Modification of the forced-choice method as a criterion of job proficiency

Abstract

Attempted to verify the value of classical and modified forced-choice rating systems. A double modification was performed: (a) only items of a general nature, i.e., those concerning all jobs in a large group of jobs were used; and (b) only items of neutral attractiveness were used. The lists of classical and modified forced-choice items were constructed separately for 250 blue-collar workers, 110 white-collar workers, and 97 supervisors. The modified forced-choice system was superior for the blue- and white-collar workers. The comparison of the mean ratings of each group also indicated superiority separation using the modified forced-choice system. (PsycInfo Database Record (c) 2025 APA, all rights reserved)