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Evaluating a pre-screening questionnaire's predictive validity at a large financial institution
Includes bibliographical references (leaves 61-66).
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| Other Authors: | |
| Format: | Thesis |
| Language: | English |
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Organisational Psychology
2015
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| _version_ | 1867614505100378112 |
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| access_status_str | Open Access |
| author | Adams, Reygana |
| author2 | van Lill, Burger |
| author_browse | Adams, Reygana van Lill, Burger |
| author_facet | van Lill, Burger Adams, Reygana |
| author_sort | Adams, Reygana |
| collection | Thesis |
| description | Includes bibliographical references (leaves 61-66). |
| format | Thesis |
| id | oai:open.uct.ac.za:11427/14728 |
| institution | University of Cape Town (South Africa) |
| language | eng |
| last_indexed | 2026-06-10T12:53:06.462Z |
| license_str | Not specified — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UCTD — University of Cape Town Open Access Repository |
| publishDate | 2015 |
| publishDateRange | 2015 |
| publishDateSort | 2015 |
| publisher | Organisational Psychology |
| publisherStr | Organisational Psychology |
| record_format | dspace |
| source_str | UCTD — University of Cape Town Open Access Repository |
| spelling | oai:open.uct.ac.za:11427/14728 Evaluating a pre-screening questionnaire's predictive validity at a large financial institution Adams, Reygana van Lill, Burger Organisational Psychology Includes bibliographical references (leaves 61-66). 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. 2015-11-08T05:02:11Z 2015-11-08T05:02:11Z 2008 Master Thesis Masters MCom http://hdl.handle.net/11427/14728 eng application/pdf Organisational Psychology Faculty of Commerce University of Cape Town |
| spellingShingle | Organisational Psychology Adams, Reygana Evaluating a pre-screening questionnaire's predictive validity at a large financial institution |
| thesis_degree_str | Master's |
| title | Evaluating a pre-screening questionnaire's predictive validity at a large financial institution |
| title_full | Evaluating a pre-screening questionnaire's predictive validity at a large financial institution |
| title_fullStr | Evaluating a pre-screening questionnaire's predictive validity at a large financial institution |
| title_full_unstemmed | Evaluating a pre-screening questionnaire's predictive validity at a large financial institution |
| title_short | Evaluating a pre-screening questionnaire's predictive validity at a large financial institution |
| title_sort | evaluating a pre screening questionnaire s predictive validity at a large financial institution |
| topic | Organisational Psychology |
| url | http://hdl.handle.net/11427/14728 |
| work_keys_str_mv | AT adamsreygana evaluatingaprescreeningquestionnairespredictivevalidityatalargefinancialinstitution |