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This paper aims to present the results of a systematic review of the evidence on psychometric properties of information literacy (IL) tests.

A two-stage search strategy was used to find relevant studies in two subject and three general databases. A descriptive review of test characteristics and psychometric properties was presented. The review included 29 studies describing psychometric properties of 18 IL tests.

It was found that the classical test theory was applied for all tests. However, the item response theory was also applied in three cases. Most of the psychometric tests were developed in the USA using ACRL IL competency standards. The most commonly used psychometric analyses include content validity, discriminant validity and internal consistency reliability.

Only studies in English language are included in this review.

The study recommends that standards should be developed for the use and reporting of psychometric measures in designing IL tests. Librarians need to be trained in psychometric analysis of tests.

It is the first study that systematically reviewed psychometric properties of IL tests. The findings are useful for librarians who are teaching IL courses.

The changing environment and competitive market forces have brought many changes in the business sector that have put organisations under immense pressure. The use of psychometric assessments and behavioural profiling help organisations to determine individuals' abilities, aptitudes, personality traits, values and factors which intrinsically motivate them and assist in bringing the right people on board who fit well within the organisational culture and can contribute towards the performance goals. Although behavioural profiling and psychometric assessments are accepted worldwide, however, developing countries particularly the public sector still relies on conventional recruitment methods and the adaptation of contemporary behavioural profiling and psychometric assessments is a challenge. Therefore, this chapter evaluates how the adaptation of behavioural profiling and psychometric assessments in the civil service exams in developing countries can improve the selection process and ultimately can help to improve the quality of public services, capacity building and achieving sustainability goals.

The purpose of this paper is to address the issue of failing to psychometrically test questionnaire instruments when measuring university students’ attitudes towards plagiarism. These issues are highlighted by a psychometric evaluation of a commonly used (but previously untested) plagiarism attitudinal scale.

The importance of psychometric testing is shown through an analysis of a commonly used scale using modern techniques (e.g. Rasch analysis) on 131 undergraduate education students at an Australian university.

Psychometric analysis revealed the scale to be unreliable in its present form. However, when reduced to an eight-item subscale it became marginally reliable.

The main implication of this paper is that questionnaire instruments cannot be assumed to function as they are intended without thorough psychometric testing.

The paper offers valuable insight into the psychometric properties of a previously untested but commonly used plagiarism attitudinal scale.

The paper offers a straightforward and easy to understand introduction to researchers in higher education who use questionnaires/surveys in their research but lack an understanding of why psychometric testing is so critical. While similar papers have been written in other fields which advocate psychometric approaches, such as Rasch analysis, this has not been the case in higher educational research (or mainstream educational research for that matter).

The purpose of this paper is to assess the psychometric validity of the LibQUAL+® instrument in a developing country context in Bangladesh.

This study adopted a paper-version of the original LibQUAL 22 core-items to survey library users' perceptions of minimum, desired and perceived levels of service quality of university libraries in Bangladesh. The survey accumulated a total of 544 valid responses over a period of two weeks. The means and standard deviations for each service item were computed for the three service levels. The confirmatory factor analysis (CFA) was used to test the original three-factorial structure and to assess the psychometric validity of the LibQUAL instrument. A one-factor CFA and separate CFAs by gender and user group on perceived services were conducted to determine the original three-factor structure of LibQUAL scale. Exploratory factor analyses (EFAs) were also performed on the perceived scores to examine the potential factor structure of the scale. The descriptive statistics including EFAs and the CFA models were performed through IBM® SPSS® Statistics and IBM® SPSS® Amos, respectively.

The findings of this paper showed that all perceived services fell below the minimum scores. The confirmatory factor analyses found poor model fits for the original three-factor solution of the LibQUAL scale. The EFA results also showed no factorial structure similar to the original LibQUAL dimensions. The findings exhibited a low psychometric quality of LibQUAL in academic library settings in Bangladesh.

This study is the first of its kind to empirically examine the psychometric validity of the LibQUAL scale in a developing country perspective in Bangladesh.

The purpose of this paper is to investigate the statistical link between an artificial personality model and the leading psychometric model.

An online survey was conducted made of two parts: a 40‐sentence humor appreciation survey corresponding to the artificial personality model, and a 50‐sentence Big 5 psychometric survey. The cross‐correlation between the scales of the two parts was computed, and exploratory factor analysis performed on the Big 5 scores using three different sample age spreads.

The cross‐correlation coefficients between the artificial and psychometric personality scores supported the suggestion that there is compatibility between the two, albeit their absolute values were not as high as other studies due to the small sample size. Also, when computing factor analysis on Big 5 scores it was found that the loading of two factors identified as motivational went down systematically with the size of the sample, which empirically supports the suggestion that motivational and cognitive factors are distinct.

The size of sample was not sufficient to reach a conclusive decision but the evidence was supportive and promising for additional research.

The compatibility between the artificial and psychometric personality models means that psychometric scores of real persons can be uploaded into artificial personalities in order to mimic real conversation and behaviour.

Improvement of man‐machine interface, facilitating education.

Correlating the scores of different personality scores is not new, but correlating with artificial personality dimensions defined by humor appreciation scores is new. The suggestion that there is qualitative difference between factors of well established psychometric model is new and could have far reaching implications.

With the steady overall development of the continent, the African business landscape over the last decade has witnessed increased growth through numerous avenues. Growth has been through the emergence of formalised small and medium enterprises, the growth of business and transition from one scale to another as well as inward foreign direct investment. The purpose of this paper is to investigate how this business growth can be sustained, particularly in the area of talent management, within the framework of the United Nations Sustainable Development Goals.

This paper presents the findings of a narrative inquiry conducted in 2016 on an expert panel of talent managers in businesses based in South Africa.

The focus of the inquiry was the challenges in talent currently faced by South African businesses and what possible solutions, that address the question of sustainable development, may lie in talent management practices. The study finds that there may be scope for the augmentation of current practice in psychometric testing which may address a plethora of problems currently defining the talent context in African business.

The growth of African businesses has presented interesting challenges in managing the African business particularly in the area of human resources and talent management. A persistent notion is the question of sustaining this growth on the continent. As enterprise grows, the need for talent is ever more pressing. This paper seeks to present pathways to sustainability in this regards.

A series of analyses was performed to evaluate the decision‐making strategies of assessors involved in a final‐stage assessment centre (AC). Thirty‐eight assessors rated applicants (n = 222) for an engineering sponsorship placement. Applicants were evaluated on four dimensions (Interactive Awareness, Work Structure, Drive and Enthusiasm, and Business Awareness) over three exercises (a group exercise, an individual exercise and a structured interview). In addition, two psychometric tests of cognitive ability were administered, one of numerical reasoning ability and one of verbal reasoning ability. Thus the assessors were provided with two types of information: their own observational ratings, and psychometric test scores of candidates. Analysis revealed that assessors perceived the observational and psychometric sources as distinct and that assessors integrated information from each source differently. Further, it was found that assessors weighted observational information as more salient than psychometric information in their outcome decision‐making processes, although both sources were integrated in final decisions. Interprets results in terms of strategies to reduce cognitive strain, information overload upon assessors and cognitive biases in decision making. Discusses the implications of these findings for AC design and validation.

The diagnostic process after referral to an acute psychiatric treatment facility consists of more than the clinical investigation and laboratory tests. Psychometric tests in a broad range of languages may be such an augmentation of our diagnostic armamentarium. Whether such tests are in use, and how they are distributed among different patient categories was the aim of the study. All referrals in one calendar year (N=1168), as they are depicted in the hospital computerized medical records, were investigated. Fifty-six (6.1%) out of 926 ethnic Norwegians and six (3.0%) out of 198 non-Western immigrants were tested, whereas none of the 44 Western immigrants. The difference between ethnic Norwegians and the immigrants was significant (Z=-3.05 and P=0.002). Psychometric tests were thus almost not in use, and even lesser so in immigrants. Mean number of resident days was higher among those tested, 11.7 (SD=11.2) versus those not tested, 7.4 (SD=10.4) days, t=2.97 and P=0.004. Length of stay for ethnic Norwegians did not differ from that for non-Western immigrants 11.4 versus 11.7, respectively. The patients tested were older than those not tested. Mean age was 43.0 (SD=14.4) versus 38.8 (SD=12.1), with a t=2.65 and P=0.03. The difference in resident days between all immigrants and ethnic Norwegians was significant with a Z=−2.232 and P=0.026. Level of testing was higher in ethnic Norwegians, and the tested patients stayed longer, maybe indicating more room for testing. Whether this low test-activity influences treatment quality is an unsettled question.

Describes the link between the potential improvements that can be made in business performance and the practical incorporation of psychometric instruments within human resource strategies. Explains psychometrics which is used in two quite different contexts: with a business orientation; or to support the development of individuals. Also provides a description of various applications across the human resource functional activities. Outlines the danger associated with a non‐professional approach with practical suggestions to overcome. Argues that the practical application of psychometric instruments provide added value and financial benefits for an organization′s activities.

Poses the question: does psychometric testing have a role within counselling? States that many advocate the true face of counselling as humanistic, which poses a problem for the use of psychometric tests. States that in a counsellor’s first meeting with a client, some form of assessment or evaluation takes place in order to inform the counsellor of the severity of the client’s problem. Briefly details various early tests, and continues by focusing on the Beck Hopelessness Scale (BHS) and Rust Inventory of Schizotypal Cognitions (RISC). Describes both scales: applies their uses in clinical settings; outlines behavioural and psychodynamic uses of these tests; illustrates effectiveness through a number of case studies and vignettes. Concludes that it is up to the individual counsellors how they choose to conduct a counselling sessions, or whether they use such psychometric tests.