Suchergebnisse

ORIENTATION : Assessment Centres (ACs) have a long and successful track record in South Africa when used for selection and development purposes. The popularity of the approach is mainly attributable to the ACs' numerous strengths, which include the perceived fairness, practical utility and strong associations with on-the-job performance. To maintain the integrity of the AC, it is important for practitioners and decision makers to apply the method in a consistent and standardised manner. RESEARCH PURPOSE : The purpose of the report is to provide practitioners and decision makers with practical guidelines and concrete procedures when using ACs as part of the organisation's human resource management strategy. MOTIVATION FOR THE STUDY : The past decade has seen significant advances in the science and practice of ACs. Now in its fifth edition, the revised Guidelines seek to provide important information to practitioners and decision makers on a number of factors when used in conjunction with the AC method, namely, technology, validation, legislation, ethics and culture. MAIN FINDINGS : The Guidelines provide specific suggestions and recommendations for using technology as part of the manner of delivery. Issues of culture, diversity and representation are also discussed. New features of the Guidelines include more concrete guidance on how to conduct a validation study as well as unpacking several ethical dilemmas that practitioners may encounter. Of critical importance is a position statement on the use of ACs in relation to new legislation (Employment Equity Amendment Act, Section 8, clause d) pertaining to psychometric testing. PRACTICAL/MANAGERIAL IMPLICATIONS : The Guidelines serve as a benchmark of best practice for practitioners and decision makers who intend on, or are currently, using ACs in their organisations. CONTRIBUTION/VALUE-ADD : In the absence of formal standards governing the use of ACs in South Africa, the Guidelines provide an important step towards establishing standardisation in the use of the AC ...

ORIENTATION : Most psychological measuring instruments developed in Western, educated, industrial, rich, democratic (W.E.I.R.D.) countries have been found to inadequately capture and represent personality outside the borders of these countries. Consequently, culturally informed or indigenous measuring instruments need to be developed. RESEARCH PURPOSE : This study aimed to inspect whether an overlap exists between the empirical data obtained and the theoretical six-factor SAPI framework, providing evidence for an indigenous personality structure in a multi-cultural context. MOTIVATION FOR THE STUDY : Psychological professionals in South Africa have been criticised for using culturally biased instruments that do not display an accurate representation of the 11 official cultural groups. The South African Personality Inventory (SAPI) aims to address these criticisms, highlighting the importance of establishing the cultural applicability of the model through model-fit analyses. RESEARCH APPROACH/DESIGN AND METHOD : A quantitative, cross-sectional design was used to administer the SAPI-English version to a sample of employed, unemployed and employmentseeking South Africans (N = 3912). Exploratory Structural Equation Modelling (ESEM) was used to model the data. MAIN FINDINGS : The results revealed that the model was a good fit to the data and that the SAPI factors accurately represent personality in a multi-cultural context. PRACTICAL/MANAGERIAL IMPLICATION : Using a well-researched indigenous personality assessment like the SAPI can assist South African organisations to fairly and reliably assess people across the 11 official cultural groups. CONTRIBUTION/VALUE-ADD : This study advances the processes surrounding indigenous test development through the establishment of a personality model and measure that encapsulates personality traits exhibited in a multi-cultural context. ; The National Research Foundation (NRF), Grant No. (111764). ; http://www.sajip.co.za ; am2020 ; Human Resource Management

ORIENTATION: A multicultural country like South Africa needs fair cross-cultural psychometric instruments. RESEARCH PURPOSE: This article reports on the process of identifying items for, and provides a quantitative evaluation of, the South African Personality Inventory (SAPI) items. MOTIVATION FOR THE STUDY: The study intended to develop an indigenous and psychometrically sound personality instrument that adheres to the requirements of South African legislation and excludes cultural bias. RESEARCH DESIGN, APPROACH AND METHOD: The authors used a cross-sectional design. They measured the nine SAPI clusters identified in the qualitative stage of the SAPI project in 11 separate quantitative studies. Convenience sampling yielded 6735 participants. Statistical analysis focused on the construct validity and reliability of items. The authors eliminated items that showed poor performance, based on common psychometric criteria, and selected the best performing items to form part of the final version of the SAPI. MAIN FINDINGS: The authors developed 2573 items from the nine SAPI clusters. Of these, 2268 items were valid and reliable representations of the SAPI facets. PRACTICAL/MANAGERIAL IMPLICATIONS: The authors developed a large item pool. It measures personality in South Africa. Researchers can refine it for the SAPI. Furthermore, the project illustrates an approach that researchers can use in projects that aim to develop culturallyinformed psychological measures. CONTRIBUTION/VALUE-ADD: Personality assessment is important for recruiting, selecting and developing employees. This study contributes to the current knowledge about the early processes researchers follow when they develop a personality instrument that measures personality fairly in different cultural groups, as the SAPI does. ; The National Research Foundation (NRF; SUR2009062300001496) and SANPAD (09_42) ; http://www.sajip.co.za ; am2013

Orientation: A multicultural country like South Africa needs fair cross-cultural psychometric instruments. Research purpose: This article reports on the process of identifying items for, and provides a quantitative evaluation of, the South African Personality Inventory (SAPI) items. Motivation for the study: The study intended to develop an indigenous and psychometrically sound personality instrument that adheres to the requirements of South African legislation and excludes cultural bias. Research design, approach and method: The authors used a cross-sectional design. They measured the nine SAPI clusters identified in the qualitative stage of the SAPI project in 11 separate quantitative studies. Convenience sampling yielded 6735 participants. Statistical analysis focused on the construct validity and reliability of items. The authors eliminated items that showed poor performance, based on common psychometric criteria, and selected the best performing items to form part of the final version of the SAPI. Main findings: The authors developed 2573 items from the nine SAPI clusters. Of these, 2268 items were valid and reliable representations of the SAPI facets. Practical/managerial implications: The authors developed a large item pool. It measures personality in South Africa. Researchers can refine it for the SAPI. Furthermore, the project illustrates an approach that researchers can use in projects that aim to develop culturallyinformed psychological measures. Contribution/value-add: Personality assessment is important for recruiting, selecting and developing employees. This study contributes to the current knowledge about the early processes researchers follow when they develop a personality instrument that measures personality fairly in different cultural groups, as the SAPI does ; http://www.sajip.co.za/index.php/sajip ; http://www.sajip.co.za/index.php/sajip/article/view/1122/1482 ; http://dx.doi.org/10.4102/sajip.v39i1.1122