Richard D Goffin
Biographic Data
| ID | 4236853 |
|---|---|
| NAME | Richard D Goffin |
| GIVEN NAMES | Richard D |
| FAMILY NAME | Goffin |
| SIGNATURE | GOFFIN R D |
| AFFILIATIONS | Western University |
| ORCID | 0000-0002-0371-2711 |
| VERIFIED | Yes |
| TOTAL WORKS | 17 |
| TOTAL CITATIONS | 11 |
| AUTHOR COUNT | 16 |
| EDITOR COUNT | 1 |
| FIRST PUBLICATION YEAR | 1988 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Interventions to improve the accuracy of references: Some unexpected results and their implications for Low-Familiarity personality evaluations
Individual differences in preferences for social-comparative performance ratings
Simulated job applicant test-taker reactions to rejection: Comparing absolute and social-comparative feedback
Accountability and accuracy in subordinates' ratings of their supervisors' performance
We experimentally evaluated 3 different rating conditions that balanced accountability and anonymity, and evaluated the impact of each on the accuracy of subordinates' ratings of their supervisors. Self-accountability, the rating method that reflects the status quo, involved the anonymous submission of ratings. Ratee accountability involved the rater being identified to the ratee (their supervisor). In the external-accountability condition the ra…
Problems and Solutions in Human Assessment: Honoring Douglas N. Jackson at Seventy
Relative versus absolute measures of explicit attitudes: Implications for predicting diverse attitude-relevant criteria
The authors report 4 studies exploring a self-report strategy for measuring explicit attitudes that uses "relative" ratings, in which respondents indicate how favorable or unfavorable they are compared with other people. Results consistently showed that attitudes measured with relative scales predicted relevant criterion variables (self-report of behavior, measures of knowledge, peer ratings of attitudes, peer ratings of behavior) better than did…
Is the Test Attitude Survey Psychometrically Sound
Research in the realm of selection and educational testing has begun to explore test takers' attitudes toward tests. However, valid measurement of test-taking attitudes is required before concrete conclusions may be drawn. The purpose of this investigation was to examine the psychometric properties of a popular measure of test-taking attitudes that may be used in occupational or educational selection testing applications—the Test Attitude Survey …
Is Halo Helpful? Effects of Inducing Halo on Performance Rating Accuracy
Halo error, although traditionally viewed as being detrimental to the quality of social cognition, has been purported to have potentially beneficial effects in some situations (Murphy, Jako, & Anhalt, 1993; Nathan & Tippins, 1990). Consequently, Murphy et al. called for investigations on the effects of inducing halo. The present experiment tested the effect of inducing halo on performance rating accuracy. Participants ( N =160) were randomly assi…
A multi‐rater assessment of organizational commitment: Are self‐report measures biased
Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures…
Problems and Solutions in Human Assessment
Measuring and Predicting Counterproductivity in the Laboratory Using Integrity and Personality Testing
To supplement current validation approaches, the authors developed laboratory-based measures of workplace fraud, rule breaking, and pilferage and used them to assess the validity associated with the use of integrity test scores derived from the Employment Inventory (El). Additionally, they investigated whether scores on the two El scales predicted criterion variable variance beyond that explained by scores on selected personality scales (Responsi…
Confirmatory Factor Analysis of the Life Satisfaction Index
A Comparison of Two New Indices for the Assessment of Fit of Structural Equation Models
The accurate assessment of model fit has emerged as a vital area of research in the advancement of structural equation modeling. Two recent indices of fit, the Relative Noncentrality Index (RNI, McDonald & Marsh, 1990) and the Comparative Fit Index (CFI, Bentler, 1990), constitute major progress in this regard. This research demonstrates that the RNI and CFI are algebraically equivalent in most applications but. identifies one condition in which …
Modeling MTMM Data from Additive and Multiplicative Covariance Structures: An Audit of Construct Validity Concordance
The purpose of this study was to determine the extent to which findings derived from four approaches to MTMM analyses were consistent in providing evidence of construct validity related to the measurement of four dimensions of perceived competence (social, academic, English, mathematics) across four maximally dissimilar rating methods (self, teacher, parent, peer). MTMM methodological approaches included that of Campbell-Fiske (1959), the general…
Analysis of Multitrait-Multirater Performance Appraisal Data: Composite Direct Product Method versus Confirmatory Factor Analysis
This study addresses the manner in which trait and rater variance combine in multitrait-multirater (MTMR) performance appraisal data. The Confirmatory Factor Analytic (CFA) model assumes trait and rater variance combine additively, whereas the Composite Direct Product (CDP) model assumes a multiplicative relationship. Implications of these models are explicated for MTMR data, and empirical differences are examined using four data sets. Results in…
Organizational commitment and job performance: It's the nature of the commitment that counts.
The Structure Validity of The Index of Organizational Reactions
The structural validity of the Index of Organizational Reactions (IOR), a popular multi-faceted job satisfaction scale, was investigated through the use of confirmatory first and second-order factor analysis. Three plausible first-order factor models for the IOR were tested on a stratified random sample of 445 employees of a large financial institution. Through the application of a variety of covariance structure fit indices, it was found that an…
A multi‐rater assessment of organizational commitment: Are self‐report measures biased
Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures…
Confirmatory Factor Analysis of the Life Satisfaction Index
Relative versus absolute measures of explicit attitudes: Implications for predicting diverse attitude-relevant criteria
The authors report 4 studies exploring a self-report strategy for measuring explicit attitudes that uses "relative" ratings, in which respondents indicate how favorable or unfavorable they are compared with other people. Results consistently showed that attitudes measured with relative scales predicted relevant criterion variables (self-report of behavior, measures of knowledge, peer ratings of attitudes, peer ratings of behavior) better than did…
The Structure Validity of The Index of Organizational Reactions
The structural validity of the Index of Organizational Reactions (IOR), a popular multi-faceted job satisfaction scale, was investigated through the use of confirmatory first and second-order factor analysis. Three plausible first-order factor models for the IOR were tested on a stratified random sample of 445 employees of a large financial institution. Through the application of a variety of covariance structure fit indices, it was found that an…
Organizational commitment and job performance: It's the nature of the commitment that counts.
Analysis of Multitrait-Multirater Performance Appraisal Data: Composite Direct Product Method versus Confirmatory Factor Analysis
This study addresses the manner in which trait and rater variance combine in multitrait-multirater (MTMR) performance appraisal data. The Confirmatory Factor Analytic (CFA) model assumes trait and rater variance combine additively, whereas the Composite Direct Product (CDP) model assumes a multiplicative relationship. Implications of these models are explicated for MTMR data, and empirical differences are examined using four data sets. Results in…
A Comparison of Two New Indices for the Assessment of Fit of Structural Equation Models
The accurate assessment of model fit has emerged as a vital area of research in the advancement of structural equation modeling. Two recent indices of fit, the Relative Noncentrality Index (RNI, McDonald & Marsh, 1990) and the Comparative Fit Index (CFI, Bentler, 1990), constitute major progress in this regard. This research demonstrates that the RNI and CFI are algebraically equivalent in most applications but. identifies one condition in which …
Modeling MTMM Data from Additive and Multiplicative Covariance Structures: An Audit of Construct Validity Concordance
The purpose of this study was to determine the extent to which findings derived from four approaches to MTMM analyses were consistent in providing evidence of construct validity related to the measurement of four dimensions of perceived competence (social, academic, English, mathematics) across four maximally dissimilar rating methods (self, teacher, parent, peer). MTMM methodological approaches included that of Campbell-Fiske (1959), the general…
Measuring and Predicting Counterproductivity in the Laboratory Using Integrity and Personality Testing
To supplement current validation approaches, the authors developed laboratory-based measures of workplace fraud, rule breaking, and pilferage and used them to assess the validity associated with the use of integrity test scores derived from the Employment Inventory (El). Additionally, they investigated whether scores on the two El scales predicted criterion variable variance beyond that explained by scores on selected personality scales (Responsi…
Confirmatory Factor Analysis of the Life Satisfaction Index
Problems and Solutions in Human Assessment
A multi‐rater assessment of organizational commitment: Are self‐report measures biased
Most investigations of organizational commitment have been conducted using self‐report measures, however, the veracity of self‐reports is often questioned. In a sample of 79 public‐sector administrative staff, we assessed two types of organizational commitment (affective and continuance) from the perspective of three different sources of raters (self, peer, and supervisor) to test three explanations of the factors influencing self‐report measures…
Is the Test Attitude Survey Psychometrically Sound
Research in the realm of selection and educational testing has begun to explore test takers' attitudes toward tests. However, valid measurement of test-taking attitudes is required before concrete conclusions may be drawn. The purpose of this investigation was to examine the psychometric properties of a popular measure of test-taking attitudes that may be used in occupational or educational selection testing applications—the Test Attitude Survey …
Is Halo Helpful? Effects of Inducing Halo on Performance Rating Accuracy
Halo error, although traditionally viewed as being detrimental to the quality of social cognition, has been purported to have potentially beneficial effects in some situations (Murphy, Jako, & Anhalt, 1993; Nathan & Tippins, 1990). Consequently, Murphy et al. called for investigations on the effects of inducing halo. The present experiment tested the effect of inducing halo on performance rating accuracy. Participants ( N =160) were randomly assi…
Relative versus absolute measures of explicit attitudes: Implications for predicting diverse attitude-relevant criteria
The authors report 4 studies exploring a self-report strategy for measuring explicit attitudes that uses "relative" ratings, in which respondents indicate how favorable or unfavorable they are compared with other people. Results consistently showed that attitudes measured with relative scales predicted relevant criterion variables (self-report of behavior, measures of knowledge, peer ratings of attitudes, peer ratings of behavior) better than did…
Problems and Solutions in Human Assessment: Honoring Douglas N. Jackson at Seventy
Accountability and accuracy in subordinates' ratings of their supervisors' performance
We experimentally evaluated 3 different rating conditions that balanced accountability and anonymity, and evaluated the impact of each on the accuracy of subordinates' ratings of their supervisors. Self-accountability, the rating method that reflects the status quo, involved the anonymous submission of ratings. Ratee accountability involved the rater being identified to the ratee (their supervisor). In the external-accountability condition the ra…
Individual differences in preferences for social-comparative performance ratings
Simulated job applicant test-taker reactions to rejection: Comparing absolute and social-comparative feedback
Interventions to improve the accuracy of references: Some unexpected results and their implications for Low-Familiarity personality evaluations
Psychology (14 works) · Social Psychology (12 works) · Computer Science (7 works) · Econometrics (6 works) · Mathematics (6 works) · Statistics (6 works) · Personality (5 works) · Structural equation modeling (5 works) · Confirmatory factor analysis (4 works) · Job Satisfaction and Organizational Behavior (4 works)