Browsing by Author "Meiring, Deon"
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- ItemThe cross-cultural application of the social axioms survey in the South African police service(AOSIS, 2008) Barnard, Adi; Rothmann, Sebastiaan; Meiring, DeonThe objectives of this study were to investigate the replicability, construct equivalence, item bias and reliability of the Social Axioms Survey (SAS) in the South African Police Service (SAPS). A cross-sectional survey design was used. The participants consisted of applicants who had applied for jobs in the SAPS (N = 1535), and the SAS was administered to them. An exploratory factor analysis utilising target rotation applied to all 60 items of the SAS revealed four interpretable factors (Social Cynicism, Reward for Application, Fate Control, and Spirituality/Religiosity). Values of Tucker’s phi higher than 0,90 were found for seven language groups (Zulu, Sotho, Tswana, Swati, Tsonga, Venda and Pedi). Analyses of variance found that item bias was not a major disturbance. Unacceptable alpha values were found for some of the scales of the SAS.
- ItemDeveloping and testing items for the South African Personality Inventory (SAPI)(AOSIS Publishing, 2013-11-12) Hill, Carin; Nel, Jan Alewyn; Van de Vijver, Fons J. R.; Meiring, Deon; Valchev, Velichko H.; Adams, Byron G.; De Bruin, Gideon P.Orientation: A multicultural country like South Africa needs fair cross-cultural psychometric instruments. Research purpose: This article reports on the process of identifying items for, and provides a quantitative evaluation of, the South African Personality Inventory (SAPI) items. Motivation for the study: The study intended to develop an indigenous and psychometrically sound personality instrument that adheres to the requirements of South African legislation and excludes cultural bias. Research design, approach and method: The authors used a cross-sectional design. They measured the nine SAPI clusters identified in the qualitative stage of the SAPI project in 11 separate quantitative studies. Convenience sampling yielded 6735 participants. Statistical analysis focused on the construct validity and reliability of items. The authors eliminated items that showed poor performance, based on common psychometric criteria, and selected the best performing items to form part of the final version of the SAPI. Main findings: The authors developed 2573 items from the nine SAPI clusters. Of these, 2268 items were valid and reliable representations of the SAPI facets. Practical/managerial implications: The authors developed a large item pool. It measures personality in South Africa. Researchers can refine it for the SAPI. Furthermore, the project illustrates an approach that researchers can use in projects that aim to develop culturally-informed psychological measures. Contribution/value-add: Personality assessment is important for recruiting, selecting and developing employees. This study contributes to the current knowledge about the early processes researchers follow when they develop a personality instrument that measures personality fairly in different cultural groups, as the SAPI does.
- ItemInvestigating the construct validity of a development assessment centre(AOSIS Publishing, 2013-11) Brits, Nadia M.; Meiring, Deon; Becker, Jurgen R.Orientation: The assessment centre (AC) is a prominent measurement tool for selection and development. Research purpose: The aim of this study was to determine the construct validity of a one-day development assessment centre (DAC) using a convenience sample of 202 managers in a large South African banking institution. Motivation for the study: Although the AC method is popular, it has been widely criticised as to whether it predominantly measures the dimensions it is designed to measure. Research design, approach and method: The fit of the measurement models implied by the dimensions measured was analysed in a quantitative study using an ex post facto correlation design and structural equation modelling. Main findings: Bi-factor confirmatory factor analysis was used to assess the relative contribution of higher-order exercise and dimension effects. Empirical under-identification stemming from the small number of exercises designed to reflect designated latent dimensions restricted the number of DAC dimensions that could be evaluated. Ultimately, only one global dimension had enough measurement points and was analysed. The results suggested that dimension effects explained the majority of variance in the post-exercise dimension ratings. Practical/managerial implications: Candidates’ proficiency on each dimension was used as the basis for development reports. The validity of inferences holds important implications for candidates’ career development and growth. Contribution/value-add: The authors found only one study on construct validity of AC dimensions in the South African context. The present study is the first use the bi-factor approach. This study will consequently contribute to the scarce AC literature in South Africa.
- ItemA psychometric investigation into the cross validation of an adaptation of the Ghiselli Predictability Index in personnel selection(AOSIS Publishing, 2006) Theron, Callie; Meiring, DeonENGLISH SUMMARY : Twigge, Theron, Steele and Meiring (2004) concluded that it is possible to develop a predictability index based on a concept originally proposed by Ghiselli (1956, 1960a, 1960b), which correlates with the real residuals derived from the regression of a criterion on one or more predictors. The addition of such a predictability index to the original regression model was found to produce a statistically significant increase in the correlation between the selection battery and the criterion. To be able to convincingly demonstrate the feasibility of enhancing selection utility through the use of predictability indices would, however, require the cross validation of the results obtained on a derivation sample on a holdout sample selected from the same population. The objective of this article consequently is to investigate the extent to which such a predictability index, developed on a validation sample, would successfully cross validate to a holdout sample. Encouragingly positive results were obtained. Recommendations for future research are made.
- ItemA psychometric investigation into the use of an adaptation of the Ghiselli Predictability Index in personnel selection(AOSIS OpenJournals, 2005) Theron, Callie; Twigge, Liesle; Steel, Henry; Meiring, DeonThe magnitudes of validity coefficients typically encountered in validation studies are disappointingly low. Validity coefficients typically fall below 0,50 and only very seldom reach values as high as 0,70. Numerous possibilities have been considered on how to affect an increase in the magnitude of the validity coefficient. A thought-provoking alternative to the usual multiple-regression based attempts may be found in the work of Ghiselli (1956, 1960a, 1960b). The objective of this article is to propose and evaluate a modification to the original Ghiselli procedure. Encouragingly positive results were obtained. Recommendations for future research are made.