Journal
JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY-REVISTA DE PSICOLOGIA DEL TRABAJO Y DE LAS ORGANIZACIONES
Volume 36, Issue 3, Pages 215-222Publisher
COLEGIO OFICIAL PSICOLOGOS MADRID
DOI: 10.5093/jwop2020a17
Keywords
Big Five factors; Quasi-ipsative forced-choice questionnaires; Single-stimulus tests; Intelligence; Convergent-discriminant validity; Predictive validity
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This research examines the convergent-discriminant and predictive validity of the Big Five personality dimensions assessed with two different formats of personality inventories: a single-stimulus (SS) and a quasi-ipsative forced-choice (FC). The relationship between both types of measures and intelligence (GMA) was also analyzed. The results showed that: (1) the SS and the quasi-ipsative FC measures present a high convergent-discriminant validity; (2) the Big Five personality dimensions, assessed with both questionnaires, and GMA are independent constructs; and (3) both types of personality measures have similar predictive validity for the three criteria examined (academic performance, training success, and interpersonal competence). As expected, conscientiousness was the best predictor of academic performance and training success. Extraversion was the best predictor of interpersonal competence. Finally, the theoretical and practical implications of these findings are discussed.
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