Investigating the impact of negatively keyed statements on multidimensional forced-choice personality measures: A comparison of partially ipsative and IRT scoring methods

Lee, Philseok; Joo, Seang‐Hwane; Zhou, Steven; Son, Mina

doi:10.1016/j.paid.2022.111555

Cited by 8 publications

(1 citation statement)

References 64 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…TIRT's applicability in various settings has been tested using simulations and empirical studies by many scholars [ 5 , 7 , [37] , [38] , [39] , [40] , [41] ]. On the one hand, these studies indicated that TIRT has overcome the ipsative issue in conventional scoring to some extent, has improved measurement accuracy compared to conventional scoring, and is closer to the results of the Likert single stimulus scale [ 42 ]; on the other hand, they also indicated that in order to show better properties than conventional scoring, TIRT requires more restrictions on the test design [ 34 ].…”

Section: Irt Model For Multidimensional Forced Choice Testmentioning

confidence: 99%

Multidimensional IRT for forced choice tests: A literature review

Nie,

Xu,

2024

Heliyon

View full text Add to dashboard Cite

Section: Irt Model For Multidimensional Forced Choice Testmentioning

confidence: 99%

Multidimensional IRT for forced choice tests: A literature review

Nie,

Xu,

2024

Heliyon

View full text Add to dashboard Cite

Examining gender differences in the use of multidimensional forced‐choice measures of personality in terms of test‐taker reactions and test fairness

Zhou,

Lee,

Fyffe

2024

Human Resource Dev Quarterly

View full text Add to dashboard Cite

Human resource (HR) practices have been focused on using assessments that are robust to faking and response biases associated with Likert‐type scales. As an alternative, multidimensional forced‐choice (MFC) measures have recently shown advances in reducing faking and response biases while retaining similar levels of validity to Likert‐type measures. Although research evidence supports the effectiveness of MFC measures, fairness issues resulting from gender biases in the use of MFC measures have not yet been investigated in the literature. Given the importance of gender equity in HR development, it is vital that new assessments improve upon known gender biases in the historical use of Likert‐type measures and do not lead to gender discrimination in HR practices. In this vein, our investigation focuses specifically on potential gender biases in the use of MFC measures for HR development. Specifically, our study examines differential test‐taker reactions and differential prediction of self‐assessed leadership ability between genders when using the MFC personality measure. In an experimental study with college students, we found no evidence of gender differences in test‐taker reactions to MFC measures. In a second cross‐sectional study with full‐time employees, we found evidence of intercept differences, such that females were frequently underpredicted when using MFC personality measures to predict self‐assessed leadership ability. Moreover, the pattern of differential prediction using MFC measures was similar to that of Likert‐type measures. Implications for MFC personality measures in applied practice are discussed.

show abstract