Validating a personality test. Assessments with Only Face Validity.



Validating a personality test

Validating a personality test

The reliability and validity evidence indicates that the IML may confidently use the DISC in their effort to better understand the personality style of individuals in the workplace environment. It is a judgment based on evidence about the appropriateness of inferences draw from test scores. Therefore, validation, involves the process of developing a sound, scientifically-based argument that will support the intended use of the scores or classifications derived from using the instrument.

The process of test or instrument validation involves conducting investigations and accumulating evidence to provide a sound framework for the proposed score or classification interpretations.

The score interpretations are theoretically linked to the theoretical underpinnings or construct that the instrument purports to be measuring.

Within the context of the present study, the underlying factor structure of the DISC is theoretically represented by four factors or latent constructs first proposed by William Marston These four factors dimensions are: Therefore, the latent factor structure underlying the DISC instrument is multidimensional and consists of certain items within the total twenty-four items that reflect a particular piece of the multidimensional structure of the DISC theory. Finally, the validity of an intended interpretation of test scores or classification outcomes relies collectively on adequate score reliability, appropriate test administration, accurate scoring and scaling, and cultural fairness to examinees.

DISC Profiles Establishing evidence for the validity of a particular psychological or educational instrument, scale or test is likely to be the most important aspect of instrument development. A purposive sampling strategy was employed with respondents obtained from the social service and counseling field, and ranging in job position from entry level administrative to National Executive Director.

The final sample obtained was cross-sectional representing seven different regions across the United States in 26 separate locations Northeast, Midwest, South, and Southwest. All of the subjects had attained a minimum of 12 years of formal education with most having 16 years.

Three hundred thirty one survey instruments were completed and returned for analysis. The internal consistency reliability of the scores obtained on the DISC was calculated using coefficient alpha a for each of the four subscales Dominance, Influence, Steadiness, Compliance and overall for the total scale. Results of the reliability analyses were observed to be: Finally, the Kappa coefficient, an agreement statistic that statistically adjusts for capitalization due to chance was also calculated.

The underlying factor structure of the DISC is theoretically represented by four factors or latent constructs first proposed by William Marston Therefore, the latent factor structure underlying the DISC instrument is multidimensional and consists of certain items within the total twenty-four items representing a particular piece of the multidimensional structure of the DISC theory.

Content validity evidence refers specifically to themes, wording with current cultural issues in mind, item formats, tasks, and guidelines for administration and scoring. In the present study, evidence for appropriate content validity was established by qualified experts at the Institute for Motivational Living by compiling a series of statements and traits that are universally accepted as the basis for the four DISC styles.

To extend the content validation process, a group of 12 certified behavior analysts were asked to rate themselves using this survey instrument as well as have their colleague review their choices to ensure congruence between how the analysts rated themselves using the DISC related to how others observed their behavior. Finally, since this validation study was conducted within the context of a workplace setting or environment, the Bair Foundation National Office began the study by taking 25 people from the National Office and had them take the 24 item DISC.

This step served as baseline or pilot information for the study as well as provided an orientation to the instrument to the Bair Foundation who provided access to the overall sample. As previously discussed, the underlying structure of the DISC is multidimensional in nature and is composed of four subscales each representing a separate but correlated dimension of personality style.

The Q — Technique factor analytic method is particularly appropriate for the study of classifying individuals based on preferences or systems of typology — such as in personality assessment. The inherent nature of the forced-choice measurement approach make traditional factor analytic techniques R — technique often inappropriate due to the correlated nature of the item formats and also because of the distributional shapes of the data obtained from respondents.

To account for this artifact, a modified scaling approach to the items was employed by the author thereby allowing for the exploratory preliminary investigation of the theoretical factor structure using structural equation modeling.

Several fit indices were used as indicators for the goodness-of-fit of the DISC structural equation model. For the four-factor DISC model evaluated herein, the following fit statistics were observed: Classical true score model estimates of internal consistency reliability were found to be consistent with previous reliability estimates for the IML DISC instrument. Furthermore, the development process that the IML organization adhered to for the item selection and refinement are closely aligned with the Standards for Educational and Psychological Testing extending support for the collective validation process.

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Validating a personality test

The reliability and validity evidence indicates that the IML may confidently use the DISC in their effort to better understand the personality style of individuals in the workplace environment. It is a judgment based on evidence about the appropriateness of inferences draw from test scores. Therefore, validation, involves the process of developing a sound, scientifically-based argument that will support the intended use of the scores or classifications derived from using the instrument.

The process of test or instrument validation involves conducting investigations and accumulating evidence to provide a sound framework for the proposed score or classification interpretations. The score interpretations are theoretically linked to the theoretical underpinnings or construct that the instrument purports to be measuring. Within the context of the present study, the underlying factor structure of the DISC is theoretically represented by four factors or latent constructs first proposed by William Marston These four factors dimensions are: Therefore, the latent factor structure underlying the DISC instrument is multidimensional and consists of certain items within the total twenty-four items that reflect a particular piece of the multidimensional structure of the DISC theory.

Finally, the validity of an intended interpretation of test scores or classification outcomes relies collectively on adequate score reliability, appropriate test administration, accurate scoring and scaling, and cultural fairness to examinees.

DISC Profiles Establishing evidence for the validity of a particular psychological or educational instrument, scale or test is likely to be the most important aspect of instrument development. A purposive sampling strategy was employed with respondents obtained from the social service and counseling field, and ranging in job position from entry level administrative to National Executive Director.

The final sample obtained was cross-sectional representing seven different regions across the United States in 26 separate locations Northeast, Midwest, South, and Southwest. All of the subjects had attained a minimum of 12 years of formal education with most having 16 years.

Three hundred thirty one survey instruments were completed and returned for analysis. The internal consistency reliability of the scores obtained on the DISC was calculated using coefficient alpha a for each of the four subscales Dominance, Influence, Steadiness, Compliance and overall for the total scale. Results of the reliability analyses were observed to be: Finally, the Kappa coefficient, an agreement statistic that statistically adjusts for capitalization due to chance was also calculated.

The underlying factor structure of the DISC is theoretically represented by four factors or latent constructs first proposed by William Marston Therefore, the latent factor structure underlying the DISC instrument is multidimensional and consists of certain items within the total twenty-four items representing a particular piece of the multidimensional structure of the DISC theory.

Content validity evidence refers specifically to themes, wording with current cultural issues in mind, item formats, tasks, and guidelines for administration and scoring.

In the present study, evidence for appropriate content validity was established by qualified experts at the Institute for Motivational Living by compiling a series of statements and traits that are universally accepted as the basis for the four DISC styles. To extend the content validation process, a group of 12 certified behavior analysts were asked to rate themselves using this survey instrument as well as have their colleague review their choices to ensure congruence between how the analysts rated themselves using the DISC related to how others observed their behavior.

Finally, since this validation study was conducted within the context of a workplace setting or environment, the Bair Foundation National Office began the study by taking 25 people from the National Office and had them take the 24 item DISC. This step served as baseline or pilot information for the study as well as provided an orientation to the instrument to the Bair Foundation who provided access to the overall sample.

As previously discussed, the underlying structure of the DISC is multidimensional in nature and is composed of four subscales each representing a separate but correlated dimension of personality style. The Q — Technique factor analytic method is particularly appropriate for the study of classifying individuals based on preferences or systems of typology — such as in personality assessment.

The inherent nature of the forced-choice measurement approach make traditional factor analytic techniques R — technique often inappropriate due to the correlated nature of the item formats and also because of the distributional shapes of the data obtained from respondents.

To account for this artifact, a modified scaling approach to the items was employed by the author thereby allowing for the exploratory preliminary investigation of the theoretical factor structure using structural equation modeling. Several fit indices were used as indicators for the goodness-of-fit of the DISC structural equation model. For the four-factor DISC model evaluated herein, the following fit statistics were observed: Classical true score model estimates of internal consistency reliability were found to be consistent with previous reliability estimates for the IML DISC instrument.

Furthermore, the development process that the IML organization adhered to for the item selection and refinement are closely aligned with the Standards for Educational and Psychological Testing extending support for the collective validation process.

Validating a personality test

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5 Comments

  1. The Achiever employment assessment has been established and validated in accordance with the procedures described in "Standards for Educational and Psychological Testing," which is referred to in paragraph 2

  2. We have recently started using a tool called PDP thru Predix and it helps us define a job model with success indicators at the beginning of each search. Standard errors of measure SEM is an indication of the consistency of an instrument based on its own point scale. Depends on the confidence level?

  3. Especially if the standard hiring practices before were resume reviews, unstructured interviews, and education levels which equate to an average coefficient of less than a.

  4. Note from the staff at DiscoveryReport. Do you measure your performance by how you look, how you score or how much you improve each time you play?

  5. I once visited a web site that used this tactic very effectively. In this example, the intended use is quite clear to measure communication styles.

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