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Originalia

Validität des BIP und des NEO-PI-R

Wie geeignet sind ein berufsbezogener und ein nicht explizit berufsbezogener Persönlichkeitstest zur Erklärung von Berufserfolg?

Published Online:October 03, 2006https://doi.org/10.1026/0932-4089.50.3.135

Abstract

Zusammenfassung. Die vorliegende Studie untersuchte die konkurrente Validität eines explizit berufsbezogenen (BIP) und eines allgemeinen Persönlichkeitsverfahrens (NEO-PI-R) zur Erklärung objektiver und subjektiver Berufserfolgskriterien. Als objektive Kriterien wurden Bruttoeinkommen und Berufsstatus erhoben, stellen- sowie umfeldbezogene Arbeitszufriedenheit und der subjektiv eingeschätzte Berufserfolg dienten hingegen als subjektive Kriterien des beruflichen Erfolges. Anhand einer Stichprobe berufstätiger Erwachsener wurde einerseits die Validität der beiden Persönlichkeitstests separat untersucht, andererseits wurde der inkrementelle Anteil bestimmt, den BIP und NEO-PI-R zur Varianzaufklärung über den jeweils anderen Test hinaus lieferten. Unter Kontrolle verschiedener mit Berufserfolg in Beziehung stehender Variablen (Alter, Geschlecht, Ausbildungsniveau, Durchschnittsnote, Dauer der Tätigkeit) leisteten beide Verfahren bedeutsame Beiträge zur Erklärung der Varianz objektiver und subjektiver Berufserfolgskriterien. Darüber hinaus leisteten beide Inventare vergleichbare Beiträge zur Varianzaufklärung über das jeweils andere Verfahren hinaus. Auch in Bezug auf die von den Teilnehmern beurteilte Akzeptanz unterschieden sich die beiden Verfahren nicht substanziell voneinander. Implikationen dieser Befunde werden in Hinblick auf bisherige Ergebnisse zum Zusammenhang zwischen Persönlichkeitsvariablen und Berufserfolg diskutiert.


Validity of the BIP and the NEO-PI-R: How suitable are an explicitly job-oriented and a general personality test for the explanation of career success?

Abstract. The present study examined the concurrent validity of an explicitly job-oriented personality test (BIP) and a general measure of personality (NEO-PI-R) for the explanation of objective and subjective career success. Income and occupational status were conceptualized as objective criteria, whereas job-focused and context-focused work satisfaction and subjective occupational success were assessed to measure subjective criteria of career success. In a sample of working adults the validity of the two personality tests was investigated separately. In addition, incremental validity of the BIP and the NEO-PI-R over one another was assessed. After controlling for variables related to career success (age, sex, level of education, grade point average, tenure), both personality tests contributed significantly to the explanation of objective and subjective indicators of career success. Furthermore, both inventories explained similar amounts of incremental variance of career success beyond one another. With regard to the acceptance of NEO-PI-R and BIP as judged by the participants, the two tests did not differ significantly. Implications of these findings are discussed in relation to previous results concerning the relation between personality and career success.

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