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Relevant bibliographies by topics / Wonderlic personnel test

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Academic literature on the topic 'Wonderlic personnel test'

Author: Grafiati

Published: 4 June 2021

Last updated: 9 February 2022

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Journal articles on the topic "Wonderlic personnel test"

1

Matthews, T. Darin, and Kerry S. Lassiter. "What Does the Wonderlic Personnel Test Measure?" Psychological Reports 100, no. 3 (June 2007): 707–12. http://dx.doi.org/10.2466/pr0.100.3.707-712.

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The present investigation examined the concurrent validity of the Wonderlic Personnel Test and Woodcock-Johnson–Revised Tests of Cognitive Ability which were administered to 37 college students, 27 women and 10 men, who ranged in age from 18 to 54 years ( M = 27.1, SD = 8.7). Analysis yielded significant correlation coefficients between the Wonderlic Total score and the score for the WJ–R Broad Cognitive Ability Standard Battery ( r = .55) and the Comprehensive Knowledge score ( r = .34). Performance on the Wonderlic was not significantly correlated with fluid reasoning skills ( r = .26) but was most strongly associated with overall intellectual functioning, as measured by the Woodcock-Johnson Standard Battery IQ score. While scores on the Wonderlic were more strongly associated with crystallized than fluid reasoning abilities, the Wonderlic test scores did not clearly show convergent and divergent validity evidence across these two broad domains of cognitive ability.

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McKelvie, Stuart J. "Validity and Reliability Findings for an Experimental Short Form of the Wonderlic Personnel Test in an Academic Setting." Psychological Reports 75, no. 2 (October 1994): 907–10. http://dx.doi.org/10.2466/pr0.1994.75.2.907.

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For 225 undergraduates, scores on an untimed experimental short form of the Wonderlic Personnel Test were correlated .285 with grades. Three-week predictive validity against the Wonderlic test was .545 ( n = 86). Three-week test-retest and alternate-form reliabilities for the short form were .658 and .722 ( ns = 86, 85), respectively. The untimed short form is not judged to be superior to the original Wonderlic test in an academic setting.

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Tarigan, Medianta, and Fadillah Fadillah. "Analisa Item Response Theory Wonderlic Personnel Test (WPT)." Jurnal Pengukuran Psikologi dan Pendidikan Indonesia (JP3I) 8, no. 1 (November 25, 2019): 37–45. http://dx.doi.org/10.15408/jp3i.v8i1.10819.

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AbstractWonderlic Personnel Test (WPT) is a psychology tool that measures individual cognitive abilities based on measuring the level of learning ability, understanding the instruction, and solving the problems. In this study, WPT items were tested using the Item Response Theory (IRT) method. There were 374 participating subjects and the results of the study showed 31 items are fit with the model, while 19 items were misfit. According to the IRT 2PL model analysis, mean of examinee ability was -0.01 (SD=1.19). The mean of difficulty (b) was 0.48 (SD=2.58) and meand of discriminant (a) was 0.62 (SD=0.38). WPT test is indicated to consist of items were misfit, that do not measure the same dimension. These statistical results are in line with the characteristics of WPT which are built from three abilities to measure intelligence.AbstrakWonderlic Personnel Test (WPT) merupakan alat ukur psikologi yang mengukur kemampuan koginitif berdasarkan pada pengukuran tingkat kemampuan belajar, memahami instruksi, dan memecahkan masalah. Dalam penelitian ini dilakukan uji terhadap aitem WPT dengan metode Item Response Theory (IRT). Terdapat 374 subjek yang berpartisipasi dan hasil penelitian menunjukkan 31 aitem sesuai dengan model, sedangkan 19 aitem lagi tidak sesuai. Menurut analisis IRT model 2PL, rata-rata kemampuan peserta adalah -0.01 (SD=1.19). Sedangkan untuk rata-rata tingkat kesukaran (b) sebesar 0.48 (SD=2.58) dan rata-rata daya beda (a) sebesar 0.62 (SD=0.38). Tes WPT diindikasikan terdiri dari aitem yang tidak mengukur satu dimensi yang sama. Hasil statistik ini sejalan dengan karakteristik WPT yang dibangun dari tiga kemampuan untuk mengukur tingkat kecerdasan.

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Kusdiyati, Sulisworo. "STUDI KORELASI WPT ( WONDERLIC PERSONNEL TEST ) DAN IST ( INTELLIGENZ STRUCTUR TEST )." Psympathic : Jurnal Ilmiah Psikologi 3, no. 1 (February 27, 2018): 59–76. http://dx.doi.org/10.15575/psy.v3i1.2177.

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Psychological testing in high school, university and assessment of new employee were used in order to ease stakeholder for sorting and placement purpose. These tests generally include intellectual capability, personality test and performance test. There are numerous tests that can be used for this purpose and some of them quite popular among many assessor such as IST-70 and WPT. However it is known that the intelligence score as result from IST-70 and WPT were quite different. IQ score from WPT generally resulted 1-5 point lower from IST. The question now is which is from both test that considered as a valid result? This research was conducted in purpose of gathering empirical data regarding s-factor and g-factor in IST, correlation element between WPT and IST, and last differences between both tests. Thus, this research can be considered as correlation research. The assumption used in this research are (1) correlation between subtest in IST, (2) subtest in IST with WPT;(3) IQ score result with WPT and IST; and (4) differences between of IQ score resulted by WPT and IST. It was then concluded that IST measure s-factor and g-factor while WPT only measure g-factor.

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5

McKelvie, Stuart J. "The Wonderlic Personnel Test: Reliability and Validity in an Academic Setting." Psychological Reports 65, no. 1 (August 1989): 161–62. http://dx.doi.org/10.2466/pr0.1989.65.1.161.

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Based on total of 290 undergraduates, the split-half reliability of the Wonderlic Personnel Test was .87 and the Pearson correlation between test score and mean grade was .21. Implications are presented for the use of this test in an academic setting.

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6

Frisch, Michael B., and Norman S. Jessop. "Improving Wais—R Estimates with the Shipley-Hartford and Wonderlic Personnel Tests: Need to Control for Reading Ability." Psychological Reports 65, no. 3 (December 1989): 923–28. http://dx.doi.org/10.2466/pr0.1989.65.3.923.

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The present study attempted to evaluate the effectiveness of the Shipley-Hartford and Wonderlic in the prediction of Full Scale WAIS—R IQs while controlling for subjects' reading ability. 34 psychiatric patients from the Waco VA Medical Center who had attained at least a sixth-grade reading level on the basis of the Wide Range Achievement Test—Revised were administered the WAIS—R, Shipley-Hartford and Wonderlic in random order. Significant correlations were found between Full Scale WAIS—R IQs and age-corrected WAIS—R equivalent scores for the Shipley-Hartford and the Wonderlic. The results of these and other analyses supported the view that both the Shipley-Hartford and Wonderlic are accurate in making gross estimates of Full Scale WAIS—R IQs. The results are discussed in the context of previous research, using both clinical and nonclinical samples. Clinical implications and suggestions for research, including further methodological refinements, are also discussed

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Furnham, Adrian. "Sex, IQ, and Emotional Intelligence." Psychological Reports 105, no. 3_suppl (December 2009): 1092–94. http://dx.doi.org/10.2466/pr0.105.f.1092-1094.

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150 young bankers estimated their IQ (Academic/Cognitive Intelligence) and EQ (Emotional Intelligence) before taking an IQ test. Pearson correlations were r = .40 and .41 between IQ test (Wonderlic Personnel Test) scores ( M = 32.8) and IQ estimates ( M = 27.9) and EQ estimates, respectively. Women's mean self-estimated IQ was significantly lower than men's.

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Rosenstein, Rebecca, and Albert S. Glickman. "Type Size and Performance of the Elderly on the Wonderlic Personnel Test." Journal of Applied Gerontology 13, no. 2 (June 1994): 185–92. http://dx.doi.org/10.1177/073346489401300206.

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Verpaelst, Celissa C., and Lionel G. Standing. "Demand Characteristics of Music Affect Performance on the Wonderlic Personnel Test of Intelligence." Perceptual and Motor Skills 104, no. 1 (February 2007): 153–54. http://dx.doi.org/10.2466/pms.104.1.153-154.

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10

Dodrill, Carl B., and Molly H. Warner. "Further studies of the Wonderlic Personnel Test as a brief measure of intelligence." Journal of Consulting and Clinical Psychology 56, no. 1 (1988): 145–47. http://dx.doi.org/10.1037/0022-006x.56.1.145.

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Dissertations / Theses on the topic "Wonderlic personnel test"

1

RESTREPO, JUNE. "The Wonderlic Personnel Test in a Vocational Rehabilitation Setting." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1203631953.

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Randall, Jason. "Is Retest Bias Biased? An Examination of Race, Sex, and Ability Differences in Retest Performance on the Wonderlic Personnel Test." Thesis, 2012. http://hdl.handle.net/1911/71684.

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Research suggests there may be race, sex, and ability differences in score improvement on different selection tests and methods when retested (Schleicher, Van Iddekinge, Morgeson, & Campion, 2010). However, it is uncertain what individual differences moderate retest performance on GMA assessments, and why. In this study, 243 participants were retested on the Wonderlic Personnel Test (WPT). There was no evidence that race, sex, emotional stability, or conscientiousness moderate retest performance on the WPT, although SAT scores did positively predict retest performance. Individuals within the interquartile range of the initial WPT scores gained more when retested than those with more extreme scores. Establishing artificial cut-off levels demonstrated that those below the cut-off gained more when retested than those above the cut-off. Therefore, average-scorers and in some cases lower-scorers who may have failed to meet a predetermined cut-off are encouraged to re-test as they have little to lose and much to gain.

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Books on the topic "Wonderlic personnel test"

1

F, Wonderlic E., ed. Wonderlic personnel test. Libertyville, Ill: Wonderlic Personnel Test, Inc., 1999.

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Book chapters on the topic "Wonderlic personnel test"

1

Bonaccio, Silvia. "Wonderlic Personnel Test." In Encyclopedia of Personality and Individual Differences, 5799–802. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_1038.

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Bonaccio, Silvia. "Wonderlic Personnel Test." In Encyclopedia of Personality and Individual Differences, 1–4. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-28099-8_1038-1.

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Zimmerman, Molly E. "Wonderlic Personnel Test." In Encyclopedia of Clinical Neuropsychology, 3746–47. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-57111-9_1262.

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Zimmerman, Molly E. "Wonderlic Personnel Test." In Encyclopedia of Clinical Neuropsychology, 2723. New York, NY: Springer New York, 2011. http://dx.doi.org/10.1007/978-0-387-79948-3_1262.

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Zimmerman, Molly E. "Wonderlic Personnel Test." In Encyclopedia of Clinical Neuropsychology, 1–2. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-56782-2_1262-3.

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6

Rakhmanov, Ochilbek, and Senol Dane. "Improving the Prediction Accuracy of Academic Performance of the Freshman Using Wonderlic Personnel Test and Rey-Osterrieth Complex Figure." In Communications in Computer and Information Science, 54–65. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-69143-1_5.

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7

"Wonderlic Personnel Test (WPT-R)." In Encyclopedia of Personality and Individual Differences, 5802. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_302907.

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8

"Wonderlic Personnel Test – Quicktest (WPT-Q)." In Encyclopedia of Personality and Individual Differences, 5802. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_302906.

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