Product Category Personality Knowledge, Skills, Abilities and Competencies Measured The following 32 specific personality characteristics, measured by the OPQ32, can be mapped to the required competencies of a given job role Relationships with People: • Influence: Persuasive, Controlling, Outspoken, Independent Minded
those item responses to the underlying personality traits According to Thurstonian theory of comparative judgment, one statement is preferred to another if its utility is larger for the respondent In case of personality questionnaires, utilities of statements are caused by strengths of underlying personality traits When
The SPQ20 is similar to the OPQ occupational personality questionnaire (SHL, 2009) in presenting conceptual and factor models to explain what the test measures For example, the general OPQ model of personality identifies four conceptual domains but statistical analysis shows that it measures the Big Five Factors 1 4 Access
rather than how his personality might be described by another person The accuracy of this report depends on the frankness and honesty with which the questionnaire was completed, as well as, in part, his level of self-awareness It should be noted that he has tended to respond less consistently than most when completing the
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Summary
T h e s i n s trumenthasstrongtechnicalandstatistical M anual 1 t obackthisup. T h e n o r mativeversionandisthemostfrequentlyused, p a h a T estTheory(CTT)forscoringOPQ32ihashadsome u n f u n w o rkwhentheyhavealargenumberofscales,these t e C o n I t e w a y a l disadvantages. S H
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f o r c e d-choiceresponseformatwithoutthe a i t e msandtothenmodelthatprocessusingIRT.This f o r c e s c a l i n n e r e u n a h a salwaysbeenknown.
SHLWhitePaper2009
TheOccupationalPersonality
QuestionnaireRevolution:
A p p l y i n gItemResponseTheoryto q u e s t i o n n a i r edesignandscoring
AnnaBrown,PrincipalResearchStatistician
P r ofessorDaveBartram,ResearchDirector 1 S H
LOPQ32TechnicalManual(2006)
OPQ32Overview
T h eOccupationalPersonalityQuestionnairewas s w o f o a nindividualisneeded" 2 .TheOPQ32canbeusedina o r a n dresearch. O F e t c o mplexpatternsofpersonality. F igure1:TheOPQmodelofpersonality O n o n t othewell-establishedbroadbandfactorsof r e l atedvalidityoftheOPQinstrumentshasbeen r e portedinanumberofstudiesacrossarangeof i n dustrysectorsandjobtypes 3 .ThecomprehensiveBig F i v emappingallowsvaliditygeneralisationand c o mparisonwithotherpersonalityinstruments. T h eOPQ32isavailableinmanylanguagesandmay m u l n e e l a n o n l i n f u l l 4 A dvantagesofforced-choiceformat u s e r s c o n n e i processinwhichalotisatstake. T h e r earetwoquestionnairesusingtheOPQmodel, n a f o f o rmat).Normativescaleshavebeenfavouredby n u merousresponsebiasessuchasacquiescence, l e n i r e s ponding.Thesebiasescanbeaseriousthreatto S H f o rmatin1981tocreateteststhatwerefreefrom u n i f o rmresponsebias,morerobusttoimpression managementdistortionor'fakinggood"and c o n s e O a c c o r h a c o efficients 5 .Itiscommonlyfoundthattheforced- c o mparedtothesingle-stimulusformat 6 a n disresistant t odistortiontoitscovariancestructure 7 T h t e s ts.TheOPQ32iconsistsof104blocksoffour s r e s me"andone'Leastlikeme". H e r eisanexampleofablock:
AIliketodothingsmyownway
BIrecogniseweakarguments
CItakecaretofollowprocedures
DIliketospendtimewithothers
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SHLOPQ32Technical
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LOPQ32Technical
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LimitationsofClassicalTestTheoryfor
s coringforced-choiceinstruments D v e ryspecialpropertiesofwhichposethreatsto c o n s o thersubstantialpsychometricchallenges 8 I a l w a y sadduptothesamenumberregardlessofthe s u c o u r s e a s s e s sment.
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Because the test allocates the same number of total points for everyone, it is impossible to get high (or low) r a w scores on all scales in a multi-trait questionnaire. T h e r efore, some have argued, ipsative scores make s e n s e for comparison of relative strength of traits within o n e individual, but they do not provide information on a bsolute (normative) trait standing, so comparisons between individuals are meaningless. T h e fact nearly always overlooked by such critics is that the number of measured traits can substantially i nfluence the validity of this claim. It has been shown that with a large number (30 or more) of relatively i n dependent scales, only a very low proportion of r e s pondents will have most of their true scale scores on the same side of the profile, that is, all high or all low 9 W i th 30 or more measured scales, norming of ipsative s c o r es is appropriate and intra-individual comparisons c a n be performed meaningfully. Most importantly, the o r dering of people on each trait largely corresponds to their normative ordering. A large study comparing r e s u l ts from OPQ32i and OPQ32n showed that the o r dering of respondents on scales derived from the two f o rmats is indeed very similar, and is approaching r e l i ability values. Thus, selection decisions made usingquotesdbs_dbs13.pdfusesText_19
Occupational Personality Questionnaire - SHL