Organizations increasingly recognize the importance of including neurodivergent people (e.g., those with attention-deficit/hyperactivity disorder [ADHD], autism, dyslexia) in the workforce. However, research suggests that some selection tools (e.g., measures of conscientiousness) show lower means for those with ADHD, which may carry implications for personnel selection. The three studies reported here address three questions: (1) What is the magnitude of ADHD-based differences in conscientiousness, and are these differences driven by facets with high or low job relevance? (2) Could reframing conscientiousness items within work contexts attenuate group mean differences in conscientiousness? And (3) do work-specific and general conscientiousness measures have different measurement properties for respondents with ADHD? Study 1 surveyed 291 undergraduates, finding those with ADHD scored significantly lower on global conscientiousness and its facets. Study 2 (a mixed-design experiment) had 317 employees complete a work-specific and a decontextualized set of conscientiousness items. Using work-specific conscientiousness items reduced differences in conscientiousness by ADHD status. Study 3 (a between-subjects design, N = 515) experimentally increased the stakes of survey administration to approximate a selection context. Mean differences by ADHD status were present on both work-specific and general items for global conscientiousness and most facets, even under high stakes. However, these results are qualified by findings of measurement noninvariance on general and work-specific conscientiousness facet measures, suggesting scale mean differences by ADHD status may be driven by item content rather than construct-level differences. Together, the findings reinforce a need for ongoing investigation into the implications of using conscientiousness assessments with neurodivergent people. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

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注意力缺陷/多动症患者的责任心评估：测量特性和潜在问题。


组织越来越认识到将神经分歧人群（例如患有注意力缺陷/多动症 [ADHD]、自闭症、阅读障碍的人）纳入劳动力队伍的重要性。然而，研究表明，一些选拔工具（例如，责任心衡量标准）对患有多动症的人显示出较低的手段，这可能会对人员选拔产生影响。这里报告的三项研究解决了三个问题：（1）基于多动症的责任心差异有多大，这些差异是由工作相关性高还是低的方面驱动的？ (2) 在工作环境中重新构建责任心项目是否会削弱群体的责任心差异？ (3) 对于患有多动症的受访者来说，特定工作和一般责任心测量是否具有不同的测量属性？研究 1 调查了 291 名本科生，发现患有多动症的学生在整体责任心及其方面的得分显着较低。研究 2（混合设计实验）让 317 名员工完成了一组特定工作和脱离情境的责任心项目。使用特定于工作的责任心项目可以减少多动症状态造成的责任心差异。研究 3（受试者间设计，N = 515）通过实验增加了调查管理的风险，以近似选择背景。即使在高风险下，注意力缺陷多动症状态的平均差异也存在于全球责任心和大多数方面的特定工作和一般项目上。然而，这些结果是通过一般和特定工作责任心方面测量的测量非不变性的结果来验证的，这表明 ADHD 状态的量表平均差异可能是由项目内容而不是结构水平差异驱动的。 总之，这些发现强化了对神经分歧人群使用责任心评估的影响进行持续调查的必要性。 （PsycInfo 数据库记录 (c) 2024 APA，保留所有权利）。