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Design and Evaluation Process of a Personal and Motive-Based Competencies Questionnaire in Spanish-Speaking Contexts

Published online by Cambridge University Press:  22 March 2016

Joan Batista-Foguet ,
Alaide Sipahi-Dantas ,
Laura Guillén ,
Rosario Martínez Arias Open the ORCID record for Rosario Martínez Arias [Opens in a new window]  and
Ricard Serlavós
Joan Batista-Foguet*
Affiliation:
Universitat Ramon Llull (Spain)
Alaide Sipahi-Dantas
Affiliation:
Universitat Ramon Llull (Spain)
Laura Guillén
Affiliation:
European School of Management and Technology (Germany)
Rosario Martínez Arias
Affiliation:
Universidad Complutense (Spain)
Ricard Serlavós
Affiliation:
Universitat Ramon Llull (Spain)
*
*Correspondence concerning this article should be addressed to Joan Batista-Foguet. University Ramon Llull - ESADE, BS. Barcelona (Spain). E-mail: joanm.batista@esade.edu
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Abstract

Most questionnaires used for managerial purposes have been developed in Anglo-Saxon countries and then adapted for other cultures. However, this process is controversial. This paper fills the gap for more culturally sensitive assessment instruments in the specific field of human resources while also addressing the methodological issues that scientists and practitioners face in the development of questionnaires. First, we present the development process of a Personal and Motive-based competencies questionnaire targeted to Spanish-speaking countries. Second, we address the validation process by guiding the reader through testing the questionnaire construct validity. We performed two studies: a first study with 274 experts and practitioners of competency development and a definitive study with 482 members of the general public. Our results support a model of nineteen competencies grouped into four higher-order factors. To assure valid construct comparisons we have tested the factorial invariance of gender and work experience. Subsequent analysis have found that women self-rate themselves significantly higher than men on only two of the nineteen competencies, empathy (p < .001) and service orientation (p < .05). The effect of work experience was significant in twelve competencies (p < .001), in which less experienced workers self-rate higher than experienced workers. Finally, we derive theoretical and practical implications.

Keywords

Personal and motive-based competenciesCompetency-based Questionnairehuman resourcescompetency development
Type
Research Article
Information
The Spanish Journal of Psychology , Volume 19 , 2016 , E14
Copyright
Copyright © Universidad Complutense de Madrid and Colegio Oficial de Psicólogos de Madrid 2016 

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