Abstract
Because of the practical, theoretical, and legal implications of differential item functioning (DIF) for organizational assessments, studies of measurement equivalence are a necessary first step before scores can be compared across individuals from different groups. However, commonly recommended criteria for evaluating results from these analyses have several important limitations. The present study proposes an effect size index for confirmatory factor analytic (CFA) studies of measurement equivalence to address 1 of these limitations. The application of this index is illustrated with personality data from American English, Greek, and Chinese samples. Results showed a range of nonequivalence across these samples, and these differences were linked to the observed effects of DIF on the outcomes of the assessment (i.e., group-level mean differences and adverse impact).
Original language | English (US) |
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Pages (from-to) | 966-980 |
Number of pages | 15 |
Journal | Journal of Applied Psychology |
Volume | 96 |
Issue number | 5 |
DOIs | |
State | Published - Sep 2011 |
Keywords
- Differential item functioning
- Effect size
- Employee selection
- Measurement equivalence
ASJC Scopus subject areas
- Applied Psychology