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@PHDTHESIS{LaumenSchiel:229070,
author = {Laumen-Schiel, Mechtild},
othercontributors = {Spijkers, Wilhelmus},
title = {{E}valuation des {SCG} {S}elbstprofil®:
{L}ängsschnittstudie zur {S}elbstwahrnehmung von
{P}ersönlichkeitsaspekten im {B}eruf},
address = {Aachen},
publisher = {Publikationsserver der RWTH Aachen University},
reportid = {RWTH-CONV-144045},
pages = {XII, 275 S. : graph. Darst.},
year = {2013},
note = {Aachen, Techn. Hochsch., Diss., 2013},
abstract = {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 $\&$ Rahe (1967) as well as the
Arbeitsbeschreibungsbogen by Neuberger $\&$ 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, $53.9\%$ (N = 300) male,
$37.5\%$ (N = 203) female, and $8.6\%$ (N = 53) not
specified. Independent of current personnel selection and/or
development programmes, a sample of N = 370 is gathered. In
the context of current programmes, N = 186 data sets are
surveyed. By the time of T2, N = 154 subjects participate
again. The latter sample is used in order to measure the
test-retest-reliability (long) as well as the mean
score-differences. The construct comparison is based on a
sample of N = 53 persons. The entire sample since 2004
(disregarding the data from T1 and T2) is N = 1140 persons.
This entire sample is used for the purpose of comparison.
Results: Based on the standards of DIN 33430, the instrument
SCG Selbstprofil® is identified as good. Corroborating the
hypothesis, the internal consistency of the scales is
clearly higher using the sample consisting of subjects
independent of any programme than using the entire sample.
This confirms the claim by Marcus (2003) stating the
difference in internal consistency using data from a
“real”-population compared to a test-population.
Hypotheses regarding the construct comparison using the BIP
are based on an analysis of concept and content. They are
confirmed almost consistently and deviations can be
explained reasonably. The long-term retest-reliability is,
based on the recommendations of DIN 33430, identified as
very good to good for 9 scales. For 6 scales, the low
retest-reliability can be explained by true variations.
Further insights provides the additional investigation of
the mean score-differences in the SCG scales. In 7 scales
significant differences in means are found between T1 and
T2. Using the supplementary questionnaire, variables can be
identified which show a clear relation to the differences in
means of certain scales (e.g. number of incidents in the
job, appraisal of the change in superior). Age-dependent
effects on the mean score can be found for some constructs.
Two major results are to be emphasised: The SCG
Selbstprofil® can be used as a statistically reliable and
valid instrument. Knowing of reliabilities as well as of
changes in mean scores over time improves the practical
applicability in the context of personnel development.
Predicting development and conditions can be specified with
higher validity. The statements of this dissertation showing
a behavioural tendency, indicating more than the above
mentioned situational influences (e.g. expected occupational
development), are to be investigated in further research.},
keywords = {Persönlichkeitstest (SWD) / Beruf (SWD) / Stabilität
(SWD)},
cin = {721310},
ddc = {150},
cid = {$I:(DE-82)721310_20140620$},
shelfmark = {CT 5300},
typ = {PUB:(DE-HGF)11},
urn = {urn:nbn:de:hbz:82-opus-47399},
url = {https://publications.rwth-aachen.de/record/229070},
}
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