Psychometric Testing & HRM Blog

Using #Psychometric Tests to predict counterproductive work behaviour

March 11th, 2011

Personality and counterproductive work behaviour

Using conservation of resources theory to narrow the profile of deviant employees.

We leverage conservation of resources (COR) theory to explain how conscientiousness and emotional stability (ES) are associated with resource management strategies that may reflect instrumentally driven counterproductive work behaviour (CWB). Specifically, we investigated how the relationship between conscientiousness and CWB varies as a function of the level of available personal (i.e., ES) and organizationally provided (i.e., experienced job constraints) resources. Results from two surveys administered 4 weeks apart to US employees indicate that the negative relationship between conscientiousness and CWB is positive among employees who are low in ES.

Authors: Lisa M. Penney, Emily M. Hunter, Sara J. Perry

Journal: Journal of Occupational and Organizational Psychology, Volume 84, Issue 1, pages 58–77, March 2011.

Link to Abstract & Artcile: http://onlinelibrary.wiley.com/doi/10.1111/j.2044-8325.2010.02007.x/abstract

This abstract can be found at PsyAsia International’s HRM and Work Psychology/Psychometrics Articles feed at http://www.psyasia.com/hrm_resources.php. PsyAsia offers numerous journal feeds all in one place making it easy to view and navigate the most cutting-edge research in organisational psychology, psychometric testing and HRM.

Journals/feeds listed include the following and we can add more upon your request!

Human Resource Management Journal
HRM Journal
International Journal of HRM
Asia-Pacific Journal of Human Resources
Personnel Review
Cross-Cultural Management
Developing & Learning in Organizations
Job Analsysis Knowledgebase
Feeds from PsychometricAssessment.com
Personnel Psychology
International Journal of Selection & Assessment
Journal of Cross-Cultural Psychology
Journal of Occupational & Organizational Psychology
Psychological Assessment
PsycPORT by APA
Journal of Personality & Social Psychology
Personality at Work Knowledgebase
Informed Psychometrics Knowledgebase

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Proctored Versus Unproctored Internet Psychometric Tests: Are unproctored noncognitive tests as predictive of job performance?

March 8th, 2011

As the usage of unproctored Internet testing (UIT) increases in selection settings, concerns about the validity of such practices must be addressed. While recent examinations of the issue have focused primarily on the practicality, ethics, and potential legal ramifications of UIT, this paper provides an examination of the criterion-related validity of unproctored assessments. Using a database of validity evidence, we examine the predictive validity of several noncognitive assessments (i.e., personality and biodata) with respect to a number of subjective and objective job performance metrics. Results generally indicate that assessments administered in proctored and unproctored settings have similar validities. Limitations of this research and implications for practice are discussed.

View full article here: http://www.ingentaconnect.com/content/bpl/ijsa/2011/00000019/00000001/art00001

This abstract can be found at PsyAsia International’s HRM and Work Psychology/Psychometrics Articles feed at http://www.psyasia.com/hrm_resources.php.

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Complimentary Psychometrics Webinar: Questions HR should and should not ask when “evaluating” Psychometric Tests

February 18th, 2011

PsyAsia International invites you to a complimentary webinar that will cover the questions HR Professionals should and should not ask when evaluating psychometric tests. The facilitator will show you the materials referred to in the questions that you need to ask and show you how to evaluate a test distributor’s response.

This free webinar is open to all HR and related professionals based in Asia. It is not open to competitors.

You’ll go away knowing the top-5 questions to ask when evaluating a psychometric test and how to evaluate those responses at a basic level. You’ll also find out what questions are frequently asked but really should have no bearing in test choice. There will be ample time for participant questions.

Tags: psychometric hrm, psychometric webinar, Psychometrics
Posted in Personality Tests, Psychometric Test Purchase FAQs, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection | No Comments »

Work Performance, Sleep, Circadian Rhythms, Safety & Human Resources Advice

February 16th, 2011

It’s not news that fatigued workers perform less well and are less safe on the job. However, according to the Monitor on Psychology (January 2011), it is more difficult than we think to adjust to shift work or lack of sleep.

This is a pertinent issue. With the demands of the modern workplace, more and more workers play hard after work and sleep less. The lack of sleep not only results in eye bags and wrinkles, but makes the body less effective at reducing toxins and more susceptible to illness and disease. This is true for all regular day workers. For night workers, the dangers are multiplied because they are forcing their body’s circadian rhythm to change. It’s possible to have the circadian rhythm gradually adjust and realign, but for many shift workers, their hours are irregular.

For example, many hotel staff will work overnight one day and then work a day shift the next. The body never has time to realign its rhythm.
Human Resources staff need to take this issue seriously when planning and training because it can lead to safety issues in addition to increased absenteeism, poor moods at work and lower overall performance. There are no permanently effective solutions to this issue, but the following research backed advice may assist:

1. Try to have staff work regular night shifts and educate them as to the importance of trying to keep their circadian rhythms in their adjusted state. They can do this by spending their day off on the same time episodes as their night shift days. This however may not be sellable to the employee who perhaps wants to spend time with friends or go out shopping.

2. For non-shift staff, ensure they understand the effects of not sleeping enough. It impacts on everybody at work due to mood, motivation and performance deficits. Try to make their work more interesting and fun so that they look forward to it each night and thus don’t feel they need to use up every minute of spare time having fun rather than sleeping.

Written and Published by PsyAsia International’s Psychometric Tests and HRM News Team

Tags: HRM, human resources, Performance at Work, shift work and performance, sleep and performance
Posted in HRM, Human Resources Articles (General), Performance at Work | No Comments »

Human Resources, Recruitment & Psychometric Tests: The Right Questions to Ask When Evaluating Personality & Aptitude Tests

February 10th, 2011

Introduction
Those without training in psychometrics can never effectively evaluate a psychometric test.
The following very briefly gives an overview of the questions HR should be asking when contacting test vendors.
This brief presentation is not intended to replace competent training in psychometrics.

What is the test’s rationale?
Is the vendor clear on the model behind the test?
What was the test designed to assess?
Who designed the test?

Technical data: Reliability
How consistently does the test measure what it purports to measure?
Are there documented studies to support for example test-retest reliability and internal consistency reliability? Look for .7 for personality scales and .8 for aptitude.
Does the vendor have a clue as to what you are talking about?

Technical data: Validity
Are there documented studies which show the test is “fit for purpose”?
Is there evidence for criterion validity if you will use the test to predict performance directly? Look for significant and meaningful correlations between test score and performance. How does this compare with competitors?
Is there evidence for construct validity if you will use the test to assess various aspects of personality or aptitude that you will compare to others in the belief that higher scores in these areas will lead to performance in your job? Look for significant correlations between this test and another established test assessing similar constructs.

Other aspects of validity
Content Validity
Face Validity

What about training?
If no training is required it’s either a simple test which may not suit your needs or a test that may lead you to make errors in interpretation and decision-making due to insufficient training!
Who runs the training? Is it an expert in psychology/psychometrics whose competence has been assessed by external bodies (government registration and psychological societies)?

More information
www.psyasia.com Knowledgebase
www.psychometricassessment.com/blog
www.psychometricassessment.com/training
http://dates.psyasia.com
Hong Kong(+852) 8200 6005
Singapore (+65) 6521 3131
Malaysia (+60) 03 2782 6928

Download now or preview on posterous

HR_Evaluates_Psychometric_Tests_-_Right_Questions.pdf (520 KB)

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HR_Psychometric_Tests_Right_Questions.mp4 (9250 KB)

Tags: evaluate psychometric tests, psychometrics in hong kong, psychometrics in singapore
Posted in Personality Tests, Psychometric Test Purchase FAQs, Psychometric Test Training and Accreditation, Psychometric Testing | No Comments »

Psychometric Test Training – BPS Level A & B Certificates in Singapore & Hong Kong – March / August 2011

February 10th, 2011

View all Psychometric Course outlines
View all PsyAsia training course dates
Visit our online learning centre for free and paid training in psychometrics and HRM

In our next blog update…
How performance at work is related to Circadian rhythm.
Follow us via Twitter or Facebook

What you might have missed…
The wrong questions to ask when evaluating psychometric tests.
A 5-minute video presentation with text. View Now

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Happy Year of the Rabbit from PsyAsia #Psychometric & #HR courses closing soon

January 31st, 2011

PsyAsia will be closed for the Lunar New Year Holidays from 3pm on February 2nd to 9am on February 7th. We look forward to continuing to provide Asia’s best Psychometric Tests, Psychometric Training and Human Resource Training and Consultancy services in the year of the Rabbit. We wish you a Happy Lunar New Year!

Training Courses Closing Registration Soon REGISTER

Online Psychometric Test Administration Course: 15-17 February (1700-1830)
Human Resource Management: 22-25 February (the only run this year!)
Behavior-based Interviewing: 15 March (limited places remaining)
Psychometric Assessment at Work/BPS Level A and B: 16-18 & 21-23 March
Identity Personality Test Accreditation: 22-23 March
Saville Consulting Wave Accreditation: 24-25 March

View all courses and dates at http://dates.psyasia.com

Above courses (except online) are all in Singapore and run at the 5-star Conrad Hotel.
Most courses also available in Hong Kong between May and August 2011.

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#Human Resources Evaluates #Psychometric Tests – Questions that are not worth asking!

January 27th, 2011

The WRONG Questions to ask when HR is “Evaluating” Psychometric Tests

Is it a popular test?

A number of poorly developed internet tests are VERY popular but highly UNRELIABLE and not at all VALID!

Likewise, many tests on the market either have low validity overall, or lower validity than a competitor test but may have been adopted by HR for various reasons.

Tests which have been on the market for many years may have become very popular – but do you really want to use tests developed 20 or so years ago?

Can I see a list of clients who use this test?

This may break privacy and confidentiality agreements that test distributors hold with clients.

Some distributors may be happy to break confidence in order to get a sale – do you want to work with such people?

A new test will have a small client list and yet be the best test on the market!

Perhaps a very good test is rather pricey and only used by the most elite?

How long have you been selling the test?

If the test is new then the distributor may only have been selling it for a few months. This has no bearing upon the test’s validity.

Likewise, if a distributor has only just started to sell a well known, established test it has no bearing on the test’s validity.

Is it an easy test to understand?

This question may have some utility in that if the test is hard to understand, you may make selection mistakes. However, the easiest tests to understand usually are based on very simple models that may be unfair to use in predicting human workplace performance. It would be better to opt for more advanced tests that assess a broad range of human aptitudes, talents, motives and competencies and to commit to the necessary training to ensure you can use the test properly.

It’s expensive, perhaps I should go for a cheaper test?

Often, the more expensive tests are so for good reason! They have been developed well by the best in the field over a number of years and have been appropriately validated.

Always ask yourself about the ROI (return on investment). If you could pay $100 and get a 10% chance of choosing the right candidate or $1000 and have a 60% chance of getting the right candidate – which would you prefer? Most CEOs would opt for the $1000. Likewise, paying a little more for a better test will result in a higher likelihood of getting the right candidate as the test will be more reliable and valid.

Can I have a free trial?

Free trials don’t assist at all in evaluating the technical properties of a test.

Sometimes, when given free trials, clients reject a test because it is too long or does not have the questions they were expecting. This is subjective. In order to properly evaluate whether a test will predict the work competencies of importance, one needs to assess the test’s technical properties statistically.

Is it possible to “evaluate” without being trained to do so?

The clear answer is no!

To properly evaluate a test one needs to understand how to assess reliability and validity among other things. This is a difficult issue – in order to buy into a test and get trained on it you want to know it is a good test, yet you can’t fully evaluate a test until you’ve had training on how to evaluate it! You could have a look through PsyAsia’s blogs and psychometric training sites or attend a general psychometric course though.

More information

www.psyasia.com Knowledgebase

www.psychometricassessment.com/blog

www.psychometricassessment.com/training

http://dates.psyasia.com – all psychometric test training course dates in Singapore & Hong Kong as well as Online Training in Psychometrics

Hong Kong(+852) 8200 6005

Singapore (+65) 6521 3131

Malaysia (+60) 03 2782 6928

Download now or watch on posterous

HR_Psychometric_Tests_PsyAsia.mp4 (10449 KB)

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HR_Evaluates_Psychometric_Tests.pdf (475 KB)

Tags: evaluate psychometric tests, hr psychometric testing, Human Resoures, psychometric test
Posted in HRM Training, Personality Tests, Psychometric Test Purchase FAQs, Psychometric Test Training and Accreditation, Psychometric Testing, Recruitment & Selection | No Comments »

68% of Job Applications Fraudulent in Hong Kong & China – Tips for catching them! #HR #psychometrics

January 26th, 2011

In the Winter edition of the Hong Kong HR Magazine, there was an article that discussed research relating to lies that job applicants make when applying for jobs. Most of the lies appeared in the candidate’s CVs with many candidates inflating their experience and educational qualifications among other things. The application of Scientific Human Resource Processes can help to reduce the hiring mistake of offering a job to a candidate who has provided fake information in their CV.

Many top organisations today use the services of firms who run background checks on applicants to help ensure they do indeed have the educational and experiential backgrounds they claim to have. What else can be done to attack this problem head on?

Psychometric Tests are useful. For example if a candidate claims to have a strong aptitude for an aspect of the job that is not supported by their aptitude test results, this raises serious doubts and should lead to further questioning of the applicant. Personality Assessment results give an indication of whether the applicant has the profile that would fit and work within the employing company. Again, if there is a mismatch between this and the role profile more questions are raised. Furthermore, modern personality questionnaires include scales that assess the extent to which the candidate is responding openly and honestly and may set off alarms with certain applicants.

Behavior-based interviewing (BBI) is an area that can also assist as part of a scientific HR process to ensure validity of the CV. With BBI, the interviewer will ask applicants questions about their previous experiences and probe for the evidence they need to support the candidate’s application. Well trained interviewers are usually able to tell when candidates are lying or inflating their experiences and expertise.

It has been well known for years that CVs are unreliable and lack validity in predicting job performance. It is far wiser to consider your job competencies first and then design a rigid selection process which includes psychometric tests and behavior-based interviews as well as perhaps assessment centre exercises and work samples for some jobs. Using these more reliable and valid tools will improve the validity of any company’s selection process and therefore the overall productivity of the firm.

PsyAsia International offers world-class training in Behaviour Based Interviewing and Psychometric Assessment as per below. For details on any of these courses, please go to http://dates.psyasia.com and select the course from the drop down list. To register, simply visit http://www.psyasia.com/register.

Behavior-based Interviewing Course
Singapore: 15 March 2011
Hong Kong: 24 May 2011

Psychometric Assessment at Work Course
British Psychological Society Level A and B Certification
Singapore: 16-18 and 21-23 March 2011
Hong Kong: 2-4 & and 8-10 August 2011

Online Psychometric Test Administration Course
British Psychological Society Test Admin Certification
Available to anybody anywhere (conducted live in English)
15-17 February 2011

Psychometric Test Administration Course
British Psychological Society Test Admin Certification
Singapore: 16 March 2011
Hong Kong: 2 August 2011

Saville Consulting Wave Accreditation Course
Singapore: 24 March 2011 for those with existing personality test accreditation or 24-25 March 2011 for those without.
Hong Kong: 30 May or 11 August for those with existing personality test accreditation or 30-31 May or 11-12 August for those without.

Identity Personality Test Accreditation Course
Singapore: 22-23 March 2011
Hong Kong: 9-10 August 2011

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Human Resource Management Course Singapore – FINAL 2 WEEKS of REGISTRATION! (#HRM)

January 20th, 2011

PsyAsia’s acclaimed Human Resource Management Course is confirmed to run in Singapore from 22-25 February 2011. The HRM course is run by an award-winning and published Doctoral Level Business Psychologist who also teaches the same course to MSc students in Asia and previously taught for the UK’s University of Leicester in the Middle East. PsyAsia usually runs this course as an in-house option for governments and multi-nationals across the region. However, due to strong interest we are offering this pubic course opportunity. Kindly note that this is the only time in 2011 that this course will run as a public course in Singapore!

Places are limited and filling up, so please do register soon. With just over 4 weeks to go until the course and 2 weeks until we need to inform the hotel venue (5-star Conrad Centenial) of delegate numbers, we will be closing registration in 2 weeks time or once full, whichever is sooner.

If you have any queries about the course, kindly call us on Singapore 6521 3131, Hong Kong 8200 6005 or Kuala Lumpur 2782 6928.

Full course details and schedule can be viewed here.

Online registration is open here.

Download now or preview on posterous

Human_Resource_Management_Course.pdf (1047 KB)

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Using #Psychometric Tests to predict counterproductive work behaviour

Proctored Versus Unproctored Internet Psychometric Tests: Are unproctored noncognitive tests as predictive of job performance?

Complimentary Psychometrics Webinar: Questions HR should and should not ask when “evaluating” Psychometric Tests

Work Performance, Sleep, Circadian Rhythms, Safety & Human Resources Advice

Human Resources, Recruitment & Psychometric Tests: The Right Questions to Ask When Evaluating Personality & Aptitude Tests

Psychometric Test Training – BPS Level A & B Certificates in Singapore & Hong Kong – March / August 2011

Happy Year of the Rabbit from PsyAsia #Psychometric & #HR courses closing soon

#Human Resources Evaluates #Psychometric Tests – Questions that are not worth asking!

The WRONG Questions to ask when HR is “Evaluating” Psychometric Tests

68% of Job Applications Fraudulent in Hong Kong & China – Tips for catching them! #HR #psychometrics

Human Resource Management Course Singapore – FINAL 2 WEEKS of REGISTRATION! (#HRM)

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