Frame-of-Reference Effects on Personality Scale Scores and Criterion-Related Validity

• Published in: Journal of applied psychology Vol. 80; no. 5; pp. 607 - 620
• Main Authors: Schmit, Mark J, Ryan, Ann Marie, Stierwalt, Sandra L, Powell, Amy B
• Format: Journal Article
• Language: English
• Published: Washington, DC American Psychological Association 01-10-1995; American Psychological Association, etc
• Subjects: Biological and medical sciences; Employees; Fundamental and applied biological sciences. Psychology; Human; Influences; Interviews; Inventories; Occupational psychology; Organizational structure; Personality; Personality Measures; Personality tests; Personnel Selection; Psychological aspects; Psychology; Psychology. Psychoanalysis. Psychiatry; Psychology. Psychophysiology; Psychometrics; Questionnaires; Scores; Self image; Statistical analysis; Test Items; Test Validity; Validity; Working Conditions; Human; NEO Personality Inventory Costa McCrae; Validity; Occupational selection; Personality test; Methodology; Adult; Psychometrics; Methodological bias; Instruction; Staff recruitment; Testing
• ISSN: 0021-9010; 1939-1854
• DOI: 10.1037/0021-9010.80.5.607

Increased use of personality inventories in employee selection has led to concerns regarding factors that influence the validity of such measures. A series of studies was conducted to examine the influence of frame of reference on responses to a personality inventory. Study 1 involved both within-subject and between-groups designs to assess the effects of testing situation (general instructions vs. applicant instructions) and item type (work specific vs. noncontextual) on responses to the NEO Five-Factor Inventory (
P. T. Costa & R. R. McCrae, 1989
).
Results indicated that a work-related testing context and work-related items led to more positive responses. A second study found differences in the validity of a measure of conscientiousness, depending on the frame of reference of respondents. Specifically, context-specific items were found to have greater validity. Implications for personnel selection are discussed.