Internal Consistency and Concurrent Validity for the Critical Hire-Personality Assessment: A Replication Study with Correctional Officers

Tony Tatman

Abstract


The Critical Hire – Personality Assessment (CH-PA) is a pre-employment personality assessment developed for law enforcement and correctional officer applicants. This study replicated findings provided by Tatman (2019) regarding the CH-PA's internal consistency and concurrent validity when compared to the NEO Personality Inventory-Revised. Results obtained in this study are consistent with findings obtained by Tatman (2019) and provide supporting evidence for the reliability and concurrent validity for the CH-PA when used with a sample of correctional officer applicants.


Full Text:

PDF

References


American Probation and Parole Association (2006). Peace officer status of probation and parole officers. Retrieved from https://www.appa-net.org/eweb/Resources/Surveys/National_Firearms/docs/Peace_Officer_Status_2006_10.pdf

Barrick, M. R., & Mount, M. K. & Judge, T. A. (2001). The FFM personality dimensions and job performance: Meta-analysis of meta-analyses. International Journal of Selection and Assessment, 9, 9-30. https://doi.org/10.1111/1468-2389.00160

Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26. https://doi.org/10.1111/j.1744-6570.1991.tb00688.x

Black, J. (2000). Personality testing and police selection: Utility of the “Big Five.” New Zealand Journal of Psychology, 29, 2-9.

Corey, D. M., & Borum, R. (2013). Forensic assessment for high-risk occupations. In R. K. Otto & I. B. Weiner (Eds.), Forensic psychology (pp. 246-270). Hoboken, NJ: John Wiley & Sons, Inc. https://doi.org/10.1002/9781118133880.hop211011

Costa, P. T., Jr., & McCrae, R. R. (1992) NEO PI-R professional manual. Odessa, FL: Psychological Assessment Resources.

Detrick, P., & Chibnall, J. T. (2006). NEO PI-R personality characteristics of high-performing entry-level police officers. Psychological Services, 3(4), 274-285. https://doi.org/10.1037/1541-1559.3.4.274

Detrick, P., & Chibnall, J. T. (2013). Revised NEO Personality Inventory normative data for police officer selection. Psychological Services, 10(4), 372-377. https://doi.org/10.1037/a0031800

Detrick, P., Chibnall, J. T., & Luebbert, M. C. (2004). The Revised NEO Personality Inventory as predictor of police academy performance. Criminal Justice and Behavior, 31(6), 676-694. https://doi.org/10.1177/0093854804268751

Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41, 417-440. https://doi.org/10.1146/annurev.ps.41.020190.002221

Furnham, A., & Fudge, C. (2008). The Five Factor Model of Personality and sales performance. Journal of Individual Differences, 29, 11-16. https://doi.org/10.1027/1614-0001.29.1.11

Garbarino, S., Chiorri, C., & Magnavita, N. (2014). Personality traits of the Five-Factor Model are associated with work-related stress in special force police officers. International Archives of Occupational and Environmental Health, 87(3), 295-306. https://doi.org/10.1007/s00420-013-0861-1

Goldberg, L. R. (1993). The structure of phenotypic personality traits. American Psychologist, 48, 26-34. https://doi.org/10.1037/0003-066X.48.1.26

Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85(6), 869-879. https://doi.org/10.1037/0021-9010.85.6.869

Louw, G. J. (2014). Burnout, vigour, big five personality traits and social support in a sample of police officers. SA Journal of Industrial Psychology, 40(1). https://doi.org/10.4102/sajip.v40i1.1119

Mount, M. K., Barrick, M. R., & Stewart, G. L. (1998). Five-factor model of personality and performance in jobs involving interpersonal interactions. Human Performance, 11(2-3), 145-165. https://doi.org/10.1207/s15327043hup1102&3_3

Oh, I.-S., Wang, G., & Mount, M. K. (2011). Validity of observer ratings of the Five Factor Model of Personality traits: A meta-analysis. Journal of Applied Psychology, 96(4), 762-773. https://doi.org/10.1037/a0021832

Ones, D. S., Dilchert, S., Viswesvaran, C., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60(4), 995-1027. https://doi.org/10.1111/j.1744-6570.2007.00099.x

Reaves, B. A. (2010). Local police departments, 2007. (NCJ Publication No. 231174). Retrieved from US Department of Justice, Office of Justice Programs, Bureau of Justice Statistics website: https://www.bjs.gov/content/pub/pdf/lpd07.pdf

Rothmann, S., & Coetzer, E. P. (2003). The big five personality dimensions and job performance. SA Journal of Industrial Psychology, 29(1). https://doi.org/10.4102/sajip.v29i1.88

Salgado, J. F. (2002). The Big Five personality dimensions and counterproductive behaviors. International Journal of Selection and Assessment, 10(1/2), 117-125. https://doi.org/10.1111/1468-2389.00198

Tatman, A. W. (2019). Initial Reliability and Validity of the Critical Hire-Personality Assessment. Corrections: Policy, Practice and Research. https://doi.org/10.1080/23774657.2019.1699477

Tett, R. P., Jackson, D. N., & Rothstein, M. (1991). Personality measures as predictors of job performance: A meta-analytical review. Personnel Psychology, 44(4), 703-742. https://doi.org/10.1111/j.1744-6570.1991.tb00696.x

Tippins, N., Sackett, P., & Oswald, F. L. (2018). Principles for the Validation and Use of Personnel Selection Procedures. Industrial and Organizational Psychology, 11(S1), 1-97. https://doi.org/10.1017/iop.2018.195

Uniform Guidelines on Employee Selection Procedure (1978); 43 FR 38295 (August 25, 1978). Retrieved from http://uniformguidelines.com/uniformguidelines.html#20

Wiggins, J. S. (1996). The five-factor model of personality: Theoretical Perspectives. New York, NY: The Guilford Press.




DOI: https://doi.org/10.5296/ijhrs.v10i3.16907

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.

Copyright © Macrothink Institute   ISSN 2162-3058

'Macrothink Institute' is a trademark of Macrothink Institute, Inc.