The information I anticipate collecting through my proposed Final Project instrument is the development of cold and hot cognition parallel patterns of adolescent development. Since I want to understand the development of cold and hot cognition, my population would be adolescents with major symptoms and evaluation of self-control, mental illnesses, and how adolescents process information. The sample size will be approximately 50 adolescents. If there were unlimited resources I would increase the sample size to 200 adolescents to ensure a variety of parallel patterns.

Advantages

• Questionnaires are cost-efficient
• They’re practical
• It’s quick and easy to collect results.
• Allow for scalability
• User anonymity

Disadvantages

• Dishonesty can be an issue
• Lack of conscientious responses
• Differences in understanding and interpretation
• Hard to convey feelings and emotions
• Respondents may have hidden agendas”

Classmate 2 Post (Stephanie):

“With the created questionnaire, I hope to assess each candidate’s values in terms of trustworthiness and honesty. Organizations pride and promote themselves according to their values and standards, so, if there is some way that organizations can add an extra layer of screening to weed out the morally lacking, then this only saves time and money. I have high hopes that the situational questionnaire will be able to predict the trustworthiness and honesty of the candidates. The answer options do not leave any room for interpretation or weighing; there is only one preferred answer option.

If I had unlimited resources, I would ideally be able to screen each candidate with the questionnaire. The sampling method for this would be simple random sampling. The goal of this research is to assess candidate trustworthiness and honesty, so we do not need to know race, gender, age, etc. Prior to a face to face interview, each candidate would complete the questionnaire to assess their organizational fit. If they are within the 12-20 scoring range, they will receive an invitation to the next round of interviews (face to face). Since the questionnaire is short, it could be made a part of the application process like some personality tests, emotional intelligence tests, etc.

According to St-Sauveur, Girouard, & Goyette, the best scoring system for my situational judgement test will be the best-and-worst-answer method (2014). This method asks participants to choose the best and worst answers for the given situation (St-Sauveur, Girouard, & Goyette, 2014), and seeing as my instrument is limited to two choices, this will make the choice simple and quick. The score for the best answer will receive +2 points, while the worst answer will receive -2 points. If the candidate scores between the 12-20 mark, they are ideal for employment. Since there are only 10 questions, we want to leave the ideal score above 50% (5 best scores).

An advantage of the method of making the questionnaire apart of the application process is that we will be able to sort through the “bad apples” before spending money on background checks, drug screens, etc. Oliver, Shafiro, Bullard, & Thomas state that “introducing integrity testing into the hiring process can help to enhance employee and organizational health” (2012). Situational judgment tests (SJT) possess good criterion-related validity for job performance and accepted by test takers (Mussel, Gatzka & Hewig, 2016). Disadvantages include lack of construct validity or the measurement of what a test claims to measure (Mussel, Gatzka & Hewig, 2016). There is so much focus in the scenarios, that the consistency is also affected.”