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Online computer-based testing in human resource management: contributions from item response theory

06 December 2012

PhD ceremony: dhr. L. Schakel, 14.30 uur, Academiegebouw, Broerstraat 5, Groningen

Dissertation: Online computer-based testing in human resource management: contributions from item response theory

Promotor(s): prof. R.R. Meijer

Faculty: Behavioural and Social Sciences

Within human resource management (HRM) psychological measurement instruments such as personality questionnaires and cognitive tests play an important role in selecting people for jobs or for giving career advice. These instruments are increasingly administrated by internet. This means that the use of the instruments changes. Tests and questionnaires are delivered in an unproctored setting, online testing requires short questionnaires and test scores are stored in databases so it can be used many times.

The psychometric quality of tests and questionnaires is traditional evaluated by classical test theory (CTT). In addition, since the 50s of the last century the item response theory (IRT) was developed. Within psychological measurement IRT is increasingly used, however within HRM IRT is still unpopular. This thesis tries to fill this gap by applying psychometric models and procedures for the development of an online computer-based Big Five instrument for the workplace. Psychometric research based on item response theory (IRT) that evaluates the quality of this instrument is discussed and methods that can help to obtain information about the validity of scores that are obtained in an unproctored setting are discussed and compared. Because the validity of scores is especially a problem in maximum performance testing, a cognitive computer-based test is used for this latter research.

Last modified:15 September 2017 3.42 p.m.
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