From ABLE to TAPAS: A New Generation of Personality Tests to Support Military Selection and Classification Decisions

被引：64

作者：

Stark, Stephen ^{[1
]}

Chernyshenko, Oleksandr S. ^{[2
]}

Drasgow, Fritz ^{[3
]}

Nye, Christopher D. ^{[4
]}

White, Leonard A. ^{[5
]}

Heffner, Tonia ^{[5
]}

Farmer, William L. ^{[6
]}

机构：

[1] Univ S Florida, Dept Psychol, Tampa, FL 33620 USA

[2] Nanyang Technol Univ, Dept Strategy Management & Org, Singapore, Singapore

[3] Univ Illinois, Dept Psychol, Urbana, IL USA

[4] Bowling Green State Univ, Dept Psychol, Bowling Green, OH 43403 USA

[5] Army Res Inst, Ft Belvoir, VA USA

[6] Navy Personnel Res Studies & Technol, Millington, TN USA

来源：

MILITARY PSYCHOLOGY | 2014年 / 26卷 / 03期

关键词：

computerized adaptive testing; forced choice; ideal point; narrow factors; personality; ITEM SCORE PATTERNS; JOB-PERFORMANCE; CONTEXTUAL PERFORMANCE; SOCIAL DESIRABILITY; PERSONNEL-SELECTION; PAIRWISE-PREFERENCE; ADVERSE IMPACT; FAKING; METAANALYSIS; VALIDITY;

D O I：

10.1037/mil0000044

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

This article discusses 3 modern forced-choice personality tests developed for the U.S Armed Services to provide resistance to faking and other forms of response distortion: the Assessment of Individual Motivation, the Navy Computerized Adaptive Personality Scales, and the Tailored Adaptive Personality Assessment System. These tests represent the transition from Likert to forced-choice formats and from static to computerized adaptive item selection to meet the challenges of large-scale, high-stakes testing environments. For each test, we briefly describe the personality constructs that are assessed, the response format and scoring methods, and selected ongoing research and development efforts. We also highlight the potential of these tests for personnel selection, classification, and diagnostic screening purposes.

引用

页码：153 / 164

页数：12

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