Predictors of attitudes and performance in U.S. Army recruiters: Does personality matter?

Given the interpersonal nature of recruiting and the validity of personality assessments for predicting performance in a broad range of civilian and military jobs, personality traits are likely to predict the performance of recruiters in the Army as well. However, much of the research on the characteristics of successful recruiters has been conducted in civilian samples and has not examined the effects of recruiters' personality on their job-related attitudes and behaviors. Although some research has examined the prediction of recruiter performance in a military context, more research is needed to identify profiles of personality traits that will help recruiters to be successful on the job. We explored this relationship in a sample of experienced recruiters with at least six months of service in a recruiting duty assignment. Results indicated that composites of personality traits were substantial predictors of recruiter performance and attitudes. The implications of these results for the selection and assessment of recruiters in the U.S. Army will be discussed.

Adaptive vocational interest diagnostic: Informing and improving the job assignment process.

The history of vocational interests shows that these measures have great promise for use in job assignment, suggesting that individuals will be more satisfied and successful in their job when they are doing work that interests them. Recent research has provided empirical support for these predictions and demonstrated that the match between an individual's interests and his or her work activities is positively related to job performance and negatively related to attrition. Building on these positive empirical findings, the U.S. Army Research Institute is investigating vocational interest measures for personnel job assignment. Person-job fit is very important in a context such as the U.S. Army, where applicants have over 140 military occupational specialties from which to choose. This paper begins by reviewing evidence for the validity of interests and discussing how vocational interest measures may be used for assigning Soldiers in a military context followed by our recent research to develop a new measure of vocational interests to improve the process of matching Soldiers to military occupational specialties. We will conclude with the next steps for this research and potential paths of implementation.

Examining personality for the selection and classification of soldiers: Validity and differential validity across jobs.

A number of past studies have demonstrated that personality traits are modest predictors of workplace attitudes and behaviors and can provide incremental validity over cognitive ability. However, less is known about the utility of personality for job classification. In addition, concerns about the effects of faking on personality measures still remain. In this study, we examined the validity of a forced choice personality measure administered under operational conditions to explore the use of personality traits in high-stakes settings. In addition, we also examined the potential use of personality for classification into military occupational specialties (MOS). We explored these issues in a large sample of Soldiers from five different MOS to examine the prediction of performance during initial military training (IMT). Results indicated that composites of personality traits were valid predictors of performance and attrition and that these composites may be useful for classifying individuals into different military occupations. The implications of these results for Soldier selection and classification are discussed.

GGUM-RANK Statement and Person Parameter Estimation With Multidimensional Forced Choice Triplets.

Historically, multidimensional forced choice (MFC) measures have been criticized because conventional scoring methods can lead to ipsativity problems that render scores unsuitable for interindividual comparisons. However, with the recent advent of item response theory (IRT) scoring methods that yield normative information, MFC measures are surging in popularity and becoming important components in high-stake evaluation settings. This article aims to add to burgeoning methodological advances in MFC measurement by focusing on statement and person parameter recovery for the GGUM-RANK (generalized graded unfolding-RANK) IRT model. Markov chain Monte Carlo (MCMC) algorithm was developed for estimating GGUM-RANK statement and person parameters directly from MFC rank responses. In simulation studies, it was examined that how the psychometric properties of statements composing MFC items, test length, and sample size influenced statement and person parameter estimation; and it was explored for the benefits of measurement using MFC triplets relative to pairs. To demonstrate this methodology, an empirical validity study was then conducted using an MFC triplet personality measure. The results and implications of these studies for future research and practice are discussed.

No evidence of a curvilinear relation between conscientiousness and relationship, work, and health outcomes.

Across 2 studies and 4 samples (Ns = 8,332, 2,136, 4,963, and 753, respectively), we tested whether the relation between conscientiousness and variables associated with important aspects of individuals' lives were curvilinear such that being high on conscientiousness was manifestly negative. Across multiple outcomes including measures of health, well-being, relationship satisfaction, job satisfaction, and organizational citizenship, we found no evidence for a systematic curvilinear relation between conscientiousness and these outcomes. Furthermore, heeding the call to use more sophisticated psychometric modeling of the conscientiousness spectrum, we used different types of scale construction and scoring methods (i.e., dominance and ideal point) and again found no evidence of curvilinear relationships between conscientiousness and the aforementioned variables. We discuss the potential reasons for the inconsistency with past research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

MIMIC Methods for Detecting DIF Among Multiple Groups: Exploring a New Sequential-Free Baseline Procedure.

A simulation study was conducted to investigate the efficacy of multiple indicators multiple causes (MIMIC) methods for multi-group uniform and non-uniform differential item functioning (DIF) detection. DIF was simulated to originate from one or more sources involving combinations of two background variables, gender and ethnicity. Three implementations of MIMIC DIF methods were compared: constrained baseline, free baseline, and a new sequential-free baseline. When the MIMIC assumption of equal factor variance across comparison groups was satisfied, the sequential-free baseline method provided excellent Type I error and power, with results similar to an idealized free baseline method that used a designated DIF-free anchor, and results much better than a constrained baseline method, which used all items other than the studied item as an anchor. However, when the equal factor variance assumption was violated, all methods showed inflated Type I error. Finally, despite the efficacy of the two free baseline methods for detecting DIF, identifying the source(s) of DIF was problematic, especially when background variables interacted.

Openness to Experience: its lower level structure, measurement, and cross-cultural equivalence.

Openness to Experience is an important but relatively poorly understood personality construct. Advances in openness research require further construct clarification as well as establishment of a common framework for conceptualizing and measuring the lower level structure of the construct. In this article, we present data from 3 studies to address this research need. In Study 1, we identify 6 facets of Openness to Experience--intellectual efficiency, ingenuity, curiosity, aesthetics, tolerance, and depth--based on a factor analysis of 36 existing Openness-related scales. In Study 2, we present further validity evidence for the 6-facet structure based on a newly developed measure of Openness. Data from this study also suggest the presence of 2 intermediate-level factors (i.e., aspects) of Openness: intellect and culture. In Study 3, we present a short form of the newly developed measure, retaining items that showed the highest internal consistency and measurement invariance across 3 samples: U.S. undergraduates, Chinese MBA students, and Chinese undergraduates. Together these 3 studies offer a more nuanced understanding of the multifaceted nature of the Openness construct.

Validity of six openness facets in predicting work behaviors: a meta-analysis.

To illustrate the importance of facet-level investigations in predicting organizational outcomes and the need for more primary studies on this topic, we conducted a meta-analysis that took an exploratory look at differential relationships among 7 organizational criteria and Openness traits varying in breadth. Nine Openness predictors--the global dimension, 2 aspects (intellect and culture), and 6 facets (intellectual efficiency, ingenuity, curiosity, aesthetics, tolerance, and depth)--were examined in relations with various organizational criteria such as traditional performance outcomes (task performance, contextual performance, counterproductive work behavior), turnover, leadership effectiveness, training performance, and adaptive performance. Our results support the idea that Openness facets could exhibit differential validity for many organizational outcomes.

Introducing the special section on openness to experience: review of openness taxonomies, measurement, and nomological net.

In this introduction to the Special Section on Openness to Experience, we review the historical background of the construct and its measurement. We also provide a meta-analytically based review of its broader nomological net. Specifically, we review relationships with other individual differences constructs, including personality traits, interests, and cognitive ability. We highlight the various roles that openness and intellect play in educational performance, occupational attitudes and behaviors, job performance, career success, and psychological health and well-being. In doing so, we emphasize the unique contributions of the articles published in this special section (Albrecht, Dilchert, Deller, & Paulus; Connelly, Ones, Davies, & Birkland; DeYoung, Quilty, Peterson, & Gray; Roets, Cornelis, & Van Hiel; Woo, Chernyshenko, Longley, Zhang, Chiu, & Stark; Woo, Chernyshenko, Stark, & Conz). Finally, we note fruitful venues for future research involving Openness constructs.

Constructing personality scales under the assumptions of an ideal point response process: toward increasing the flexibility of personality measures.

The main aim of this article is to explicate why a transition to ideal point methods of scale construction is needed to advance the field of personality assessment. The study empirically demonstrated the substantive benefits of ideal point methodology as compared with the dominance framework underlying traditional methods of scale construction. Specifically, using a large, heterogeneous pool of order items, the authors constructed scales using traditional classical test theory, dominance item response theory (IRT), and ideal point IRT methods. The merits of each method were examined in terms of item pool utilization, model-data fit, measurement precision, and construct and criterion-related validity. Results show that adoption of the ideal point approach provided a more flexible platform for creating future personality measures, and this transition did not adversely affect the validity of personality test scores.

Detecting differential item functioning with confirmatory factor analysis and item response theory: toward a unified strategy.

In this article, the authors developed a common strategy for identifying differential item functioning (DIF) items that can be implemented in both the mean and covariance structures method (MACS) and item response theory (IRT). They proposed examining the loadings (discrimination) and the intercept (location) parameters simultaneously using the likelihood ratio test with a free-baseline model and Bonferroni corrected critical p values. They compared the relative efficacy of this approach with alternative implementations for various types and amounts of DIF, sample sizes, numbers of response categories, and amounts of impact (latent mean differences). Results indicated that the proposed strategy was considerably more effective than an alternative approach involving a constrained-baseline model. Both MACS and IRT performed similarly well in the majority of experimental conditions. As expected, MACS performed slightly worse in dichotomous conditions but better than IRT in polytomous cases where sample sizes were small. Also, contrary to popular belief, MACS performed well in conditions where DIF was simulated on item thresholds (item means), and its accuracy was not affected by impact.

Examining assumptions about item responding in personality assessment: should ideal point methods be considered for scale development and scoring?

The present study investigated whether the assumptions of an ideal point response process, similar in spirit to Thurstone's work in the context of attitude measurement, can provide viable alternatives to the traditionally used dominance assumptions for personality item calibration and scoring. Item response theory methods were used to compare the fit of 2 ideal point and 2 dominance models with data from the 5th edition of the Sixteen Personality Factor Questionnaire (S. Conn & M. L. Rieke, 1994). The authors' results indicate that ideal point models can provide as good or better fit to personality items than do dominance models because they can fit monotonically increasing item response functions but do not require this property. Several implications of these findings for personality measurement and personnel selection are described.

Examining the effects of differential item (functioning and differential) test functioning on selection decisions: when are statistically significant effects practically important?

Item response theory differential test functioning (DTP) methods are often used to address issues in personnel selection, but the results are frequently difficult to interpret because statistically significant findings may have little practical importance. In this article, the authors proposed 2 effect size measures for DTP. One related DTP to mean raw score differences across groups: the other related DTP to the 4/5th rule for adverse impact at successive cut scores. The effects of DTP were examined in the context of personality assessment, professional licensure, and college admissions. Overall, the result indicated that although many items exhibited bias in analyses of the large samples, the net magnitudes of effect on potential selection decisions were nugatory.