利用分级配对比较进行人格测量的可伪造性

IF 3.7 2区 心理学 Q2 BUSINESS
Niklas Schulte, Lucas Kaup, Paul-Christian Bürkner, Heinz Holling
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引用次数: 0

摘要

本研究比较了李克特量表和使用瑟斯顿IRT模型分析的分级配对比较(GPC)的防作假能力。我们分析了GPC是否比Likert量表具有更强的抗作假能力,因为GPC表现出更低的分数膨胀率和更好地恢复申请人真实(即诚实)的特质分数。共有573名参与者首先诚实地完成了李克特或GPC版本的人格问卷,然后在申请人情景中完成了问卷。结果显示,参与者能够提高他们在李克特和GPC格式中的分数,尽管他们在GPC格式中的分数膨胀要小于李克特格式。然而,GPC 并没有表现出比 Likert 量表更高的诚实-作假相关性;在某些条件下,我们甚至观察到了负相关。这些结果对将平均分膨胀作为判断强迫选择问卷在高风险情况下的效用的主要范式提出了质疑。即使强制选择因子得分的膨胀程度较低,但与李克特量表相比,它们在高风险情况下恢复真实特质排名的能力可能较低。此外,在 GPC 格式中,伪造效果与相应语句的社会可取性差异几乎完全相关,这凸显了在构建强迫选择问卷时匹配同等社会可取性语句的重要性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

The Fakeability of Personality Measurement with Graded Paired Comparisons

The Fakeability of Personality Measurement with Graded Paired Comparisons

This study compares the faking resistance of Likert scales and graded paired comparisons (GPCs) analyzed with Thurstonian IRT models. We analyzed whether GPCs are more resistant to faking than Likert scales by exhibiting lower score inflation and better recovery of applicants’ true (i.e., honest) trait scores. A total of \(N=573\) participants completed either the Likert or GPC version of a personality questionnaire first honestly and then in an applicant scenario. Results show that participants were able to increase their scores in both the Likert and GPC format, though their score inflation was smaller in the GPC than the Likert format. However, GPCs did not exhibit higher honest–faking correlations than Likert scales; under certain conditions, we even observed negative associations. These results challenge mean score inflation as the dominant paradigm for judging the utility of forced-choice questionnaires in high-stakes situations. Even if forced-choice factor scores are less inflated, their ability to recover true trait standings in high-stakes situations might be lower compared with Likert scales. Moreover, in the GPC format, faking effects correlated almost perfectly with the social desirability differences of the corresponding statements, highlighting the importance of matching statements equal in social desirability when constructing forced-choice questionnaires.

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来源期刊
CiteScore
8.80
自引率
4.20%
发文量
70
期刊介绍: The Journal of Business and Psychology (JBP) is an international outlet publishing high quality research designed to advance organizational science and practice. Since its inception in 1986, the journal has published impactful scholarship in Industrial/Organizational Psychology, Organizational Behavior, Human Resources Management, Work Psychology, Occupational Psychology, and Vocational Psychology. Typical subject matters include Team processes and effectiveness Customer service and satisfaction Employee recruitment, selection, and promotion Employee engagement and withdrawal Organizational culture and climate Training, development and coaching Mentoring and socialization Performance management, appraisal and feedback Workplace diversity Leadership Workplace health, stress, and safety Employee attitudes and satisfaction Careers and retirement Organizational communication Technology and work Employee motivation and job design Organizational change and development Employee citizenship and deviance Organizational effectiveness Work-nonwork/work-family Rigorous quantitative, qualitative, field-based, and lab-based empirical studies are welcome. Interdisciplinary scholarship is valued and encouraged. Submitted manuscripts should be well-grounded conceptually and make meaningful contributions to scientific understandingsand/or the advancement of science-based practice. The Journal of Business and Psychology is - A high quality/impactful outlet for organizational science research - A journal dedicated to bridging the science/practice divide - A journal striving to create interdisciplinary connections For details on submitting manuscripts, please read the author guidelines found in the far right menu.
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