The Five-Factor Model, forced-choice personality inventories and performance: A comprehensive meta-analysis of academic and occupational validity studies
Abstract
This article reports a comprehensive meta-analysis of the criterion-oriented validity of the Big Five personality dimensions assessed with forced-choice (FC) inventories. Six criteria (i.e., performance ratings, training proficiency, productivity, grade-point average, global occupational performance, and global academic performance) and three types of FC scores (i.e., normative, quasi-ipsative, and ipsative) served for grouping the validity coefficients. Globally, the results showed that the Big Five assessed with FC measures have similar or slightly higher validity than the Big Five assessed with single-stimulus (SS) personality inventories. Quasi-ipsative measures of conscientiousness (K = 44, N = 8794, ρ = .40) are found to be better predictors of job performance than normative and ipsative measures. FC inventories also showed similar reliability coefficients to SS inventories. Implications of the findings for theory and practice in academic and personnel decisions are discussed, and future research is suggested.
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QIFC is the type of forced-choice inventory whose predictive validity has been most extensively studied.
“in this study we have focused on QIFC inventories because this is the type of FC whose predictive validity has been most extensively studied”
From A Meta-analysis of the Relationship between Cognitive Intelligence and the Big Five Assessed by Quasi-Ipsative Forced-choice Personality Inventories: Implications for Predicting Job Performance (2025) · cites this paper as Salgado et al., 2014
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Introduction: Innovative Assessment of Collaboration
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Faking Effects on the Factor Structure of a Quasi-Ipsative Forced-Choice Personality Inventory
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A Bayesian Random Block Item Response Theory Model for Forced-Choice Formats
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Reliability Estimates for IRT-Based Forced-Choice Assessment Scores
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A genetic algorithm for optimal assembly of pairwise forced-choice questionnaires
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Self-citationAn Item Response Theory Model for Incorporating Response Times in Forced-Choice Measures
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Predictores Selectivos en el Sector Público: Validez Predictiva y Reacciones de los Candidatos
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Development of Personality across the Life Span
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Personality Assessment, Forced-Choice
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- Authors
- Salgado, J. F., & Táuriz, G.
- Affiliations
- Universidade de Santiago de Compostela (ES)
- Corresponding author
- Salgado, Jesús F.
- ORCID
- Salgado, Jesús F.
- Venue
- European Journal of Work and Organizational Psychology
- Publisher
- Informa UK Limited
- Published
- 2012-10-10
- Volume
- 23
- Issue
- 1
- Pages
- 3-30
- ISSN
- 1359-432X (ISSN-L)
- 1464-0643
- OpenAlex
- W2127358439
- Cited by
- 205
- References
- 224
- Citations by year
- 2026: 8 · 2025: 8 · 2024: 11 · 2023: 11 · 2022: 15 · 2021: 19 · 2020: 55 · 2019: 22 · 2018: 8 · 2017: 18 · 2016: 8 · 2015: 12 · 2014: 7 · 2013: 2 · 2012: 1
- FWCI
- 1.02
- Type
- journal article
- Language
- en
- Open access
- closed
- Locations
- European Journal of Work and Organizational Psychology (publishedVersion)
- Topics
- Social Sciences › Psychology › Clinical Psychology › Personality Traits and Psychology
- Social Sciences › Psychology › Applied Psychology › Psychological Testing and Assessment
- Social Sciences › Decision Sciences › Management Science and Operations Research › Psychometric Methodologies and Testing
- Keywords
- Big Five personality traits, criterion validity, employee performance, conscientiousness, academic performance, personnel selection, productivity, grade point average
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