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Models and Personality Traits in Occupational Psychological Testing
Author(s) -
Kline Paul
Publication year - 1995
Publication title -
international journal of selection and assessment
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.812
H-Index - 61
eISSN - 1468-2389
pISSN - 0965-075X
DOI - 10.1111/j.1468-2389.1995.tb00026.x
Subject(s) - psychology , personality , univariate , variance (accounting) , scrutiny , big five personality traits , social psychology , test (biology) , personality assessment inventory , alternative five model of personality , varimax rotation , personality test , applied psychology , statistics , psychometrics , clinical psychology , test validity , big five personality traits and culture , mathematics , multivariate statistics , cronbach's alpha , accounting , paleontology , political science , law , business , biology
From a study of methods of test construction – criterion‐keying, item analytic, factor analytic and using item characteristic curves – it is shown that, in the sphere of personality tests, only factor analytic methods can ensure univariate measures. A further scrutiny of factor analytic methodology reveals various technical defects which have created a chaos of different findings and factors in personality inventories. It is finally demonstrated that rotation to simple structure yields reliable and replicable factors and that when this is done, four or five factors account for most of the variance in personality inventories. It is concluded that in occupational testing only tests measuring these factors, or primary factors clearly related to them, should be used.