite the prevailing gap separa...
Mixture IRT models such as the mixed Rasch model (RM) have the potential to illuminate conflicting findings in the analysis
of responses to organizational assessments of noncognitive abilities such as personality inventories and attitude assessments.
The preponderance of psychometric work (especially in the early history of test analysis) has been...
Pen-based computers are similar to paper and pencil (P&P) tests in the method of responding, and thus, may more closely match paper and pencil administration in construct equivalence than keyboard-entry computers. A study was conducted comparing P&P, pen-based note-book computer, and keyboard-entry PC versions of two test batteries. Participants co...
This study explored the linkages between the five-factor model of personality and Meyer and Allen’s (1991) model of organizational commitment using a field sample. Results indicated that Extraversion was significantly related to affective commitment, continuance commitment, and normative commitment. Neuroticism, Conscientiousness, and Openness to E...
The purpose of this investigation was to study the effect of socialization-related attitudes and behaviors exhibited by insiders on the development of organizational newcomers. New graduate students, advanced graduate students, and faculty members responded to surveys at two different time periods. Insiders’ attitudes toward socialization were pred...
Workaholism has been conceptualized as a syndrome although there have been few tests that explicitly consider its syndrome status. The authors analyzed a three-dimensional scale of workaholism developed by Spence and Robbins (1992) using cluster analysis. The authors identified three clusters of individuals, one of which corresponded to Spence and...
Recent research in the field of person perception suggests that the task of rating others’ personality traits is more difficult for traits reflecting inner states than for traits reflecting overt behaviors. In this study, 305 college undergraduates used a Big Five instrument to provide personality ratings of themselves and their roommates. Analyses...
This study presents a theoretical model and assessment tool that measures individual differences in risk-aversion in financial matters. Unlike other measures of financial risk-taking, this measure assumes no prior technical knowledge of finance. The assessment tool was developed using item response theory as well as classical test theory methods. T...
Most research on faking personality inventories has assumed that individuals are either faking or responding honestly; distinctions within these two groups are generally not made. A recently developed statistical technique, mixed-model item response theory, was used to identify subgroups within samples of individuals taking two different personalit...
This article examines the job attitudes of people who hold more than one job. Satisfaction, stress, and organizational (continuance and affective) commitment were assessed for both primary and secondary jobs for 83 full-time workers who held two jobs concurrently. Consistency between job constructs across jobs was negligible, except for continuance...
Although many writers have bemoaned psychology’s indifference toward labor unions, there has been little critical analysis of why this indifference exists. In this article, several explanations that have been offered to explain this indifference are identified and evaluated. These explanations are: (i) limited access to relevant data; (ii) limited...
The authors conducted 4 studies to construct a multidimensional measure of perceptions of organization personality. Results of the first 2 studies suggest that (a) 5 broad factors are sufficient to capture the structure of organization personality perceptions, (b) real-world organizations differ on personality profiles, and (c) personality trait in...
Arthur Kornhauser was an early industrial psychologist whose contributions have been neglected in written histories of applied psychology. Throughout his career, he was a staunch advocate for an industrial psychology that concentrated on improving workers' lives. This article describes his contributions to improving worker well-being in the researc...
Using a student sample (n=692) and an organization sample (n=180), we scrutinized two morning–evening orientation scales using item response theory (IRT) methods. We used IRT to compare the measurement precision of the Composite Scale (CS) and the Early/Late Preferences Scale (PS). The CS had slightly higher measurement precision at all ranges of o...
The authors examined the in.uence of deviant scale items (i.e., items failing to adequately assess the construct of interest) on item parameter estimates of focal scale items and person parameter estimates through a comparison of item response theory (IRT) and classical test theory (CTT) methods. The authors used monte carlo methods to fully explor...
The research in this article attempted to relate content features of personality items to item parameter estimates from Muraki’s partial credit model. Goldberg’s Adjective Checklist was administered to 329 participants to calibrate item parameters. These parameters were then related to item ratings of social desirability, item subtlety, frequency o...
Presents the current state of the authors' investigations into response distortion, or faking, which occurs when people: engage in presentation behavior, structuring or framing positively a presentation of truth, lie, or use only expediency as the criterion for making representations without regard for either truth or falsehood. The authors discuss...
The Shiftwork Survey (SS) was introduced, along with the Standard Shiftwork Index (SSI), to provide a set of standardized self-report measures to be used in shiftwork research. However, beyond the initial assessment, no attempt has been made to examine the measurement properties of these scales in an independent sample of shiftworkers. Our goal, th...
This article describes a period in the history of applied psychology when personality inventories were used to screen applicants for unionization sympathies. Articles appeared in leading personnel management magazines of the 1930s and 1940s that advocated using personality inventories which measured psychopathology, such as the Humm–Wadsworth Tempe...
Incumbents are often used in the development and validation of a wide variety of personnel selection instruments, including noncognitive instruments such as personality tests. However, the degree to which assumed motivational factors impact the measurement equivalence and validity of tests developed using incumbents has not been adequately addresse...
Industrial and organizational (I/O) psychologists' rediscovery of personality theory and personality measurement has resulted in improved prediction and understanding of job-related behaviors. This focus also has revitalized personality psychology by providing an applied context within which to demonstrate the usefulness of I/O psychologists' theor...
Personality measures with items that ask respondents to characterize themselves across a range of situations are increasingly used for personnel selection purposes. Research conducted in a laboratory setting has found that personality items may have different psychometric characteristics depending on the degree to which that range is widened or nar...
Longitudinal performance of 73 film directors are examined using hierarchical linear modeling (HLM). The HLM analyses model intraindividual performance trajectories (i.e., performance change over time) and interindividual differences in the trajectory parameters (i.e., initial status and rate of change in performance). Results reveal that as a grou...
Research has consistently demonstrated that personality inventories can be faked; however, there is disagreement about what effect faking has on the measurement properties of tests. This research examines the effects of experimentally induced faking on item-level measurement using polytomous item response theory. Military recruits were instructed t...
Historically, there has been little guidance from the recruitment literature on how organizations can assess the image that potential applicants hold of their company as a place to work. We demonstrate the application of a technique for identifying employment image dimensions that are most critical in distinguishing among companies in the same indu...
Item response theory (IRT) methodology allowed an in-depth examination of several issues that would be difficult to explore using traditional methodology. IRT models were estimated for 4 risky-choice items, answered by students under either a gain or loss frame. Results supported the typical framing finding of risk-aversion for gains and risk-seeki...
Computer adaptive testing (CAT) is a relatively recent innovation in large scale testing programs, but has had very limited application in private industry. This paper describes the development of a CAT for use by a large insurance company in selecting computer programmer trainees. Incumbents provided the calibration and evaluation data. The CAT le...
Research has demonstrated that people can and often do consciously manipulate scores on personality tests. Test constructors have responded by using social desir ability and lying scales in order to identify dishonest re spondents. Unfortunately, these approaches have had limited success. This study evaluated the use of appropri ateness measurement...
Optimal appropriateness measurement statistically provides the most powerful methods for identifying individuals who are mismeasured by a standardized psychological test or scale. These methods use a likelihood ratio test to compare the hypothesis of normal responding versus the alternative hypothesis that an individual's responses are aberrant in...
