THIS IS A DISCUSSION POST

TURNITIN SCORE MUST BE AT OR BELOE 20%….as I will be checking on my end.

Make sure to use APA, quotations and paraphrases

NO TITLE PAGE NEEDED

May have a response

Prior to beginning work on this discussion, read Chapters 11 and 12 in the textbook. There are multiple instruments to measure personality (both objective and projective) that are reviewed in the textbook. For this discussion, assume the role of a human resources manager tasked with hiring several employees for a newly formed life insurance sales company. Your job is to interview and hire an accountant and a district manager who will be responsible for supervising 25 employees. Unfortunately, the company has limited financial resources, so you are only able to use one measure of personality as part of your interview process. In your discussion post,

describe the personality measure you selected and thoroughly explain the rationale for your choice.

Identify relevant reliability and validity information about the personality measure you selected and specify how the reliability and validity information supports the applicability of the instrument for each of the above positions.

In your rationale be sure to describe the properties and applications of the personality test as they apply to your role in hiring these employees.

Identify at least one methodological consideration concerning the reliability and validity of administering the measure you have chosen. In addition to the required reading, research a minimum of one peer-reviewed article from the Ashford University Library to support your choice of subtests.

EXAMPLE OF RESPONSE FROM A PEER BELOW

In your discussion post, describe the personality measure you selected and thoroughly explain the rationale for your choice.

The personality measure I would select would be the situational performance measure. This measure allows for observation and evaluation of an individual first hand, under a specific set of circumstances (Cohan, 2018, p.439). This test is similar to that of the driver’s test we all too before obtaining our driver’s license. I believe this test would be beneficial to hire an accountant and district manager because I’d be able to use real world scenarios as part of the interview process all while observing how they react and solve the different issues that arise. This type of measurement can illustrate leadership potential, detail orientation and different communication and conflict skills/abilities. This would also allow for me to be given a better idea of just how they would perform under certain circumstances vs. just asking them and expecting to hear a throughout rehearsed answer. This type of measure could involve a behavioral assessment. “Predicting what a person will do is thought to entail an understanding of the assessee with respect to both antecedent conditions and consequences of a particular situation (Smith & Iwata, 1997).”

Identify relevant reliability and validity information about the personality measure you selected and specify how the reliability and validity information supports the applicability of the instrument for each of the above positions.

“Whereas a particular response on an objective ability test may be scored correct or incorrect, a response on an objective personality test is scored with reference to either the personality characteristic(s) being measured or the validity of the respondent’s pattern of responses.” (Cohan, Swerdlik & Struman, 2018, p.401). This being said, there is a protocol that is followed to ensure that the reliability and validity involving the information supports the applicability of the personality measure. In this case it would be reliability and validity associated with the situational performance measure. Reliability and validity involve choosing the appropriate method and conducting the measurement carefully and consistently.

Identify at least one methodological consideration concerning the reliability and validity of administering the measure you have chosen.

Some of the methodological considerations concerning reliability and validity of administering a behavioral assessment may include implementation of mediators and moderators into the research method. These variables maybe used to explain why and how after a behavior has been observed. (Collins, Mackinnon, Reeve, 2013).

END OF EXAMPLE….Please do not use same answers.

Resources below:

Collins, L. MacKinnon, D. & Reeve, B. (2013). Health Psychology: Some Methodological Considerations in Theory-Based Health Behavior Research. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3832141/

Cohen, R. J., Swerdlik, M. E., & Sturman, E. D. (2018). Psychological testing and assessment: An introduction to tests and measurement (9th ed.). Retrieved from https://redshelf.com/