The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A comprehensive meta-analysis

Salgado, Jesús F.; Anderson, Neil; Tauriz, Gabriel

doi:10.1111/joop.12098

Cited by 138Psychological Testing and AssessmentPersonality Traits and PsychologyPsychometric Methodologies and Testing

The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A comprehensive meta-analysis

Salgado, Jesús F., Anderson, Neil, Tauriz, Gabriel·2015·Journal of Occupational and Organizational Psychology

DOI 10.1111/joop.12098

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Abstract

A comprehensive meta‐analysis of two types of forced‐choice ( FC ) personality inventories (ipsative and quasi‐ipsative) across nine occupational groups (Clerical, Customer Service, Health Care, Managerial, Military, Police, Sales, Skilled Manual, and Supervisory) is reported. Quasi‐ipsative measures showed substantially higher operational validity coefficients and validity generalization across all occupations than ipsative measures. Results also showed that, compared with the findings of previous meta‐analyses, quasi‐ipsative personality inventories are better predictors of job performance than previously thought and that operational validities for ipsative measures are notably congruent with past findings. We conclude that quasi‐ipsative scale formats are superior for predicting job performance for all occupational groups. Theoretical and practical implications of these findings for personnel selection are discussed in . Practitioner points Personality inventories have been widely used in personnel selection, but it was thought that their predictive validity was small. We found that they are substantially more valid than was previously thought. The traditional opinion among researchers in I/O psychology is that single‐stimulus personality inventories (e.g., normative Likert‐type scales) have superior predictive validity to FC personality questionnaires (e.g., ipsative inventories), but our research findings suggest that this is not true for quasi‐ipsative inventories. In comparison with ipsative and normative personality inventories, quasi‐ipsative personality inventories showed higher predictive validity regardless of occupational group. Based on our results, we recommend the use of quasi‐ipsative FC personality measures in personnel selection decisions regardless of the occupation group being recruited for.

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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., 2015
Salgado and Táuriz (2014), Salgado et al. (2015), Salgado (2017a), and Fisher et al. (2019) found a corrected validity of .39 for conscientiousness.
“Salgado and Tauriz (2014), Salgado et al. (2015), Salgado (2017a) and Fisher et al. (2019) found a corrected validity of .39.”
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., 2015

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Authors: Salgado, J. F., Anderson, N., & Tauriz, G.
Affiliations: Universidade de Santiago de Compostela (ES)
Brunel University of London (GB)
Faculty of Labour Relations University of Santiago de Compostela Spain
Corresponding author: Salgado, Jesús F.
ORCID: Salgado, Jesús F.
Anderson, Neil
Venue: Journal of Occupational and Organizational Psychology
Publisher: Wiley
Published: 2014-12-17
Volume: 88
Issue: 4
Pages: 797-834
ISSN: 0963-1798 (ISSN-L)
2044-8325
DOI: 10.1111/joop.12098
OpenAlex: W1938571837
Cited by: 138
References: 135
Citations by year: 2026: 5 · 2025: 4 · 2024: 10 · 2023: 9 · 2022: 9 · 2021: 14 · 2020: 48 · 2019: 13 · 2018: 4 · 2017: 12 · 2016: 5 · 2015: 5
FWCI: 11.44
Type: journal article
Language: en
Open access: closed
Licence: onlinelibrary.wiley.com/termsAndConditions#vor (vor)
Locations: Journal of Occupational and Organizational Psychology (publishedVersion)
Bradford Scholars (University of Bradford) (submittedVersion)
Brunel University Research Archive (BURA) (Brunel University London) (submittedVersion)
Funders: Ministerio de Economía y Competitividad (PSI2011‐27943)
Leverhulme Trust (IN‐2012‐095)
Topics: Social Sciences › Psychology › Applied Psychology › Psychological Testing and Assessment
Social Sciences › Psychology › Clinical Psychology › Personality Traits and Psychology
Social Sciences › Decision Sciences › Management Science and Operations Research › Psychometric Methodologies and Testing
Keywords: predictive validity, job performance prediction, personnel selection, occupational groups, validity generalization

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The validity of ipsative and quasi-ipsative forced-choice personality inventories for different occupational groups: A comprehensive meta-analysis

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