Testing the Emotion profile index (EPI) in the selection context

Zelenbrz, Jelena. (2005). Testing the Emotion profile index (EPI) in the selection context. Diploma Thesis. Filozofski fakultet u Zagrebu, Department of Psychology. [mentor Maslić Seršić, Darja].

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Abstract

Plutchik's Emotion Profile Index (EPI) is one of the most utilized personality-assessment tests in the selection process in Croatia. This very fact and the facts that: (1) the EPI questionnaire was drawn up based on now-abandoned Plutchik's theory; (2) the questionnaire has never been properly validated (neither in Croatia, nor anywhere else); (3) there are no Croatian norms specifying quantitative interpretation of the results obtained from such selection; and (4) this instrument is not typically used for selection outside Croatia are the reasons for performing the analysis presented in this paper. The aim of this research was to test some aspects of applicability of the EPI questionnaire for the selection purpose. The goal was to determine whether the questionnaire would provide different results when applied in the selection and the non-selection context, as well as to diagnose whether the original referential norms supplied with the instrument could support adequate interpretation of the selection context data. The intention was also to examine the relationship between different EPI scales/dimensions and relevant demographic variables, i.e. to establish if there was disparity between selection context respondents in terms of gender, education and age. The data were collected by two organizations: one part was obtained from the selection process of a large retail company (N=904), and the other from a small firm which applies the EPI for the psychological evaluation (non-selection) purpose (N=200). The results indicate a discrepancy in the EPI questionnaire dimensions in the selection and the non-selection context: respondents tend to provide socially desirable replies in the first situation. When used in the selection, the instrument's sensitivity is also drastically reduced, which renders it very difficult to distinguish between candidates on the grounds of their scores. The selection context results deviate significantly from the original norms as well, which indicates that the American norms are not an adequate reference for the purpose of positioning respondents in the selection situation. On the other hand, deviations related to the demographic characteristics are comparatively minor. Therefore, it is presumably not necessary to apply different criteria for men and women, older and younger respondents, and those of different educational background.

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