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%0 Thesis %A Laumen-Schiel, Mechtild %T Evaluation des SCG Selbstprofil®: Längsschnittstudie zur Selbstwahrnehmung von Persönlichkeitsaspekten im Beruf %C Aachen %I Publikationsserver der RWTH Aachen University %M RWTH-CONV-144045 %P XII, 275 S. : graph. Darst. %D 2013 %Z Aachen, Techn. Hochsch., Diss., 2013 %X In the dissertation at hand, a psychometrically constructed personality test, the SCG Selbstprofil®, is evaluated. The test is used in the economy for the purpose of personnel development (Leadership, Team Development, Self-Management) as well as an additional tool in assessment centres. The test consists of 16 scales with 6 items each. They describe work-related behavioural tendencies based on the key indicators by Mertens, which can, as an underlying assumption, change over time. Therefore, the evaluation of the SCG Selbstprofil® entails two perspectives: personality and development. From the personality psychology’s point of view, the test is considered based on its construct-related scales and their statistical criteria. The results of the internal consistency and short-term test-retest-reliability are tested in terms of DIN 33430 (2002). Furthermore, long-term test-retest-reliability (approximately 2 years) is tested. Constructs are compared using the Bochumer Inventar zur Persönlichkeit (BIP). Predictive validity is measured based on internal and external factors of success. From a developmental psychology’s perspective, the changes within the scales over time are of interest. Additional demographic data allow a differentiated consideration of the changes. At the time of T1, the initial situation of the subjects is measured (assessment of overall satisfaction and future expectations in the job). At the time of T2, critical work incidents are assessed retrospectively. Critical work incidents are defined applying the concept of critical life events by Holmes </td><td width="150"> %X Rahe (1967) as well as the Arbeitsbeschreibungsbogen by Neuberger </td><td width="150"> %X Allerbeck (1978). Based on this, a supplementary questionnaire is constructed. Data is collected mainly within the professional context after approaching the subject personally. Based on the inquiry into personnel development and selection, the subjects were offered to also use the test for further orientation. For the retest, the subjects were approached via e-mail. The sample by the time of T1 consists of N = 556 persons, 53.9 %K Persönlichkeitstest (SWD) %K Beruf (SWD) %K Stabilität (SWD) %F PUB:(DE-HGF)11 %9 Dissertation / PhD Thesis %U https://publications.rwth-aachen.de/record/229070