2011 Awards for Excellence

Citation

(2012), "2011 Awards for Excellence", Journal of Chinese Human Resource Management, Vol. 3 No. 1. https://doi.org/10.1108/jchrm.2012.46503aaa.002

2011 Awards for Excellence

Article Type: 2011 Awards for Excellence From: Journal of Chinese Human Resource Management, Volume 3, Issue 1

The following article was selected for this year’s Outstanding Paper Award for Journal of Chinese Human Resource Management

“Cultural differences and measurement invariance of selection tools: a case of examining Chinese NEO PI-R conscientiousness scale”

Guangrong DaiKorn/Ferry Leadership and Talent Consulting, Minneapolis, Minnesota, USA

Kyunghee HanPsychology Department, Central Michigan University, Mount Pleasant, Michigan, USA

Huiqin HuData Recognition Corporation, Maple Grove, Minnesota, USA, and

Stephen M. ColarelliPsychology Department, Central Michigan University, Mount Pleasant, Michigan, USA

Purpose -- The purpose of this paper is to investigate the measurement invariance of the Chinese version NEO PI-R conscientiousness scale.Design/methodology/approach -- Based on Hofstede’s cultural dimensions, it was predicted that certain items might exhibit culture-related differential item functioning (DIF). The partial credit Rasch model was used to analyze the item responses. The authors also examined the impact of DIF on the measurement invariance of the overall conscientiousness scale using differential test functioning statistics.Findings -- Most of the predicted culture-related DIF were supported. Although the results suggested a substantial proportion of items showing DIF, the conscientiousness scale functioned consistently across the two cultures under study, suggesting that observed group mean scores can be compared directly.Research limitations/implications -- The authors demonstrate that an understanding of the culture differences may help when translating instrument across cultures to anticipate potential threats to measurement invariance. The current study employed student samples. Results of the study need to be replicated using diverse populations.Practical implications -- Assessment and selection instruments have been increasingly used across nations for HRM purposes. Organizations intending to establish global talent management systems need to evaluate and ensure the cross-cultural equivalence of the assessment. Findings from the current study support the adoption of the translated conscientiousness scale in China.Originality/value -- This paper is one of the few in the literature that examines the measurement invariance using a confirmatory approach.

Keywords: Assessment, China, Cross-cultural studies, Functional differentiation, Measurement, Personality tests

www.emeraldinsight.com/10.1108/20408001011117644

This article originally appeared in Volume 1 Number 2, 2010, pp. 95-114, Journal of Chinese Human Resource Management

The following article was selected for this year’s Highly Commended Award

“Business managers’ work value changes through down economies”

Jan Selmer and Romie Littrell

This article originally appeared in Volume 1 Number 1, 2010, Journal of Chinese Human Resource Management

Outstanding Reviewer

Professor GuShanghai Jiaotong University, China