Título: Evaluación adaptativa informatizada del clima organizacional. Resumen: Los Tests Adaptativos Informatizados (CAT) constituyen un gran avance en el campo de la evaluación de las ciencias sociales y de la salud. Es interesante incorporar este desarrollo metodológico al campo de la psicología organizacional. El objetivo de esta investigación es desarrollar un CAT para evaluar el clima organizacional. Para ello, se construyó un banco de 160 ítems, que se administró a una muestra de 3163 trabajadores (M = 51,90 años; DT = 6,28 años). Los resultados muestran que el CAT funciona de manera eficiente para los tres bancos de ítems utilizados (150, 130 y 50 ítems). La función de información muestra que el rasgo latente se mide con una precisión similar en todo el rango de valores. La correlación entre las puntuaciones obtenidas con el CAT, los tres bancos de ítems y la escala CLIOR de clima organizacional fue superior a 0,90 en todos los casos (ET <0,32). Con una precisión fiajada en ET <0,32, el CAT de 150 ítems utiliza una media de 22,5 ítems (DT = 13,5). El CAT desarrollado permite una evaluación útil y precisa del clima organizacional en contextos organizacionales. Palabras clave: clima organizacional, tests adaptativos informatizados, teoría de respuesta a los ítems, evaluación. Abstract:Computerized Adaptive Tests (CAT) constitutes a major advance in the field of the assessment of social sciences and health. It is interesting to incorporate this methodological development to organizational field. The objective of this research is to develop a CAT for evaluating the organizational climate. In order to do this, a bank of 160 items was constructed, which was administered to a sample of 3,163 workers (M age= 51.90 years; SD= 6.28 years). The results show that the CAT works efficiently for the three item banks used (150, 130 and 50 items). The information function shows that the latent trait in the whole range of values is measured with similar accuracy. The correlation between the scores obtained with the CAT, the three item banks and the CLIOR scale of organizational climate was higher than .90 in all cases (SE<0.32). With a SE< 0.32, the 150 item CAT uses a mean of 22.5 items (SD = 13.5 items). The CAT developed allows an accuracy and useful assessment of the organizational climate on organizational settings and research.

Current availability of computers has led to the use of a new series of response formats that are an alternative to the classical dichotomic format, and to the recovery of other formats, like the case of the answer-until-correct (AUC) format, whose efficient administration requires this kind of technology. The goal of the present study is to determine whether the use of the AUC format improves test reliability and validity in comparison to the classical dichotomic format. Three samples of 174, 431, and 1,446 Spanish students from secondary education, professional training, and high school, ages between 13 and 20 years, were used. A 100-item test and a 25-item test that assessed knowledge of Universal History were used, both tests administered by Internet with the AUC format. There were 56 experimental conditions, resulting from the manipulation of eight scoring models and seven test lengths. The data were analyzed from the perspective of the Classical Test Theory and also with Item Response Theory (IRT) models. Reliability and construct validity, analyzed from the classic perspective, did not seem to improve significantly when using the AUC format; however, when assessing reliability with the Information Function obtained by means of IRT models, the advantages of the AUC format versus the dichotomic format become clear. For low levels of the trait assessed, scores obtained with the AUC format provide more information than scores obtained with the dichotomic format. Lastly, these results are commented on, and the possibilities and limits of the AUC format in highly computerized psychological and educational contexts are analyzed.