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The Big-Five Structured Interview: D...

Rybicki, Suzan Leigh.

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The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	The Big-Five Structured Interview: Development and investigation of construct and interviewer validity./
Author:	Rybicki, Suzan Leigh.
Description:	105 p.
Notes:	Director: Robert T. Hogan.
Contained By:	Dissertation Abstracts International59-03B.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9826135
ISBN:	0591785315

The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.
Rybicki, Suzan Leigh.

The Big-Five Structured Interview: Development and investigation of construct and interviewer validity. - 105 p.

Director: Robert T. Hogan.

Thesis (Ph.D.)--The University of Tulsa, 1998.

This research describes the development of a structured interview designed to assess the Five-Factor Model (FFM), called the Big-Five Structured Interview (BFSI), and investigates construct and interviewer validity.

ISBN: 0591785315Subjects--Topical Terms:

520063
Psychology, Industrial.

The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.
LDR:03579nam 2200337 a 45 001 927305
005 20110425
008 110425s1998 eng d
020 $a 0591785315
035 $a (UnM)AAI9826135
035 $a AAI9826135
040 $a UnM $c UnM
100 1 $a Rybicki, Suzan Leigh. $3 1250862
245 1 0 $a The Big-Five Structured Interview: Development and investigation of construct and interviewer validity.
300 $a 105 p.
500 $a Director: Robert T. Hogan.
500 $a Source: Dissertation Abstracts International, Volume: 59-03, Section: B, page: 1400.
502 $a Thesis (Ph.D.)--The University of Tulsa, 1998.
520 $a This research describes the development of a structured interview designed to assess the Five-Factor Model (FFM), called the Big-Five Structured Interview (BFSI), and investigates construct and interviewer validity.
520 $a The development of the BFSI progressed through six steps. First, personality-based job analyses were conducted using the Performance Improvement Characteristics and the Hogan Descriptive Adjective Inventory to determine the important personality-based requirements for the job. Second, using these results, interview questions were developed to assess six personality dimensions: Even-Temperedness, Initiative, Sociable, Consideration, Rule-Abiding, and Originality. Third, seven-point behaviorally anchored rating scales were developed by subject matter experts for each interview question. Fourth, interview questions and their behaviorally anchored rating scales were reviewed for comprehensibility. Fifth, interview questions were piloted on a sample of employed adults. Finally, an interviewer guide was developed to provide instructions and directions on asking interview questions, taking notes, making evaluations, and documenting interviewers' decisions.
520 $a The research sample consisted of 201 interviewees who were applying for a correctional officer position in a large state correctional facility. Seventy applicants passed several selection hurdles and were invited to participate in the correctional officer training academy.
520 $a To evaluate the construct validity of the BFSI, Pearson product-moment correlations were computed between the BFSI dimensions and (a) a cognitive ability test, (b) a paper-and-pencil measure of the Big-Five (Hogan Personality Inventory; HPI), (c) ratings of non-cognitive training performance, (d) academic training performance, and (e) ratings of contextual performance. Results show: (1) all BFSI dimensions, except Originality, do not reflect cognitive ability; (2) some BFSI dimensions converge with their intended FFM constructs; (3) some BFSI dimensions predict non-cognitive and academic training performance; and (4) the BFSI Rule-Abiding dimension is negatively related to contextual performance.
520 $a To examine interviewer validity, Pearson product-moment correlations were computed between individual interviewers' BFSI ratings and (a) ratings of non-cognitive training performance, (b) academic training performance, and (c) scores on the HPI. Results indicate that there are individual differences in interviewers' ability to (a) determine who will excel on the job and (b) assess accurately the intended Big-Five constructs.
590 $a School code: 0236.
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Psychology, Personality. $3 1017585
650 4 $a Psychology, Psychometrics. $3 1017742
690 $a 0624
690 $a 0625
690 $a 0632
710 2 0 $a The University of Tulsa. $3 1020226
773 0 $t Dissertation Abstracts International $g 59-03B.
790 $a 0236
790 1 0 $a Hogan, Robert T., $e advisor
791 $a Ph.D.
792 $a 1998
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9826135