Evaluating a pre-screening questionnaire's predictive validity at a large financial institution

 

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dc.contributor.advisor van Lill, Burger en_ZA
dc.contributor.author Adams, Reygana en_ZA
dc.date.accessioned 2015-11-08T05:02:11Z
dc.date.available 2015-11-08T05:02:11Z
dc.date.issued 2008 en_ZA
dc.identifier.citation Adams, R. 2008. Evaluating a pre-screening questionnaire's predictive validity at a large financial institution. University of Cape Town. en_ZA
dc.identifier.uri http://hdl.handle.net/11427/14728
dc.description Includes bibliographical references (leaves 61-66). en_ZA
dc.description.abstract This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire. en_ZA
dc.language.iso eng en_ZA
dc.subject.other Organisational Psychology en_ZA
dc.title Evaluating a pre-screening questionnaire's predictive validity at a large financial institution en_ZA
dc.type Master Thesis
uct.type.publication Research en_ZA
uct.type.resource Thesis en_ZA
dc.publisher.institution University of Cape Town
dc.publisher.faculty Faculty of Commerce en_ZA
dc.publisher.department Organisational Psychology en_ZA
dc.type.qualificationlevel Masters
dc.type.qualificationname MCom en_ZA
uct.type.filetype Text
uct.type.filetype Image
dc.identifier.apacitation Adams, R. (2008). <i>Evaluating a pre-screening questionnaire's predictive validity at a large financial institution</i>. (Thesis). University of Cape Town ,Faculty of Commerce ,Organisational Psychology. Retrieved from http://hdl.handle.net/11427/14728 en_ZA
dc.identifier.chicagocitation Adams, Reygana. <i>"Evaluating a pre-screening questionnaire's predictive validity at a large financial institution."</i> Thesis., University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2008. http://hdl.handle.net/11427/14728 en_ZA
dc.identifier.vancouvercitation Adams R. Evaluating a pre-screening questionnaire's predictive validity at a large financial institution. [Thesis]. University of Cape Town ,Faculty of Commerce ,Organisational Psychology, 2008 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/14728 en_ZA
dc.identifier.ris TY - Thesis / Dissertation AU - Adams, Reygana AB - This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire. DA - 2008 DB - OpenUCT DP - University of Cape Town LK - https://open.uct.ac.za PB - University of Cape Town PY - 2008 T1 - Evaluating a pre-screening questionnaire's predictive validity at a large financial institution TI - Evaluating a pre-screening questionnaire's predictive validity at a large financial institution UR - http://hdl.handle.net/11427/14728 ER - en_ZA


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