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Clarifying Personality Measurement in Selection: Applying Item Response Trees to distinguish between Trait Level, Adaptability, and Traitedness

Bryant-Lees, Kinsey Blue
http://orcid.org/0000-0001-6453-7024
http://rave.ohiolink.edu/etdc/view?acc_num=wright1566292696557936

Abstract Details

2019, Doctor of Philosophy (PhD), Wright State University, Human Factors and Industrial/Organizational Psychology PhD.
Self-report personality scales are frequently used in personnel selection. Overall, research suggests that certain personality traits are important predictors of job performance under certain conditions. The purpose of the current study was to clarify the discrepancies in the literature by providing a more flexible Item Response (IR) Tree model, to simultaneously investigate multiple decision processes underlying self-report personality responses, rather than assuming a consistent single-decision process. Specifically, I propose the three-process Adaptability Traitedness Model (ATM) to account for an individuals’ trait level decision (Agree/Disagree), as well as their decisions regarding their level of trait adaptability (e.g., flexibility), and traitedenss (e.g., consistency). Using two separate samples collected online, I investigated whether trait adaptability and traitedness latent processes demonstrated evidence of independence, discriminant validity, and incremental validity in predicting performance. The results showed substantial evidence of independence and construct validity; in both samples, all adaptability and traitedness processes appeared to be distinct from trait level and several social effectiveness measures, loading onto respective single factors. Additionally, both personality adaptability and traitedness latent processes provided incremental validity in predicting Situational Judgment Test performance, and two academic performance outcomes. This approach to personality measurement, combined with the proposed latent personality adaptability construct, have the potential to fundamentally change the way that psychologists measure self-report personality. Limitations, implications, and future research directions are discussed.
David LaHuis, Ph.D. (Advisor)
Mary Kite, Ph.D. (Committee Member)
Nathan Bowling, Ph.D. (Committee Member)
Corey Miller, Ph.D. (Committee Member)
153 p.
Experimental Psychology; Organizational Behavior; Personality Psychology; Psychological Tests; Psychology; Quantitative Psychology; Social Research
Item Response Trees; IR Tree Models; self-report personality; personnel selection; personality-performance

Recommended Citations

Citations

  • Bryant-Lees, K. B. (2019). Clarifying Personality Measurement in Selection: Applying Item Response Trees to distinguish between Trait Level, Adaptability, and Traitedness [Doctoral dissertation, Wright State University]. OhioLINK Electronic Theses and Dissertations Center. http://rave.ohiolink.edu/etdc/view?acc_num=wright1566292696557936

    APA Style (7th edition)

  • Bryant-Lees, Kinsey. Clarifying Personality Measurement in Selection: Applying Item Response Trees to distinguish between Trait Level, Adaptability, and Traitedness. 2019. Wright State University, Doctoral dissertation. OhioLINK Electronic Theses and Dissertations Center, http://rave.ohiolink.edu/etdc/view?acc_num=wright1566292696557936.

    MLA Style (8th edition)

  • Bryant-Lees, Kinsey. "Clarifying Personality Measurement in Selection: Applying Item Response Trees to distinguish between Trait Level, Adaptability, and Traitedness." Doctoral dissertation, Wright State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=wright1566292696557936

    Chicago Manual of Style (17th edition)

wright1566292696557936
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© 2019, all rights reserved.
This open access ETD is published by Wright State University and OhioLINK.