SA Journal of Industrial Psychology
versión On-line ISSN 0258-5200
ORIENTATION: The construct equivalence of the Occupational Personality Questionnaire (OPQ32n) for black and white groups was investigated. RESEARCH PURPOSE: The objective was to investigate the structural invariance of the OPQ32n for two South African population groups. MOTIVATION FOR THE STUDY: The OPQ32n is often used for making a variety of personnel decisions in South Africa. Evidence regarding the suitability of personality questionnaires for use across South Africa's various population groups is required by practitioners for selecting appropriate psychometric instruments. RESEARCH DESIGN, APPROACH AND METHOD: Data were collected by means of a questionnaire and the results were analysed using quantitative statistical methods. The sample consisted of 248 Black and 476 White people from the SHL (South Africa) database. Structural equation modelling was used to examine the structural equivalence of the OPQ32n scale scores for these two groups. MAIN FINDINGS: A good fit regarding factor correlations and covariances on the 32 scales was obtained, partially supporting the structural equivalence of the questionnaire for the two groups. The analyses furthermore indicated that there was structural invariance, with the effect of the Social Desirability scale partialled out. PRACTICAL/MANAGERIAL IMPLICATIONS: The present study focused on aspects of structural equivalence only. The OPQ32n therefore passed the first hurdle in this particular context, but further investigation is necessary to provide evidence that the questionnaire is suitable for use in personnel decisions comparing the population groups. CONTRIBUTION: Despite the positive findings with regard to structural equivalence and social desirability response style, it should be borne in mind that no assumptions regarding full scale equivalence can be made on the basis of the present findings.
Palabras clave : construct equivalence; Occupational Personality Questionnaire; personality; racial and cultural differences; test bias.