Assessing the construct validity of a measure of learning agility

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Organizational Learning and Leadership Cognitive Abilities and Testing Ego Development and Educational Practices

Abstract

This study examined the construct validity of the Choices questionnaire that purported to support the theory of Learning Agility. Specifically, Learning Agility attempts to predict an individual's potential performance in new tasks. The construct validity will be measured by examining the convergent/discriminant validity of the Choices Questionnaire against a cognitive ability measure and two personality measures. The Choices Questionnaire did tap a construct that is unique to the cognitive ability and the personality measures, thus suggesting that this measure may have considerable value in personnel selection. This study also examined the relationship of this new measure to job performance and job promotability. Results of this study found that the Choices Questionnaire predicted job performance and job promotability above and beyond cognitive ability and personality. Data from 1 07 law enforcement officers, along with two of their co-workers and a supervisor resulted in a correlation of .08 between Learning Agility and cognitive ability. Learning Agility correlated .07 with Learning Goal Orientation and .17 with Performance Goal Orientation. Correlations with the Big Five Personality factors ranged from -.06 to .13 with Conscientiousness and Openness to Experience, respectively. Learning Agility correlated .40 with supervisory ratings of job promotability and correlated .3 7 with supervisory ratings of overall job performance. Hierarchical regression analysis found incremental validity for Learning Agility over cognitive ability and the Big Five factors of personality for supervisory ratings of both promotability and overall job performance. A literature review was completed to intergrate the Learning Agility construct into a nomological net of personnel selection research. Additionally, practical applications and future research directions are discussed.

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1991THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS 1986Motivational processes affecting learning.1990An alternative "description of personality": The Big-Five factor structure.1990Personality Structure: Emergence of the Five-Factor Model 1997Personality trait structure as a human universal.1998The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings.2004Human cognitive abilities a survey of factor-analytic studies 1988Goals: An approach to motivation and achievement.

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2012A Growth and Fixed Mindset Exposition of the Value of Conceptual Clarity 2011The role of learning agility in workplace performance and career advancement.2017A Conceptual Model of Learning Agility and Authentic Leadership Development: Moderating Effects of Learning Goal Orientation and Organizational Culture

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