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Incremental Validity (incremental + validity)

Distribution by Scientific Domains

Psychology	77%
Business, Economics, Finance and Accounting	18%

Distribution within Psychology

Organizational & Industrial Psychology	37%
Clinical Psychology	18%
Social Psychology	14%

Selected Abstracts

ASSESSING THE INCREMENTAL VALIDITY OF TEAM CONSENSUS RATINGS OVER AGGREGATION OF INDIVIDUAL-LEVEL DATA IN PREDICTING TEAM EFFECTIVENESS

PERSONNEL PSYCHOLOGY, Issue 3 2001
BRADLEY L. KIRKMAN
Using data collected from 98 work teams, empowerment levels were assessed based on the aggregation of individual team member ratings as well as on a team consensus approach utilized after aggregation. These 2 methods of measuring team empowerment were then compared on their ability to predict manager ratings of team effectiveness on 4 dimensions. Findings demonstrated that the consensus method of measuring team empowerment explained significantly greater variance in team effectiveness than did the aggregation method alone. We discuss implications for team research and practice based on these findings and include a discussion on when using consensus after aggregation may be most appropriate. [source]

INCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTS

PERSONNEL PSYCHOLOGY, Issue 2 2000
MICHAEL K. MOUNT
The major purpose of this study was to determine whether empirically keyed, cross-validated biodata scales accounted for incremental variance over that accounted for by the five factor model (FFM) of personality and GMA predictors. A concurrent validation study was employed using 376 employees in a clerical job (222 in the developmental sample and 154 in the cross-validation sample). Results for the cross-validation sample provided support for the hypothesis that biodata predictors accounted for substantial incremental variance beyond that accounted for by the FFM predictors and GMA for 3 of the 4 criteria. Support was also found for the hypothesized zero-order correlations between GMA, FFM, and biodata predictors and the 4 criteria. Theoretical and practical implications are discussed. [source]

THE INCREMENTAL VALIDITY OF INTERVIEW SCORES OVER AND ABOVE COGNITIVE ABILITY AND CONSCIENTIOUSNESS SCORES

PERSONNEL PSYCHOLOGY, Issue 2 2000
JOSE M. CORTINA
Recent research has suggested that scores on measures of cognitive ability, measures of Conscientiousness, and interview scores are positively correlated with job performance. There remains, however, a question of incremental validity: To what extent do interviews predict above and beyond cognitive ability and Conscientiousness? This question was addressed in this paper by (a) conducting meta-analyses of the relationships among cognitive ability, Conscientiousness, and interviews, (b) combining these results with predictive validity results from previous meta-analyses to form a "meta-correlation matrix" representing the relationships among cognitive ability, Conscientiousness, interviews, and job performance, and (c) performing 9 hierarchical regressions to examine the incremental validity of 3 levels of structured interviews in best, actual, and worst case scenarios for prediction. Results suggested that interview scores contribute to the prediction of job performance over and above cognitive ability and Conscientiousness to the extent that they are structured, with scores from highly structured interviews contributing substantially to prediction. Directions for future research are discussed. [source]

Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2007
Matthew S. O'Connell
This paper has three goals. First, it responds to calls for additional research on subgroup differences in situational judgment tests. Second, it expands the cumulative knowledge on the incremental validity of situational judgment tests beyond cognitive ability and personality. Third, it examines the validity and incremental validity of various predictors for both task and contextual performance. [source]

Multivariate Neuropsychological Prediction of Seizure Lateralization in Temporal Epilepsy Surgical Cases

EPILEPSIA, Issue 8 2007
Therese A. Keary
Summary:,Purpose: Neuropsychological assessment can be of assistance in determining seizure lateralization in cases where EEG and MRI findings do not provide clear lateralizing data. While several studies have examined the lateralizing value of individual neuropsychological measures, clinicians are still in need of a statistically sound method that permits the incorporation of multiple neuropsychological variables to predict seizure lateralization in the individual patient. Method: The present study investigated the lateralizing value of several commonly used neuropsychological measures in a large sample of patients (n = 217) who eventually underwent surgical resection to treat their epilepsy. Side of surgery was used to operationally define seizure lateralization. A comparison of the relative utility of a multivariate versus univariate approach to predict seizure lateralization was conducted in temporal epilepsy cases. Results: The results provide evidence for the incremental validity of neuropsychological measures, other than memory and IQ tests, in the prediction of seizure lateralization in patients with medically intractable epilepsy. These data indicate that a multivariate approach increases the accuracy of prediction of seizure lateralization for temporal lobe epilepsy cases. Conclusion: This study supports the use of a multivariate approach using neuropsychological measures to predict seizure lateralization in temporal epilepsy surgical candidates. Regression formulas are provided to enhance the clinical utility of these findings. [source]

Predicting academic success with the Big 5 rated from different points of view: Self-rated, other rated and faked

EUROPEAN JOURNAL OF PERSONALITY, Issue 4 2010
Matthias Ziegler
Abstract Self-ratings of personality predict academic success above general intelligence. The present study replicated these findings and investigated the increment of other-ratings or intentionally distorted self-ratings. Participants (N,=,145) had to compile a personality questionnaire twice. First they were given neutral instructions. The second time they were asked to imagine a specific applicant setting. Furthermore, two peers rated each participant. Additionally, verbal, numerical and figural reasoning scores were obtained. Grades on a statistics exam obtained 2 months later served as the criterion. Results replicated prior findings and showed incremental validity for self- and other-rated personality, which was stable after controlling for intelligence. Faking had no impact on the domain-score level, but results on the facet-score level were less encouraging. Copyright © 2010 John Wiley & Sons, Ltd. [source]

Predicting psychological health: assessing the incremental validity of emotional intelligence beyond personality, Type A behaviour, and daily hassles

EUROPEAN JOURNAL OF PERSONALITY, Issue 6 2005
Arla L. Day
Although some research has linked emotional intelligence (EI) and psychological health, little research has examined EI's ability to predict health outcomes after controlling for related constructs, or EI's ability to moderate the stressor,strain relationship. The present study explored the relationships among EI (as assessed by a trait-based measure, the EQ-i), Big Five personality factors, Type A Behaviour Pattern (TABP), daily hassles, and psychological health/strain factors (in terms of perceived well-being, strain, and three components of burnout). The EQ-i was highly correlated with most aspects of personality and TABP. After controlling for the impact of hassles, personality, and TABP, the five EQ-i subscales accounted for incremental variance in two of the five psychological health outcomes. However, the EQ-i scales failed to moderate the hassles,strain relationship. Copyright © 2005 John Wiley & Sons, Ltd. [source]

The relationship of emotional intelligence with academic intelligence and the Big Five

EUROPEAN JOURNAL OF PERSONALITY, Issue 2 2002
Karen Van der Zee
The present study examines the relationship of self- and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelligence beyond academic intelligence and personality in predicting academic and social success. A sample of 116 students filled in measures for emotional and academic intelligence, the Big Five, and indicators of social and academic success. Moreover, other ratings were obtained from four different raters on emotional intelligence and social success. Factor analysis revealed three emotional intelligence dimensions that were labelled as ,Empathy', ,Autonomy', and ,Emotional Control'. Little evidence was found for a relationship between emotional and academic intelligence. Academic intelligence was low and inconsistently related to emotional intelligence, revealing both negative and positive interrelations. Strong relationships were found of the emotional intelligence dimensions with the Big Five, particularly with Extraversion and Emotional Stability. Interestingly, the emotional intelligence dimensions were able to predict both academic and social success above traditional indicators of academic intelligence and personality. Copyright © 2002 John Wiley & Sons, Ltd. [source]

Personality Testing and Industrial,Organizational Psychology: Reflections, Progress, and Prospects

INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY, Issue 3 2008
LEAETTA M. HOUGH
As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality,performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership. [source]

What do People Want from their Jobs?

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2010
The Big Five, core self-evaluations, work motivation
If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full-time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self-evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person,Job Fit and the practical utility of the personality constructs. [source]

Incremental Validity of Situational Judgment Tests for Task and Contextual Job Performance

Relationship Between Work Performance and Personality Traits in Hong Kong Organizational Settings

INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2006
Graham P. Tyler
Four hundred and thirty-seven employees from four Hong Kong organizations completed the Traditional Chinese versions of the Fifteen Factor Personality Questionnaire Plus (15FQ+) and the Cross-Cultural Personality Assessment Inventory (CPAI-2) (indigenous scales) and provided objective and memory-based recent performance appraisal scores. A number of significant bivariate correlations were found between personality and performance scores. Hierarchical multiple regression analyses revealed that a number of the scales from the 15FQ+ contributed to significantly predicting four of the performance competency dimensions, but that the CPAI-2 indigenous scales contributed no incremental validity in performance prediction over and above the 15FQ+. Results are discussed in the light of previous research and a call made for continued research to further develop and increase the reliability of the Chinese instruments used in the study and to enable generalization of the findings with confidence. [source]

Religious coping among jews: development and initial validation of the JCOPE

JOURNAL OF CLINICAL PSYCHOLOGY, Issue 7 2009
David H. Rosmarin
Abstract Numerous studies have underscored the importance of religious coping in psychological health and illness; however, the majority of research in this area has been conducted with Christian samples and knowledge about other religious groups is lacking. Although recent investigations have developed scales to measure religious coping among Hindus and Muslims, the potential for future research in Jewish populations remains limited as no measures of religious coping have been validated in the general Jewish community. This two-part study reports on the development and validation of the 16-item Jewish Religious Coping Scale (JCOPE). In Study 1, an exploratory factor analysis identified two factors reflecting positive and negative religious coping strategies, and the concurrent validity for the measure was evaluated by examining correlations with indices of Jewish beliefs and practices. In Study 2, a confirmatory factor analysis (CFA) verified the JCOPE's 2-factor structure, and the scale's incremental validity was evaluated by examining Jewish religious coping as a predictor of psychological distress over and above significant covariates. Results suggest that the JCOPE has good psychometric properties, and that religious coping is a significant predictor of psychological distress among Jews. © 2009 Wiley Periodicals, Inc. J Clin Psychol 65: 1,14, 2009. [source]

Validity of the MMPI-2 basic and Harris,Lingoes subscales in a forensic sample

JOURNAL OF CLINICAL PSYCHOLOGY, Issue 12 2001
Timothy M. Osberg
The present study explored the MMPI-2 correlates of criminal history in a sample of prison inmates. Although Ma was the only basic scale to demonstrate a significant positive association to crime history, three Harris,Lingoes subscales also bore significant associations to this criterion. The Ma1 (amorality), Pd2 (authority problems), and Pd5 (self-alienation) subscales demonstrated positive associations with crime history. Hierarchical multiple-regression analyses were used to examine the incremental validity of the D, Pd, and Ma Harris,Lingoes subscales when added to their parent scales in the prediction of crime history. Only the Pd Harris,Lingoes subscales demonstrated incremental validity in the prediction of this criterion. The value of including the Ma and Pd Harris,Lingoes subscales in criminal risk assessment is discussed. © 2001 John Wiley & Sons, Inc. J Clin Psychol 57: 1369,1380, 2001. [source]

Comparing the validity of multiple social effectiveness constructs in the prediction of managerial job performance

JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 4 2006
Assaf Semadar
Social effectiveness constructs have been receiving increased attention in organizational research. However, the proliferation of such constructs raises questions of their relative effectiveness as predictors of job performance when used in multivariate comparison. The current study examined four social effectiveness constructs (i.e., self-monitoring, leadership self-efficacy, emotional intelligence and political skill) in the prediction of managerial job performance. Bivariate correlations showed that performance was predicted by social effectiveness constructs with the exception of self-monitoring. Multiple regression analyses, using gender and seniority as control variables, found political skill to be the strongest predictor and that it has significant incremental validity in the prediction of performance over the prediction provided by the other three social effectiveness constructs as a set. Strengths and limitations of the study are discussed, as are directions for future research. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Comparing Two Alternative Measures of General Personality in the Assessment of Psychopathy: A Test of the NEO PI-R and the MPQ

JOURNAL OF PERSONALITY, Issue 4 2009
Eric T. Gaughan
ABSTRACT This study examined the interrelations between two measures of personality, the Revised NEO Personality Inventory (NEO PI-R; P. T. Costa & R. R. McCrae, 1992) and the Multidimensional Personality Questionnaire (MPQ; Tellegen & Waller, 2008), and their relations with psychopathy in a sample of undergraduates. Results revealed good convergence between conceptually related personality traits; however, the NEO PI-R facets accounted for more variance in the MPQ subscales (mean R2=.49) than did MPQ subscales in NEO PI-R facets (mean R2=.35). Both accounted for substantial proportions of variance in psychopathy scores, although the NEO PI-R accounted for larger proportions and manifested greater incremental validity when using the broader domains of each measure; the differences decreased when the narrower facets/subscales were used. The results suggest that, although both measures assess psychopathy-related traits, the NEO PI-R provides a more complete description because of its assessment of interpersonal antagonism and the central role of this construct in psychopathy. [source]

Conceptualization and assessment of disengagement in romantic relationships

PERSONAL RELATIONSHIPS, Issue 3 2008
ROBIN A. BARRY
Research examining relationship distress and dissolution highlights the importance of romantic disengagement. Nevertheless, prior conceptualizations and measures of romantic disengagement have tended to combine disengagement with related but distinct constructs hindering the study of romantic disengagement. The present research used exploratory and confirmatory factor analyses to clarify the conceptualization of romantic disengagement and to develop a novel measure,the Romantic Disengagement Scale (RDS). The RDS demonstrated adequate fit across samples of dating individuals (n = 203), married couples (n = 77), and women in physically aggressive relationships (n = 42) from the Midwestern United States. The RDS also demonstrated strong divergent and incremental validity. The discussion focuses on implications for enhancing conceptual models, research methodology, and clinical interventions. [source]

REVISITING INTERVIEW,COGNITIVE ABILITY RELATIONSHIPS: ATTENDING TO SPECIFIC RANGE RESTRICTION MECHANISMS IN META-ANALYSIS

PERSONNEL PSYCHOLOGY, Issue 4 2007
CHRISTOPHER M. BERRY
This study revisits the relationship between interviews and cognitive ability tests, finding lower magnitudes of correlation than have previous meta-analyses; a finding that has implications for both the construct and incremental validity of the interview. Our lower estimates of this relationship than previous meta-analyses were mainly due to (a) an updated set of studies, (b) exclusion of samples in which interviewers potentially had access to applicants' cognitive test scores, and (c) attention to specific range restriction mechanisms that allowed us to identify a sizable subset of studies for which range restriction could be accurately accounted. Moderator analysis results were similar to previous meta-analyses, but magnitudes of correlation were generally lower than in previous meta-analyses. Findings have implications for the construct and incremental validity of interviews, and meta-analytic methodology in general. [source]

SITUATIONAL JUDGMENT TESTS, RESPONSE INSTRUCTIONS, AND VALIDITY: A META-ANALYSIS

PERSONNEL PSYCHOLOGY, Issue 1 2007
MICHAEL A. McDANIEL
Situational judgment tests (SJTs) are personnel selection instruments that present job applicants with work-related situations and possible responses to the situations. There are typically 2 types of instructions: behavioral tendency and knowledge. Behavioral tendency instructions ask respondents to identify how they would likely behave in a given situation. Knowledge instructions ask respondents to evaluate the effectiveness of possible responses to a given situation. Results showed that response instructions influenced the constructs measured by the tests. Tests with knowledge instructions had higher correlations with cognitive ability. Tests with behavioral tendency instructions showed higher correlations with personality constructs. Results also showed that response instructions had little moderating effect on criterion-related validity. Supplemental analyses showed that the moderating effect of response instructions on construct validity was not due to systematic differences in item content. SJTs have incremental validity over cognitive ability, the Big 5, and over a composite of cognitive ability and the Big 5. [source]

Measuring Job Interview Anxiety: Beyond Weak Knees and Sweaty Palms

PERSONNEL PSYCHOLOGY, Issue 3 2004
Julie McCarthy
A multidimensional measure of interview anxiety, called the Measure of Anxiety in Selection Interviews (MASI), was developed using a student sample (N= 212) and tested using a sample of job applicants in a field setting (N= 276). The MASI goes beyond the measurement of "weak knees" and "sweaty palms" by providing an assessment of 5 interview anxiety dimensions: Communication, Appearance, Social, Performance, and Behavioral. The psychometric properties of the scales were strong and confirmatory factor analyses supported the a priori structure. In addition, substantial evidence for the concurrent, discriminant, criterion-related, and incremental validity of the MASI was obtained. Moreover, a multiple correlation of .34 was found for the 5 MASI scales in the prediction of interview performance. The development of the MASI has important implications for the field, as it may provide the foundation for future research on job interview anxiety, guide interview anxiety treatment programs, and promote the enhancement of job interview validity. [source]

THE INCREMENTAL VALIDITY OF INTERVIEW SCORES OVER AND ABOVE COGNITIVE ABILITY AND CONSCIENTIOUSNESS SCORES

Core Self-Evaluations in Germany: Validation of a German Measure and its Relationships with Career Success

APPLIED PSYCHOLOGY, Issue 4 2010
Thorsten Stumpp
The present study reports the results of a validation of a German version of the Core Self-Evaluations Scale (CSES) and its relationships with career success. Data were collected in three occupational samples to address various aspects of validation. Our results confirm the proposed one-factor structure of the scale as well as convergent, discriminant, criterion, and predictive validity. Furthermore, the German CSES shows incremental validity over the individual core traits (neuroticism, self-esteem, self-efficacy, and locus of control), the Big Five, and positive and negative affect. Thus, the German version of the Core Self-Evaluations Scale is a reliable, valid, and economic measure for both research and practical applications. Furthermore, hypothesised relationships of core self-evaluations with objective as well as subjective career success were confirmed. Possible explanations of these relationships are discussed. On présente dans cet article une étude de validation d'une version allemande de la Core Self-Evaluation Scale (CSES) avec son rapport au succès professionnel. Les données ont été recueillies auprès d'échantillons relevant de trois métiers pour couvrir plusieurs aspects de la validation. Nos résultats confirment la structure unifactorielle attendue ainsi que les validités convergente, discriminante, prédictive et critérielle. En outre, la CSES allemande présente une validité incrémentielle pour le Big Five, les émotions positives et négatives et les traits centraux individuels (névrotisme, estime de soi, auto-efficience et locus of control). La version allemande de la CSES est par conséquent un outil fidèle, valide et économique aussi bien pour la recherche que pour les applications pratiques. Sans compter qu'ont été confirmées les relations supposées des auto-évaluations centrales avec le succès professionnel, qu'il soit objectif ou subjectif. On analyse les raisons possibles de ces relations. [source]

The Criterion-Related Validities and Perceived Fairness of the Situational Interview and the Situational Judgment Test in an Iranian Organisation

APPLIED PSYCHOLOGY, Issue 1 2010
Sara Banki
The criterion-related validity coefficients of a situational interview (SI) and a situational judgment test (SJT) were investigated in a sales department of a government-owned automobile company in Iran. Both the SI and SJT had concurrent validity with job performance (n= 101, r= .28, r= .23, p < .05, respectively). Only the SI, however, had incremental validity over and above the SJT in predicting job performance. Furthermore, the SI fully mediated the relationship between SJT and job performance. The two methods did not differ significantly on employee motivation to perform well, perceived fairness, or test anxiety. Nevertheless, employees recommended the use of the SI over the SJT. Les coefficients de validité critérielle d'un entretien situationnel (SI) et d'un test de jugement situationnel (SJT) ont été calculés dans le service commercial d'une entreprise publique iranienne du secteur automobile. SI et SJT présentent tous les deux une validité concurrente avec la performance professionnelle (pour N = 101, r = .28 et .23 respectivement; sign. à .05). Toutefois, seul le SI bénéficie d'une validité incrémentielle par rapport au SJT dans la prédiction de la performance professionnelle. En outre, le SI contrôle totalement la relation entre le SJT et le critère. Les deux méthodes ne diffèrent pas significativement dans l'évaluation de la motivation au travail, de l'équité perçue ou de l'anxiété. Néanmoins les salariés préféraient le SI au SJT. [source]

Two faces of human happiness: Explicit and implicit life satisfaction

ASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 3 2009
Daisung Jang
Evidence is provided for implicit aspects of life satisfaction. In study 1 the implicit life satisfaction measure (ILS): (i) showed moderate reliability as well as convergent and incremental validity; (ii) appeared to be affected by temporary mood and social desirability to a lesser extent than explicit measures; and (iii) showed cultural invariance in contrast to explicit measures that revealed cross-cultural differences, as found in previous research. Study 2 showed that the ILS replicated theoretically expected differences between those known to have encountered chronically negative life experiences (North Korean defectors) and those without such experiences (South Koreans). Implications of these findings for explicit and ILS are discussed. [source]

Sex,related self,concepts, cognitive styles and cultural values of traditionality,modernity as predictors of general and domain,specific sexism

ASIAN JOURNAL OF SOCIAL PSYCHOLOGY, Issue 1 2003
Jolynn C. X. Pek
Previous studies have determined that masculinity, femininity, need for closure and authoritarianism are significant predictors of sexism. The present study attempted to integrate these variables in order to better understand the nature of general ambivalent sexism and workplace,specific sexism in Singapore. Chinese traditionality and Chinese modernity were specifically examined as potential predictors of sexism. Robust results from hierarchical regressions indicated that these indigenous cultural variables were highly important in predicting general and workplace,specific sexism. Although masculinity and need for closure were unrelated to sexism, participant sex, femininity and authoritarianism significantly predicted sexist attitudes towards women. Most important, Chinese values were found to add significant incremental validity in predicting sexist attitudes beyond what was accounted by the aforementioned predictors. Chinese traditionality significantly predicted sexist attitudes towards women, but Chinese modernity was unrelated to sexism. Implications of these findings were discussed. [source]

Is Complicated Grief a Valid Construct?

CLINICAL PSYCHOLOGY: SCIENCE AND PRACTICE, Issue 2 2006
George A. Bonanno
Important progress has been made in conceptualizing and demonstrating effective interventions for complicated grief (CG). The author argues, however, that the CG construct is still poorly understood, and that there remain several important but unanswered questions about the construct's basic validity. Recent research is reviewed that provides preliminary evidence for the CG's incremental validity over other forms of grief-related psychopathology. However, further evidence of incremental validity is still needed. Several prospective studies are also reviewed that support the discriminant validity of CG in relation to more enduring depressive symptoms. However, most studies of CG have failed to make this distinction and have tended to confound CG with longer-term depressive states. The author argues that future research on CG, including intervention studies, needs to allot greater attention to these validity issues. [source]