Criterion-related validity demonstrates that an assessment is useful in predicting a real-world outcome, such as performance. The following details studies where the 15FQ™ has been able to predict such outcomes.
Predicting Effective Performance in Retail Management
A major UK based electrical goods wholesaler administered 15FQ™ to a randomly selected sample of 39 branch managers whose performance was rated by District Managers. The performance rating was made independently without reference to assessment data on a simple four point scale as follows:
Four 15FQ™ dimensions were found to have a relationship with the performance measure. The results suggested that those managers who were rated as more effective tended to be more practical, realistic, self-sufficient and emotionally resilient. A multiple regression analysis was undertaken to determine the overall relationship between the four measures and job performance. The findings suggested that the three of the four 15FQ™ measures above were able to account statistically for about 20% of performance determinants. The table below provides the summary findings.
15FQ™ Predictors of Retail Management Performance
Multiple Regression results:
R=0.54 R2=.29 R2Adj=0.23 F(3,35)=4.75 p=0.007
|15FQ Predictors||Beta Weight||>p-level|
|Calm-Stable vs. Emotional||0.32||0.03|
|Factual-Realistic vs. Intuitive||-0.39||0.01|
|Self-sufficient vs. Group-dependent||0.33||0.03|
Prediction of Job Performance ratings for Trainee Solicitors.
A sample of 30 trainee solicitors were assessed by their direct managers at the end of the first year. Each was rated on a five point scale (5 = excellent, 1 = poor). The Following correlations were observed:
15FQ™ Correlations with Performance Ratings of Trainee Solicitors
|FA||Retiring vs. Outgoing||.31|
|FC||Emotional vs. Calm-Stable||.41|
|FE||Accommodating vs. Assertive||.31|
|FH||Reserved vs. Socially Bold||.40|
|FO||Confident vs. Self-doubting||-.51|
|FQ4||Relaxed vs. Tense-driven||-.35|
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