Massey Documents by Type

Permanent URI for this communityhttps://mro.massey.ac.nz/handle/10179/294

Browse

Filters

1982 - 198912000 - 20031

Settings

Has files: YesSubject: search.filters.subject.Occupational aptitude tests

Search Results

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    An analysis of the job disposition questionnaire and its possible utilisation in New Zealand : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 1982) McGregor, Colin
    The Job Disposition Questionnaire, designed in the United Kingdom to assist in vocational guidance, has also been successfully applied in the selection of job applicants. An advantage of the Job Disposition Questionnaire over other guidance aids is its emphasis on the average and below average ability individuals. The present study was designed to examine the Job Disposition Questionnaire's potential use in New Zealand. A sample of 515 subjects, consisting of 270 school students and 245 members of six occupational groups was analysed. Factor analysis indicated that the Job Disposition Questionnaire was based on a limited number of specific factors rather than the more general factors outlined by the designers of the questionnaire. Discriminant analysis indicated that the questionnaire discriminates successfully among nurses, chefs, electricians, horticultural workers, forestry workers and secretaries. Investigation related to reliability gave mixed results, suggesting the need for further examination. A study investigating effects over a five year period indicated no significant changes in response pattern to the questionnaire. These results suggest that the Job Disposition Questionnaire could be applied in New Zealand. However, reservations exist with regard to its reliability and the limited number of occupational groups studied.
  • Thumbnail Image
    Item
    A comparison of task-specific and dimension-specific assessment centres
    (Massey University, 2003) Jackson, Duncan J. R.
    Three studies were employed to further an understanding of a measurement quandary concerning assessment centres (ACs). A common theme associated with ACs is that they do not appear to measure the trait-based variables that they purport to. To compound this mystery, ACs are found to be predictive of outcome criteria; particularly criteria related to promotion. All three studies took varying perspectives on this measurement dilemma. The first study looked at particular traits that were not formally assessed in ACs, and whether these traits explained variance in overall AC ratings. No definitive evidence was found for this notion; however, tacit knowledge appeared to be associated with a small amount of variance in overall AC ratings in one of the samples under scrutiny. The second study looked at the extent to which assessors and candidates understood the models they were assessing and were being assessed under. Neither party appeared to distinguish trait-based, task-based, or other models as being more or less appropriate. While the first and second studies acknowledged some peripheral issues in the AC literature, the third study addressed the fundamental research question. Specifically, the third study investigated whether an alternative to the prevailing trait paradigm was needed.This study compared two models of assessment in a repeated measures design. One model treated the AC data as though they comprised situationally specific behavioural samples. The second model treated the data as though they were indicative of trait-based responses. Using a generalizablity study, both models demonstrated similar psychometric characteristics, although only data treated under the situationally specific model held a conceptual justification. These findings suggest that the situationally specific task-based model presents a more appropriate means by which to treat AC ratings.