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    Reducing the length of a Goldberg Based Personality Questionnaire using Item Response Theory & Confirmatory Factor Analysis : a thesis presented in partial fulfilment of the requirements for the degree of Masters of Science in Psychology at Massey University, Albany, New Zealand
    (Massey University, 2006) Phillips, Nathan Conrad
    Objectives: This study seeks to reconstitute an existing personality questionnaire by identifying the items that capture the best quality information as measured through item Response Theory (IRT). This process will reduce the length of this measure and increase its measurement precision. Method: A polytomous IRT model (Graded Response: Samejima, 1969) will be used to assess the psychometric properties of each item in this questionnaire and produce item level graphs in order to select the best three items for each of the 26 first-order factors. Confirmatory Factor Analysis (CFA) will be used to assess the model fit and unidimensionality before and after the IRT selections are made. This will illustrate the improvement gained through both the deletion of redundant items and the selection of high-quality items. Results: This questionnaire was reduced from 246 items down to 78 items with three high-quality items identified for each of the 26 first-order factors. The model fit considerably improved through this selection process and the reduction of information was minimal in comparison to the amount of items that were deleted. Conclusions: This study illustrated the power of using IRT for test development. The item selections are not only of benefit for the organisation that supplied the data for this study, but also the original developers as well as any other users of these items as they are freely available via an online source.
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    An item factor analysis of the CPQ administered to a sample of New Zealand school children : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts in Education at Massey University
    (Massey University, 1973) Collins, Nola Muriel
    The 1963 version of the Children's Personality Questionnaire was administered to 374 New Zealand children aged from 8 to 14 years with a mean age of 11 years 5 months attending state primary and intermediate schools. Both Forms A and B were administered to each child. Items designed to load on CPQ factor B (Intelligence) were omitted for simplicity of analysis, leaving 130 Items in each Form. Data obtained were factor analysed using the principal components method, Varimax rotation, communalities in the diagonals, and proceeding to oblique rotation. Separate analyses were carried out on Form A and Form B and thirteen factors extracted from each Form, as follows, for comparison with the remaining thirteen CPQ factors. Form A Factors: A1 Assertiveness A2 Conformity A3 Dependency A4 Serious-mindedness A5 Shyness A6 Security A7 Confidence A8 Self-satisfaction A9 Irresolution A10 Self Sentiment A11 Defeatism A12 Placidity A13 Participation Form B Factors: B1 Self-control (Conformity) B2 Self-reproach B3 Confidence B4 Sociability B5 Tender-mindedness B6 Emotional Maturity B7 Consociation B8 Laxity B9 Serious-mindedness B10 Egocentricity B11 Passivity B12 Realism B13 Friendliness Items from all CPQ factors except I (Tough minded-versus-Tender minded) showed significant loadings (sig. = ± 0.30) on four or more of the emergent factors, indicating that the items did not clearly define the CPQ factors which they are alleged to measure. However, 89 items from Form A and 85 items from Form B showed significant loadings on only one emergent factor. Ten of the CPQ factors provided recognisable contributions to the emergent factors. Form A factors showed only two significant intercorrelations (sig. = ± 0.30) whereaa there were six such intercorrelations among the Form B factors and thirteen among the CPQ factors. It is suggested that the Form A factors may provide a more suitable reference frame for the measurement of personality dimensions among New Zealand children. Before proceeding to adaptation of an international test which has demonstrated its discriminatory ability, further research including replication with both representative samples and special groups should be undertaken.
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    Investigation of the Humm Wadsworth Temperament Scale : revision, development and application : this thesis is presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, New Zealand
    (Massey University, 2006) Severinsen, Kimberley
    The present investigation examines the psychometric properties of a measure of temperament, the Humm Wadsworth Temperament Scale (Humm). To this end, participants (n = 27,245) completed the Humm questionnaire as part of either a recruitment and selection process initiated by a prospective employer, a promotion and development assessment initiated by their current employer, or career guidance advice sought of their own volition. Quantitative theoretical analysis based on Thurstone's method of paired comparisons and conceptual analysis by Humm experts and users were utilised for both the single-loading items for each of the seven components of the Humm, as well as the remaining multi-loading items. Thurstone's method was used to rank order items conceptually from 'best' predictor to 'worst' predictor of a certain component, which in turn were used to identify which items should remain in the Humm and which items should be discarded. The conceptual judgments generated by Humm experts and users, followed by confirmatory factor analysis, were used to increase the validity of the Humm through revising the set of items in the version of the Humm currently in use. The study concludes with a discussion of issues surrounding psychometric test revision, applicability of the Humm to the wider community including culturally diverse populations, as well as suggestions and recommendations for future research in this area.
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    Five factor model personality attributes and sales performance in the New Zealand broadcasting industry : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University
    (Massey University, 2001) McKay, Robin L
    Meta-analysis on the dimensions and sub-dimensions of the Big Five taxonomy has shown that some are valid predictors of sales performance. This study further investigates these findings in relationship to sales performance within the New Zealand radio broadcasting industry. Whilst it is important to understand the personality attributes operationally associated with successful broadcasting sales performance, it is equally important to understand the attributes that the broadcasting industry experts see as required for success in this position. Using the Personality-Related Position Requirements Form (PPRF), a job analysis tool, 9 broadcasting sales experts (SMEs) rated the importance of 12 personality constructs for successful broadcast sales performance. Then using the NEO Personality Inventory, 58 New Zealand broadcast sales persons (29 high performers/29 average/low performers) were assessed to determine group differences in personality traits. As with previous studies, the Big Five dimension of Conscientiousness (C) predicted high sales performance (rpb =.38). Two of the top three personality sub-sets of the PPRF also aligned to C. Two sub-facets of each of C, Extroversion (E) and Neuroticism (N) were also tested. Of these, Achievement Striving (C4) and Activity (E4) had significant positive correlations with high sales performance (rpb =. 41 and rpb = .32 respectively). Results showed that whilst some broad dimensions of the Big Five may have predictive abilities, sub-facets within them vary considerably in their predictive power. Hence, for selection purposes, it is important to ascertain which of these narrower traits are required for the role first, and then use these requirements to guide assessments of individual candidate for future validation studies.
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    An evaluation of self assessment on personality tests for personnel selection : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology, at Massey University
    (Massey University, 1992) Morgan, Nicola M
    Personality tests are used commonly throughout the world as a tool for personnel selection. However, such use of these tests has caused much controversy among psychologists, with a number of researchers finding they have poor validity in predicting job performance. The present study proposed to cast further doubt on the use of personality tests for personnel selection by showing that people are able to predict their personalities as measured by personality tests, and can do so without responding in a socially desirable way. Three experiments were performed. In experiment one the subjects did the Sixteen Personality Factors Questionnaire (16PF) and did their self assessments on the 16PF profile form. The subjects in experiment two followed the same procedure using the California Psychological Inventory (CPI). The subjects in the third experiment were asked to describe an ideal person via the use of the profile forms for the 16PF and CPI. These results were used to see whether the subjects in experiment one and two had responded in a socially desirable way when doing their self assessments. It was found that people are not very accurate at evaluating their personalities as measured by personality tests. Social desirability was not a major problem. For the 16PF five significant correlations were found between subjects' self assessment and personality test scores (p <0.01) and nine factors were found to be responded to in a socially desirable way. For the CPI this was six and five respectively. No moderators were found. It is concluded that although subjects were not very accurate at assessing their personalities as measured by personality tests, doubt is cast over their use as a selection tool, because the question of which is more accurate, the personality test or the person's self assessment has not been answered.
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    A meta-analysis on the validity of personality tests used for personnel selection : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in psychology at Massey University
    (Massey University, 1990) Ng, Eugene
    For decades, personality tests have been commonly used as one of the tools for personnel selection. However, through the use of various validity generalization techniques, researchers have claimed that they have very poor validity in predicting job performance. These claims were made by Guion and Gottier (1965), Ghiselli (1973), and Schmitt, Gooding, Noe and Kirsch (1984). Each of these researchers used different statistical techniques and methodologies to reach their conclusions. The latest study by Schmitt et al. (1984), used a statistical validity generalization technique called meta-analysis. Based on data collected from only two journal publications they claimed that personality tests had a validity of .15. The present study tested the conclusions of the Schmitt et al. (1984) study, by re-analysing the same data using a more accurate meta-analysis technique and by incorporating a larger data base. In addition to this, any new data from 1952 up to 1990 was included in an overall analysis to find out the current validity of personality tests. A flexible coding technique which interacted with a computerised data base allowed any combination of data to be separately analysed. This made it possible to discover which types of personality tests worked best in differing situations such as different sample types and criterion measures. Results of the Schmitt et al. (1984) re-analysis showed that by correcting coefficients for unreliability, the overall validity was significantly higher than the Schmitt et al. (1984) result. A separate analysis revealed that vocational tests had the highest validity of the six personality test types. The sample-types with the highest validities were Supervisory and Skilled workers. The best criterion-types were in the "Other" category whereby measures were developed specifically for the type of job. The overall analysis incorporating 38 years of research showed that personality tests had a validity of .22. This was significantly higher than the figure quoted by Schmitt et al. (1984). Results showed that personality tests in their present state are generally poor predictors of job performance, however when they are modified to become more job specific, their validity improves. It is suggested that in the future, personality tests should be specifically designed for the purpose of personnel selection and for specific jobs.