This study investigates the measurement equivalence of a Five Factor measure of personality between applicant and non-applicant samples. The Big Five Questionnaire-2 was administered in two samples: A group of volunteers (n = 903), who completed the test for research purposes, and a group applying for jobs, who completed the test during hiring procedures (n = 401). Multiple-group confirmatory factor analysis on item composites was conducted to test for the equivalence of factor covariance and mean structures of twenty facets of the Five Factors. Item-level analyses were carried out through analysis of variance to further examine the issue of measurement invariance. Findings suggested that personality facets have the same measurement unit across applicants and non-applicants, while a lack of equivalence was found in the origin of the scales. Similar results were found at the item-level. Implications for personality assessment are advanced and discussed. (C) 2011 Elsevier Ltd. All rights reserved.

The Five Factor Model in personnel selection: Measurement equivalence between applicant and non-applicant groups / Vecchione, Michele; Alessandri, Guido; Barbaranelli, Claudio. - In: PERSONALITY AND INDIVIDUAL DIFFERENCES. - ISSN 0191-8869. - STAMPA. - 52:4(2012), pp. 503-508. [10.1016/j.paid.2011.11.014]

The Five Factor Model in personnel selection: Measurement equivalence between applicant and non-applicant groups

VECCHIONE, MICHELE;ALESSANDRI, GUIDO;BARBARANELLI, Claudio
2012

Abstract

This study investigates the measurement equivalence of a Five Factor measure of personality between applicant and non-applicant samples. The Big Five Questionnaire-2 was administered in two samples: A group of volunteers (n = 903), who completed the test for research purposes, and a group applying for jobs, who completed the test during hiring procedures (n = 401). Multiple-group confirmatory factor analysis on item composites was conducted to test for the equivalence of factor covariance and mean structures of twenty facets of the Five Factors. Item-level analyses were carried out through analysis of variance to further examine the issue of measurement invariance. Findings suggested that personality facets have the same measurement unit across applicants and non-applicants, while a lack of equivalence was found in the origin of the scales. Similar results were found at the item-level. Implications for personality assessment are advanced and discussed. (C) 2011 Elsevier Ltd. All rights reserved.
2012
applicants; personnel selection; five factor model; measurement invariance; applied settings
01 Pubblicazione su rivista::01a Articolo in rivista
The Five Factor Model in personnel selection: Measurement equivalence between applicant and non-applicant groups / Vecchione, Michele; Alessandri, Guido; Barbaranelli, Claudio. - In: PERSONALITY AND INDIVIDUAL DIFFERENCES. - ISSN 0191-8869. - STAMPA. - 52:4(2012), pp. 503-508. [10.1016/j.paid.2011.11.014]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11573/443217
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