Browsing by Author "Theron, Callie"
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- ItemConfessions, scapegoats and flying pigs : psychometric testing and the law(AOSIS Publishing, 2007) Theron, CallieENGLISH SUMMARY : The use of psychometric tests in personnel selection has been regarded with an extraordinary degree of suspicion and scepticism. This is especially true when selection occurs in respect of a diverse applicant group. Concern is expressed about the seemingly uncritical embracing of specific tenets related to the use of psychometric tests in personnel selection in the absence of any systematic coherent psychometric argument to justify these beliefs. The absence of such a supporting psychometric rationale seems unfortunate in as far as it probably would inhibit the independent critical evaluation of the psychometric merits of these generally accepted beliefs. Specific beliefs related to selection fairness, measurement bias and adverse impact are critically examined.
- ItemThe diversity-validity dilemma : in search of minimum adverse impact and maximum utility(AOSIS OpenJournal, 2009-06) Theron, CallieSelection from diverse groups of applicants poses the formidable challenge of developing valid selection procedures that simultaneously add value, do not discriminate unfairly and which minimise adverse impact. Valid selection procedures used in a fair, non-discriminatory manner that optimises utility, however, very often result in adverse impact against members of protected groups. More often than not, the assessment techniques used for selection are blamed for this. The conventional interpretation of adverse impact results in an erroneous diagnosis of the fundamental causes of the under-representation of protected group members and, consequently, in an inappropriate treatment of the problem.
- ItemThe internal structure of the unit performance construct as measured by the performance index (PI)1(AOSIS OpenJournals, 2004) Henning, Roline; Theron, Callie; Spangenberg, HermannThe objective of this study was to investigate the internal structure of the Performance Index in order to establish the interrelationships between the eight unit performance latent variables. The present study forms part of a larger study aimed at validating the Leadership Behaviour Inventory (LBI) (Spangenberg & Theron, 2002b) against work unit performance. The validation sample, after imputation of missing values, consisted of 273 cases with observations on all 56 items. Item analysis and dimensionality analysis was performed on each of the sub-scales using SPSS-windows. Thereafter, confirmatory factor analysis was performed on the reduced data set using LISREL. The results indicated satisfactory factor loadings on the measurement model. Acceptable model fit was achieved. Subsequently, the structural model was tested using LISREL. The results provided statistics of good fit. Only four hypotheses failed to be corroborated in this study. The results are discussed and suggestions for further research are made.
- ItemA preliminary factor analytic investigation into the first-order factor structure of the Fifteen Factor Plus (15FQ+) on a sample of Black South African managers(AOSIS OpenJournals, 2011) Moyo, Seretse; Theron, CallieOrientation: The Fifteen Factor Questionnaire Plus (15FQ+) is a prominent personality questionnaire that organisations frequently use in personnel selection in South Africa. Research purpose: The primary objective of this study was to undertake a factor analytic investigation of the first-order factor structure of the 15FQ+. Motivation for the study: The construct validity of the 15FQ+, as a measure of personality, is necessary even though it is insufficient to justify its use in personnel selection. Research design, approach and method: The researchers evaluated the fit of the measurement model, which the structure and scoring key of the 15FQ+ implies, in a quantitative study that used an ex post facto correlation design through structural equation modelling. They conducted a secondary data analysis. They selected a sample of 241 Black South African managers from a large 15FQ+ database. Main findings: The researchers found good measurement model fit. The measurement model parameter estimates were worrying. The magnitude of the estimated model parameters suggests that the items generally do not reflect the latent personality dimensions the designers intended them to with a great degree of precision. The items are reasonably noisy measures of the latent variables they represent. Practical/managerial implications: Organisations should use the 15FQ+ carefully on Black South African managers until further local research evidence becomes available. Contribution/value-add: The study is a catalyst to trigger the necessary additional research we need to establish convincingly the psychometric credentials of the 15FQ+ as a valuable assessment tool 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.