| Technical Report Number/ Filename |
Title and/or Brief Description |
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2008 Validity
of the Strong Interest Explorer Assessment |
Validity of the Strong Interest Explorer©
Assessment: Using the Strong Interest Inventory® assessment
as a criterion measure
Using the Strong Interest Inventory® (SII) assessment as a criterion measure, the validity of the Strong Interest Explorer© (SIE) assessment was tested. A total of 513 individuals were administered the SIE assessment and SII assessment. Theoretically meaningful correlations between the two instruments provide initial support for the validity of the Strong Interest Explorer© assessment. |
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2008 MBTI Step II Ethnicity Paper |
MBTI® Step II Results of
Community Leaders
This
study was conducted to examine the effects of ethnicity on the Step II
profiles of participants in Blandin Foundation’s Community Leadership
Program. Results indicate that although participants within each ethnic
group (i.e., American Indians, Caucasians, and Hispanics) were diverse, few
significant differences were found between groups in overall modal type and
on facet categories. Additionally, no significant differences were found
between groups on the six decision-making categories. |
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2007 SIOP Poster
- CPI260 Validity |
CPI260® Validity: Comparing Leaders in
Three Countries
This study was conducted to examine the
factor structure of the CPI 260
assessment in three different countries. The similarities between the
factors in U.S., Canadian, and Australian samples were examined by means of
the coefficient of congruence. These results lend support for factorial
validity of the CPI 260 assessment.
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2007 SIOP Poster |
The CPI260® Coaching Report for
Leaders: Strengths and Developmental Opportunities
The current study compared over 5000 leaders who had
strengths and developmental opportunities identified by the CPI260™
assessment’s Coaching Report for Leaders (CRL). Self, boss, and direct
report ratings from the Center for Creative Leadership’s Benchmarks® 360
assessment were used as criterion. Results were generally supportive of the
CRL categorizations. |
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2006
APA Poster |
Correlating the Newly Revised Strong Interest Inventory®
with the MBTI® This study examines the relationships between the newly
revised Strong Interest Inventory® (SII) and the
Myers-Briggs Type Indicator® (MBTI®) assessments,
commonly used in conjunction in career counseling settings, using the
largest known sample of participants who have completed both assessments.
Findings suggest that where changes were made to the SII, the correlations
shifted in theoretically meaningful ways. This study supports the validity
and the practical utility of using the newly revised SII with the MBTI. |
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2006 SIOP Paper |
Personality Profiles of North American Professional
Football Players This study used a sample of 812 North American
professional
football players who completed the CPI 260® assessment.
Average profiles for selected groups of players were evaluated.
Logistic regression and discriminant function analyses were
used to examine personality differences among groups of
players, including several positions, and offense versus
defense. |
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2005 APA Poster |
Gender and Ethnic Differences on CPI™ 434 Scales
This study examines gender and ethnic differences on three classes of CPI™
scales (folk, special purpose, and vector) using a sample of 570 employed
adults. Statistically significant differences were found between the gender
and ethnic groups on some of the scales. However, effect sizes show that,
with the exception of the Femininity/Masculinity (F/M) scale, these
differences are not meaningful; indicating that the CPI instrument functions
fairly across gender and three ethnic groups studied, and can be used in
combination with other measures as a selection tool. |
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2002-1 / INSK White Paper |
Measurement Properties of the Interest/Skills Checklist©
The measurement properties of the Interest/Skills Checklist are examined and norms for the assessment are provided. The Interest/Skills Checklist is a self-report assessment of interests and skills, following the Holland Model of career choice. The results suggest that the assessment has good internal consistency reliability, and that the factor structure generally reproduces the RIASEC model for both interests and skills. |
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2002-2
/ SIE White Paper |
Instrument Development: Reliability
and Validity of the Strong Interest Explorer™
This
paper describes the development of the Strong Interest Explorer (SIE), a
self-scorable interest assessment designed for students and early career
explorers. The history of the SIE, and its relationship to the Strong
Interest Inventory® assessment are discussed, along with evidence of
reliability and validity.
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2002-3 / CPI™ Brief Technical Report |
Brief Technical Report on the CPI 260®
Instrument
This report briefly describes the development of CPI 260®
, along with initial norms and measurement properties. |
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2002-4
/ Benchmarks and CPI260® Technical Report |
Comparing
the CPI 260® Instrument to the Benchmarks® Scales: An Initial Validity Study
The CPI 260® instrument and the results from the Coaching Report for Leaders are compared with the Center for Creative Leadership’s Benchmarks® 360 Degree assessment. The goal of these comparisons is to examine how well the instruments and reports are related. These analyses provide an indication of the concurrent validity of the CPI 260®
instrument and reports, using the Benchmarks® assessment as the criterion. Overall, the results of the analyses indicate that relationships exist where they make conceptual sense. In addition, the correlations are large enough to indicate concurrent validity, but are not so large as to suggest redundancy of the measures, and reports.. |
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Exploring Age and Gender Differences in
Vocational Interests |
A large cross-sectional sample of respondents who completed a research
version of the Strong Interest Inventory® assessment were examined for
differences in the RIASEC
themes based on age and gender. The data were examined using a 2 (gender) by
5 (age category) MANOVA and follow-up ANOVAs. Anticipated gender differences
were found and
replicate past research. The effects of age and age by gender interactions
were significant, but very small. A linear trend across age categories with
level of interest generally increasing with age was found. Some implications
of the findings are discussed. |
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Validity of 2004 Strong Interest
Inventory®: Gender and Ethnicity Effects |
The Strong Interest Inventory® assessment has specific content measures, the
Basic Interest Scales (BISs), as well as general content measures, the
General Occupational Themes (GOTs), which measure the six Holland (1997)
RIASEC themes. The validity of these scales has been well studied over the
years (Harmon, Hansen, Borgen, & Hammer, 1994). With a newly revised Strong
assessment, it is important to begin studying the validity of the revised
and new content scales. Using samples of college students (N = 1,652) and
working adults (N = 1,192), we examined the value of the BISs and GOTs in
predicting both college major and occupational group. Results showed
increases in explanatory power when the BISs were added to the GOTs.
Additionally, scale means were explored by gender and ethnicity to
demonstrate generalizability of the GOTs and BISs, as well as important
group differences. |
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Revised Strong Interest Inventory®
Assessment: Gender and Vocational Interest Similarity |
How similar are women and men in the same occupations? Has this similarity
changed over time or does it vary by the Holland (1997) Theme of occupation?
These questions were examined by analyzing correlations between male and
female occupational scale scores on the newly revised Strong Interest
Inventory® assessment with a nationally representative sample of 2,250
employed women and men. Results indicated women and men in the same
occupations generally have similar interests, that similarity of interests
have been consistent over time, and that women and men in Realistic and
Conventional occupations have less similar interests than people in other
occupations. |
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Revised Strong Interest Inventory®
Assessment: Content, Reliability, and Validity |
This paper highlights the new content of the revised Strong Interest
Inventory® assessment and the effect of the changes on the Strong’s
measurement properties. Substantial changes to the measures of basic
interests and to the occupational samples reflect a thoughtful reaction to
revolutionary shifts in the world-of-work in the late 1990s. Shifts in the
work people do and the way they do it is represented on the revised Strong
by incorporation of new business, technology, and team related content. The
changes, and the measurement properties of the Strong following these
changes, are discussed. |
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