Reconsidering Forced-Choice Item Formats for Applicant Personality Assessment

By Neil D. Christiansen, Gary N. Burns, George E. Montgomery. 2005

250 citations recorded by the source corpus.

Subfields: Clinical Psychology, Management Science and Operations Research, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/5fa6bc4486123e2298b41bb7621d5e6386255647

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In Clinical Psychology

In Management Science and Operations Research

In Organizational Behavior and Human Resource Management

Citations in the corpus

Ipsative measurement and the analysis of organizational values: an alternative approach for data analysis (2014, background): “Ipsative data usually have a higher operational validity (Christiansen et al. 2005; Bartram 2007).”
The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies (2014, unknown): “…7.10 7.01 .20 – – Bartram (2007) Korea 366 OPQ I JPR .17 .21 .11 .13 .22 .52 .99 Bartram (2007) S. Africa 68 OPQ I JPR .02 7.07 .02 7.09 .04 .52 – Bartram (2007) USA 86 OPQ I JPR 7.04 .25 .09 .18 7.05 .52 – Bennett (1977) 45 SDI Q JPR .40 – – – 7.05 – – Bennett (1977) 49 SDI Q JPR .46 – – – .07 –…”
Faking in Personality Assessment: A “Multisaturation” Perspective on Faking as Performance (2011, background): “Thus, increased validity of forced-choice measures suggested as due to reduced faking (Jackson, Wroblewski & Ashton, 2000) has also been attributed to unintended measurement of g (Christiansen et al., 2005; Vasilopoulos, Cucina, Dyomina, Morewitz & Reilly, 2006).”
Understanding Faking Behavior Through the Lens of Motivation: An Application of VIE Theory (2011, background): “Incorporating subtle questions that obscure identification of the “right” answer and forced-choice items that pair equally desirable answers together likely operate in this manner because of the perceived difficulty of guessing correctly ( Christiansen, Burns, & Montgomery, 2005 ; McFarland & Ryan,”
Assessing Intercultural Competence in Higher Education: Existing Research and Future Directions (2016, unknown): “, Conway, 2008; DeJaeghere & Zhang, 2008; Fischer, 2011; Hao, 2012; Jauregui, 2013; Kahr-Gottlieb & Papst, 2013; Kaufmann, Englezou, & García-Gallego, 2014; Zhang, 2012). These studies indicate that ICC may be improved with training, including study abroad programs (e.g., Engle & Crowne, 2014) and i”
Predicting creativity and academic success with a “Fake-Proof” measure of the Big Five (2008, background): “, 2000) and supervisor performance ratings (Christiansen et al., 2005) under instructions to fake good.”
Do people fake on personality inventories? A verbal protocol analysis (2007, unknown): “Research has found that measures that contain items that are ipsative (Bowen, Martin, & Hunt, 2002); forced-choice ( Christiansen, Burns, & Montgomery, 2005; Jackson, Wroblewski, & Ashton, 2000); 1 or subtle (Holden & Jackson, 1981; Worthington &”
The use of personality measures in personnel selection: What does current research support? (2006, methodology): “Christiansen et al. (2005) adopted such an approach in deriving a FC personality inventory relevant to sales positions.”
Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability? (2006, result): “As in earlier research (e.g., Christiansen et al., 2005; Christiansen et al., 1998) the largest differences between scores in the honest and applicant conditions were found on the SS personality test.”