{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/14728"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/14728","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Evaluating a pre-screening questionnaire's predictive validity at a large financial institution","abstract":"This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire.","abstract_html":"This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire.","abstract_has_math":false,"creators":["Adams, Reygana"],"institution":"Organisational Psychology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["van Lill, Burger"],"committee_chairs":[],"committee_members":[],"year":2008,"date_issued":"2008","date_published":"2008","updated_at":"2026-07-22T22:23:49Z","subjects":[],"languages":["eng"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/14728","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["van Lill, Burger"]},{"key":"dc:creator","label":"Author","values":["Adams, Reygana"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2015-11-08T05:02:11Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2015-11-08T05:02:11Z"]},{"key":"dc:date.issued","label":"Date","values":["2008"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Organisational Psychology"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Master Thesis"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Masters"]},{"key":"dc:type.qualificationname","label":"Dc Type Qualificationname","values":["MCom"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["eng"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/14728"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Includes bibliographical references (leaves 61-66)."]},{"key":"dc:description.abstract","label":"Abstract","values":["This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire."]},{"key":"dc:title","label":"Title","values":["Evaluating a pre-screening questionnaire's predictive validity at a large financial institution"]}]}],"canonical_facts":{"dc:contributor.advisor":["van Lill, Burger"],"dc:creator":["Adams, Reygana"],"dc:date.accessioned":["2015-11-08T05:02:11Z"],"dc:date.available":["2015-11-08T05:02:11Z"],"dc:date.issued":["2008"],"dc:description":["Includes bibliographical references (leaves 61-66)."],"dc:description.abstract":["This study investigated whether a pre-screening questionnaire was able to predict job performance at a large financial institution. The pre-screening questionnaire comprised a biographical, integrity and interest subscale as predictors of job performance. A sample of 2145 job applicants completed the pre-screening questionnaire and these scores were used to establish the internal consistency of the pre-screening questionnaire. For the validity testing, a smaller sample of 449 job applicants was drawn to compare their test scores of the pre-screening questionnaire to their performance scores obtained, as the criterion. Each subscale was evaluated in terms of its predictive validity. The loglinear analysis revealed that the biographical subscale was a valid predictor of job performance. Despite being reliable i.e. integrity subscale with Kuder-Richardson coefficient of (r =.63) and interest subscale with an overall Cronbach Alpha of (r =.98), both subscales were found to be poor predictors of job performance. The findings suggest that the pre-screening questionnaire demonstrates predictive validity and utility in the selection process to some extent. Recommendations are listed to improve the overall reliability and validity of the pre-screening questionnaire."],"dc:identifier.uri":["http://hdl.handle.net/11427/14728"],"dc:language.iso":["eng"],"dc:publisher.department":["Organisational Psychology"],"dc:publisher.institution":["University of Cape Town"],"dc:title":["Evaluating a pre-screening questionnaire's predictive validity at a large financial institution"],"dc:type":["Master Thesis"],"dc:type.qualificationlevel":["Masters"],"dc:type.qualificationname":["MCom"]},"updated_at":"2026-07-22T22:23:49Z"}