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The Big-Five Structured Interview: D...

Rybicki, Suzan Leigh.

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The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	The Big-Five Structured Interview: Development and investigation of construct and interviewer validity./
作者:	Rybicki, Suzan Leigh.
面頁冊數:	105 p.
附註:	Director: Robert T. Hogan.
Contained By:	Dissertation Abstracts International59-03B.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9826135
ISBN:	0591785315

The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.
Rybicki, Suzan Leigh.

The Big-Five Structured Interview: Development and investigation of construct and interviewer validity. - 105 p.

Director: Robert T. Hogan.

Thesis (Ph.D.)--The University of Tulsa, 1998.

This research describes the development of a structured interview designed to assess the Five-Factor Model (FFM), called the Big-Five Structured Interview (BFSI), and investigates construct and interviewer validity.

ISBN: 0591785315Subjects--Topical Terms:

520063
Psychology, Industrial.

The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.
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245 1 0 $a The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.
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500 $a Director: Robert T. Hogan.
500 $a Source: Dissertation Abstracts International, Volume: 59-03, Section: B, page: 1400.
502 $a Thesis (Ph.D.)--The University of Tulsa, 1998.
520 $a This research describes the development of a structured interview designed to assess the Five-Factor Model (FFM), called the Big-Five Structured Interview (BFSI), and investigates construct and interviewer validity.
520 $a The development of the BFSI progressed through six steps. First, personality-based job analyses were conducted using the Performance Improvement Characteristics and the Hogan Descriptive Adjective Inventory to determine the important personality-based requirements for the job. Second, using these results, interview questions were developed to assess six personality dimensions: Even-Temperedness, Initiative, Sociable, Consideration, Rule-Abiding, and Originality. Third, seven-point behaviorally anchored rating scales were developed by subject matter experts for each interview question. Fourth, interview questions and their behaviorally anchored rating scales were reviewed for comprehensibility. Fifth, interview questions were piloted on a sample of employed adults. Finally, an interviewer guide was developed to provide instructions and directions on asking interview questions, taking notes, making evaluations, and documenting interviewers' decisions.
520 $a The research sample consisted of 201 interviewees who were applying for a correctional officer position in a large state correctional facility. Seventy applicants passed several selection hurdles and were invited to participate in the correctional officer training academy.
520 $a To evaluate the construct validity of the BFSI, Pearson product-moment correlations were computed between the BFSI dimensions and (a) a cognitive ability test, (b) a paper-and-pencil measure of the Big-Five (Hogan Personality Inventory; HPI), (c) ratings of non-cognitive training performance, (d) academic training performance, and (e) ratings of contextual performance. Results show: (1) all BFSI dimensions, except Originality, do not reflect cognitive ability; (2) some BFSI dimensions converge with their intended FFM constructs; (3) some BFSI dimensions predict non-cognitive and academic training performance; and (4) the BFSI Rule-Abiding dimension is negatively related to contextual performance.
520 $a To examine interviewer validity, Pearson product-moment correlations were computed between individual interviewers' BFSI ratings and (a) ratings of non-cognitive training performance, (b) academic training performance, and (c) scores on the HPI. Results indicate that there are individual differences in interviewers' ability to (a) determine who will excel on the job and (b) assess accurately the intended Big-Five constructs.
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