Evaluation of warning strategies to reduce faking during military recruitment.

The applicant faking literature suggests that faking warnings - brief messages that dissuade applicants from faking - can reduce faking on personality tests by up to 50%. However, the efficacy of warnings may be limited by their atheoretical construction. Further, these threatening messages can cause applicants to feel negatively about the personality test, potentially reducing their validity during the selection process. We tried to improve the efficacy of faking warnings, while minimizing negative applicant reactions, by leveraging theory from the accountability and morality literatures. We tested three new faking warnings that emphasized short-term accountability, long-term accountability, and morality. To do so, we tested 466 military trainees undergoing basic training at the Canadian Armed Forces and asked them to engage in a selection simulation. We assigned groups of trainees to the different faking warning conditions and guided them through the simulation. We found that a faking warning emphasizing short-term accountability, which threatened to detect fakers by contacting references and using "internal integrity checks," reduced applicant faking. None of the other messages had any effect when compared to a no-warning control group.

Using the 16PF to Test the Differentiation of Personality by Intelligence Hypothesis.

The differentiation of personality by intelligence hypothesis suggests that there will be greater individual differences in personality traits for those individuals who are more intelligent. Conversely, less intelligent individuals will be more similar to each other in their personality traits. The hypothesis was tested with a large sample of managerial job candidates who completed an omnibus personality measure with 16 scales and five intelligence measures (used to generate an intelligence g-factor). Based on the g-factor composite, the sample was split using the median to conduct factor analyses within each half. A five-factor model was tested for both the lower and higher intelligence halves and were found to have configural invariance but not metric or scalar invariance. In general, the results provide little support for the differentiation hypothesis as there was no clear and consistent pattern of lower inter-scale correlations for the more intelligent individuals.

To Be or Not to Be: Exploring the Nature of Positively and Negatively Keyed Personality Items in High-Stakes Testing.

Including equal numbers of positively and negatively keyed items is common in Five-Factor Model (FFM) personality measures. Much literature has demonstrated the presence of positive and negative keying factors in low-stakes testing situations, but there is a dearth of research investigating these factors in high-stakes testing. To address this gap, we investigated whether an FFM measure used in high-stakes testing was influenced by positive and negative keying factors. We also examined the overlap of the positive and negative keying factors with social desirability, rule-consciousness, acquiescence, and cognitive ability. Confirmatory factor analysis supported the inclusion of distinct factors associated with positively and negatively keyed items and suggested that the keying factors accounted for a substantial portion of variation in responses to FFM items. Social desirability and rule-consciousness were found to have significant relations with both keying factors, whereas acquiescence was only related to the negative keying factor. Implications for the construct validity of FFM measures used in high-stakes testing and directions for future research are discussed.

Continuity of Care in Children's Mental Health: development of a measure.

A new measure, Continuity of Care in Children's Mental Health (C3MH), is presented. The study involved item generation, pre-testing, pilot testing, and validation. The C3MH was administered to 364 parents recruited from 13 children's mental health agencies in Ontario, Canada. The measure includes five scales supported by confirmatory factor analysis. Scale validity was supported through analyses of relationships with established measures of satisfaction, problem severity, and therapeutic alliance, as well as through known-group differences. The results of a pilot youth-report version (N = 57) are presented. The C3MH will be a useful tool for assessing improvements in system integration.

Situational bandwidth and the criterion-related validity of assessment center ratings: is cross-exercise convergence always desirable?

This research examines the relationship between the construct and criterion-related validity of assessment centers (ACs) based on how convergence of dimension ratings across AC exercises affects their ability to predict managerial performance. According to traditional multitrait-multimethod perspective, a high degree of convergence represents more reliable measurement and has the potential for better validity. In contrast, the concept of situational bandwidth suggests that behavior assessed under a dissimilar set of circumstances should result in a more comprehensive assessment of a candidate's tendencies even though ratings are less likely to show high convergence. To test these opposing viewpoints, data from 3 operational ACs were obtained along with experts' evaluations of exercise characteristics and supervisors' ratings of candidates' managerial performance. Across the 3 samples, AC ratings taken from exercises with dissimilar demands had higher estimates of criterion-related validity than ratings taken from similar exercises, even though the same dimension-different exercise correlations were substantially higher between similar exercises. Composites of ratings high in convergence did not emerge as better predictors of managerial performance, and validity particularly suffered when derived from ratings that converged as a result of exercises with similar demands. Implications for AC design are discussed.

Is It All Relative? Comparative Judgments and the Possible Improvement of Self-Ratings and Ratings of Others.

We argue that various types of evaluative social judgments about the self or others (e.g., employee job performance ratings, self-reported attitudes, ratings of others' traits) may be obtained more accurately using comparative ratings rather than absolute ratings. Comparative ratings involve relative judgments of a target in comparison with other individuals or groups, whereas absolute ratings involve judgments of a target on scales that do not explicitly reference other people. In industrial-organizational, social, and personality psychology research that has compared the validity of comparative and absolute ratings, we have found evidence of more valid measurement as a result of comparative judgmental ratings, despite the nearly exclusive reliance on absolute judgmental ratings in these areas. We offer a social cognitive and evolutionary explanation in support of the hypothesis that humans may often be able to make more accurate ratings using comparative measures. We also recommend an agenda for greater exploitation and understanding of relative judgments in psychological research and practice.

Confirmatory analysis of the Bradburn Affect Balance Scale and its relationship with morale in older Canadian adults.

The measurement of psychological constructs depends upon clear definitions and demonstrated relationships among items, scales, and relevant theories. In this study, we examined these relationships for the measurement of affect as reflected in the popular Bradburn Affect Balance Scale (ABS). Results of confirmatory analyses of data from 187 older Canadian adults (Mean age, 69.7 years) showed that a two-dimensional structure fitted the item data much better than the unidimensional, bipolar model suggested by the original scoring key. The two dimensions showed parallel patterns of correlations with two measures of morale and with a measure of social desirability, but these patterns differed from that of the conventional unidimensional ABS score. Results suggested that the ABS should be used with caution and with scoring for two distinguishable dimensions.

Relative versus absolute measures of explicit attitudes: Implications for predicting diverse attitude-relevant criteria.

The authors report 4 studies exploring a self-report strategy for measuring explicit attitudes that uses "relative" ratings, in which respondents indicate how favorable or unfavorable they are compared with other people. Results consistently showed that attitudes measured with relative scales predicted relevant criterion variables (self-report of behavior, measures of knowledge, peer ratings of attitudes, peer ratings of behavior) better than did attitudes measured with more traditional "absolute" scales. The obtained pattern of differences in prediction by relative versus absolute measures of attitudes did not appear to be attributable to differential variability, social desirability effects, the clarity of scale-point meanings, the number of scale points, or overlap with subjective norms. The final study indicated that relative measures induce respondents to consider social comparison information and behavioral information when making their responses more than do absolute measures, which may explain the higher correlations between relative measures of attitudes and relevant criteria.

Predicting occupational coping responses: the interactive effect of gender and work stressor context.

This study examined whether gender and work stressor context interacted to affect reports of occupational coping strategies. Participants (N=113) were asked to indicate how they would cope with both self-focused (i.e., solitary) and interpersonal (i.e., group) work overload contexts by providing responses to the Cybernetic Coping Scale (J. Edwards & A. J. Baglioni, 1993). Consistent with the hypothesized interaction, male and female participants evidenced similar coping strategies in the self-focused work overload context, whereas female participants showed significantly higher use of coping (T(2)=.08, p<.05) and, in particular, greater emotional-expressive coping (T(2)=.07, p<.01) in the interpersonal work overload context as compared with male participants. Theoretical and practical implications were discussed.