RELIABILITY AND VALIDITY OF AGREEABLENESS QUESTIONNAIRE AMONG
RETAIL STORE APPLICANTS
Reliability and Validity of Agreeableness Questionnaire Among Retail Store Applicants
Kanaya Dyara Taqiiya
Vrije Universiteit Amsterdam
2763481
Gabriel Zanella
Group 8
Measurement Theory & Assessment 2
22 December 2023
Word Count: 1694
, RELIABILITY AND VALIDITY OF AGREEABLENESS QUESTIONNAIRE AMONG
RETAIL STORE APPLICANTS
Reliability and Validity of Agreeableness Questionnaire Among Retail Store Applicants
This study evaluates the reliability of a personality questionnaire designed to measure
Agreeableness. This is prompted by concerns about social desirability responding among
retail store applicants, potentially impacting the accuracy and fairness of personality tests.
This study further aims to analyse the predictive ability of the test to anticipate
counterproductive work behaviour (CWB).
Firstly, the study aims to explore the factor structure of the Agreeableness items to
assess their psychometric quality and dimensionality, the number of underlying factors
contributing to the observed data pattern, through factor analysis.
Secondly, a comparison of the groups, applicants and research participants, will be
done to uncover potential variations in self-reported Agreeableness. This allows insight into
differences in Agreeableness across distinct groups, and whether such disparities were
influenced by social desirability responding. This is done by finding the mean test scores and
comparing the distribution for each group.
Lastly, a logistic regression analysis will be conducted to determine if Agreeableness
scores can reliably predict the likelihood of engaging in CWB, which allows an investigation
into the practical utility of the questionnaire.
In addressing the three aims, the study seeks to address the research problem of
questionnaire reliability and contribute to a broader understanding of Agreeableness and its
practical implications, to enhance its applicability in employee selection processes.
Methods
Participants
The sample consisted of 259 participants (14.3% male; 85.7% female). The participants
ranged from 17 to 24 years old (M = 20.0, SD = 1.64). Research participants were included as
RETAIL STORE APPLICANTS
Reliability and Validity of Agreeableness Questionnaire Among Retail Store Applicants
Kanaya Dyara Taqiiya
Vrije Universiteit Amsterdam
2763481
Gabriel Zanella
Group 8
Measurement Theory & Assessment 2
22 December 2023
Word Count: 1694
, RELIABILITY AND VALIDITY OF AGREEABLENESS QUESTIONNAIRE AMONG
RETAIL STORE APPLICANTS
Reliability and Validity of Agreeableness Questionnaire Among Retail Store Applicants
This study evaluates the reliability of a personality questionnaire designed to measure
Agreeableness. This is prompted by concerns about social desirability responding among
retail store applicants, potentially impacting the accuracy and fairness of personality tests.
This study further aims to analyse the predictive ability of the test to anticipate
counterproductive work behaviour (CWB).
Firstly, the study aims to explore the factor structure of the Agreeableness items to
assess their psychometric quality and dimensionality, the number of underlying factors
contributing to the observed data pattern, through factor analysis.
Secondly, a comparison of the groups, applicants and research participants, will be
done to uncover potential variations in self-reported Agreeableness. This allows insight into
differences in Agreeableness across distinct groups, and whether such disparities were
influenced by social desirability responding. This is done by finding the mean test scores and
comparing the distribution for each group.
Lastly, a logistic regression analysis will be conducted to determine if Agreeableness
scores can reliably predict the likelihood of engaging in CWB, which allows an investigation
into the practical utility of the questionnaire.
In addressing the three aims, the study seeks to address the research problem of
questionnaire reliability and contribute to a broader understanding of Agreeableness and its
practical implications, to enhance its applicability in employee selection processes.
Methods
Participants
The sample consisted of 259 participants (14.3% male; 85.7% female). The participants
ranged from 17 to 24 years old (M = 20.0, SD = 1.64). Research participants were included as
