JobMatch Talent Construct Validity: Exploratory Factor Analysis

doi:10.15344/2455-3867/2018/150

Graphy

Profile

New User

New to Graphy Publications? Create an account to get started today.

Create Account For:

Registered Users

Have an account? Sign in now.

Article Menu

Journal Menu

In Collaboration With

How to Cite | Author Information | Publication History

International Journal of Psychology & Behavior Analysis Volume 4 (2018), Article ID 4:IJPBA-150, 8 pages
https://doi.org/10.15344/2455-3867/2018/150

Research Article

JobMatch Talent Construct Validity: Exploratory Factor Analysis

Bengt Jansson¹, Klaus Olsen² and Trevor Archer^1*

¹Department of Psychology, University of Gothenburg, S-40530 Gothenburg, Sweden
²JobMatch Talent, JobMatch Sweden AB, Skårs Led 3, 400 20 Göteborg, Sweden

Corresponding Author Details: Dr. Trevor Archer, University of Gothenburg, Department of Psychology, S-40530 Gothenburg, Sweden; E-mail: trevor.archer@psy.gu.se

Received: 12 July 2018; Accepted: 20 September 2018; Published: 22 September 2018

Citation: Jansson B, Olsen K, Archer T (2018) Jobmatch Talent Construct Validity: Exploratory Factor Analysis. Int J Psychol Behav Anal 4: 150. doi: http://dx.doi.org/10.15344/2455-3867/2018/150

Copyright: © 2018 Jansson et al. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

References

Raykov T, Marcoulides A (2011) Introduction to psychometric theory. New York: Routledge
Guion RM (1977) Content validity: Three years of talk-what’s the action? Public Personnel Management 6: 407-414
Streiner DL, Norman GR (2003) Health measurement scales: A practical guide to their development and use (3rded.). Oxford: OUP. [Google Scholar]
Garcia D, Nima AA, Rappe C, Ricciardi MR, Archer T, et al. (2014) The relationship between the JobMatch Talent test and the neo pi-r: construct validation of an instrument designed for recruitment of personnel. PLoS ONE 9: e90309 [CrossRef] [Google Scholar] [PubMed]
Jansson B, Winge H (2013) Prediktiv kriterievaliditet hos JMT genom chefsskattningar: en korrelationsbaserad ansats
Viswesvaran C, Ones DS, Schmidt FL (1996) Comparative analysis of the reliability of job performance ratings. Journal of Applied Psychology 81: 557-574 [CrossRef] [Google Scholar]
Loehlin JC, Goldberg LR (2014) Do personality traits conform to lists or hierarchies? Pers Individ Dif 70: 51-56 [CrossRef] [Google Scholar] [PubMed]
Salgado JF, Moscoso S, Berges A (2013) Conscientiousness, Its Facets, and the Prediction of Job Performance Ratings: Evidence against the narrow measures. International Journal of Selection and Assessment 21: 74-84 [CrossRef] [Google Scholar]
Ashton MC, Paunonen SV, Lee K (2014) On the validity of narrow and broad personality traits. Personality and Individual Differences 56: 24-28 [CrossRef] [Google Scholar]
Hastings SE, O’Neill TA (2009) Predicting workplace deviance using broad versus narrow personality variables. Personality and Individual Differences, 47: 289-293 [CrossRef] [Google Scholar]
Kline RB (2011) Principles and practice of SEM (3rded.). New York: The Guilford Press

Best viewed in Mozilla Firefox, Google Chrome, Safari, Above IE 9.0 version