Weitere Artikel dieser Ausgabe durch Wischen aufrufen
As the usage of unproctored Internet testing (UIT) rises, new methods of mitigating challenges associated with UIT have been proposed. We suggest that one of the most promising methods is computer adaptive testing (CAT), and is a major advancement in pre-employment testing. CAT combines science and technology to help deliver a targeted and secure testing experience. In this article, we describe the use of CAT in organizations and highlight examples of how CAT has been applied to the measurement of cognitive ability, knowledge, and personality traits. We also set out a research agenda that will advance the development and implementation of future CATs.
Bitte loggen Sie sich ein, um Zugang zu diesem Inhalt zu erhalten
Sie möchten Zugang zu diesem Inhalt erhalten? Dann informieren Sie sich jetzt über unsere Produkte:
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1–26. CrossRef
Beaty, J. C., Dawson, C. R., Fallaw, S. S., & Kantrowitz, T. M. (2009). Recovering the scientist-practitioner model: How IOs should respond to UIT. Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 58–63.
Beaty, J. C., Nye, C., Borneman, M., Kantrowitz, T. M., Drasgow, F., & Grauer, E. (2011). Proctored versus unproctored internet tests: Are unproctored tests as predictive of job performance? International Journal of Selection and Assessment, 19, 1–10. CrossRef
Borman, W. C., Houston, J. S., Schneider, R. J., & Ferstl, K. L. (2005). Adaptive personality scales: The concept and initial validation results. Presented at the 47th International Military Testing Association Conference, Singapore.
Drasgow, F., Chernyshenko, O.S., & Stark, S. (2010a). 75 years after Likert: Thurstone was right! Industrial and Organizational Psychologist, 465–476.
Drasgow, F., Chernyshenko, O. S., & Stark, S. (2010b). Tailored Adaptive Personality Assessment System (TAPAS). Urbana, IL: Authors.
Dawson, C. R., Wade, K. R., & Daniell, S. (2009). Data driven selection: Development and program success measurement. In J. Steffensmeier (Chair), Data driven decisions: Merging I-O psychology methods and practice. Symposium presented at the 24th annual conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
Egberink, I. J. L., & Veldkamp, B. P. (2007). The development of a computerized adaptive test for integrity. Poster presented at the Conference on Computerized Adaptive Testing, Minneapolis, MN.
Fetzer, M. S. (2009). Validity and utility of computer adaptive testing in personnel selection. Symposium presented at the 24th annual conference of the Society for Industrial and Organizational Psychology, New Orleans, LA.
Gibby, R., & McCloy, R. A. (2011). Computerized adaptive testing. In N. Tippins and S. Adler (Eds.), Technology enhanced assessments. San Francisco: Wiley.
Gibby, R. E., Pratt, A. K., Biga, A., Sears, L. E., Gradshtein, M., Schlessman, B. (2010). Verification of unproctored online noncognitive and adaptive cognitive tests. In J. Weiner (Chair), Verification of unproctored online testing: Considerations and research. Paper presented at the annual conference of the Society for Industrial and Organizational Psychology, Atlanta, GA.
Gutierrez, S. L., Grelle, D., & Borneman, M. (2009). Computer adaptive measures of cognitive ability: Validity and Utility. In M. S. Fetzer (Chair), Validity and utility of computer adaptive testing in personnel selection. Symposium conducted at the 24th annual Society for Industrial and Organizational Psychology conference, New Orleans, LA.
Hough, L. M., & Oswald, F. L. (2008). Personality testing and I-O psychology: Reflections, progress and prospects. Industrial and Organizational Psychology: Perspectives on Science and Practice, 1, 272–290. CrossRef
Houston, J. S., Borman, W. C., Farmer, W. L., & Bearden, R. M. (2005). Development of the Enlisted Computer Adaptive Personality Scales (ENCAPS) for the United States Navy, Phase 2 (Institute Report #503). Minneapolis, MN: Personnel Decisions Research Institutes, Inc.
Hunter, J. E. (1983). A causal analysis of cognitive ability, job knowledge, job performance, and supervisor ratings. In F. Landy, S. Zedeck, & J. Cleveland (Eds.), Performance measurement and theory. London: Erlbaum.
Hunter, J. E., & Hunter, R. F. (1984). Validity and utility of alternative predictors of job performance. Psychological Bulletin, 96, 72–98. CrossRef
Kantrowitz, T. M., McLellan, R., Borman, W., Houston, J., & Schneider, R. (2009). Validation of computer adaptive personality scales for commercial use. In M. Fetzer (Chair) Validity and utility of computer adaptive testing in personnel selection. Paper presented at the annual meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA.
Kantrowitz, T. M., & Tuzinski, K. A. (2010). The ideal point model in action: How the use of computer adaptive personality scales benefits organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 507–510. CrossRef
Maynes, D. (2010). Research in test security: The latest research in test security data analysis. In Symposium presented at the 11th annual conference of the Association of Test Publishers, Orlando, FL.
Mead, A. D., Fleischer, A., & Sergent, J. D. (2009). Multidimensional adaptive personality assessment: A real- data confirmation. Paper presented at the 2008 GMAC Conference on Computerized Adaptive Testing in Minneapolis, MN.
Morgenson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmidt, N. (2007). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60, 683–729. CrossRef
O’Connell. (2009, January 7). Tests for dwindling retail jobs spawns a culture of cheating, p. A1
Ree, M. J., Earles, J. A., & Teachout, M. S. (1994). Predictive job performance: Not much more than g. Journal of Applied Psychology, 79, 518–524. CrossRef
Schmitt, N., & Chan, D. (1998). Personnel selection: A theoretical approach. Thousand Oaks, CA: Sage.
Schneider, R. J., Ferstl, K. L., Houston, J. S., Borman, W. C., Lords, A. O., & Bearden, R. M. (2006). Revision and expansion of Navy Computer Adaptive Personality Scales (NCAPS) (Institute Report #550). Minneapolis, MN: Personnel Decisions Research Institutes, Inc.
Tippins, N. T. (2009). Internet alternatives to traditional proctored testing: Where are we now? Industrial and Organizational Psychology: Perspectives on Science and Practice, 2, 2–10. CrossRef
Underhill, C. M., Lords, A. O., & Bearden, R. M. (2006, October). Fake resistance of a forced choice paired-comparisons personality measure. Paper presented at the Annual Meeting of the International Military Testing Association, Kingston, Canada.
- Computer Adaptive Testing (CAT): A Faster, Smarter, and More Secure Approach to Pre-Employment Testing
Tracy M. Kantrowitz
Craig R. Dawson
Michael S. Fetzer
- Springer US
Neuer Inhalt/© Stellmach, Neuer Inhalt/© Maturus, Pluta Logo/© Pluta, digitale Transformation/© Maksym Yemelyanov | Fotolia