All rights reserved. 3 The CSF is not designed or validated for use in employee s election or mental health screening.Shane J Lopez Shane J Lopez This person is not on ResearchGate, or hasnt claimed this research yet.James K. Harter Gallup, Inc.
Strengthsfinder 2.0 Turkce Download Citation CopyDownload full-text PDF Read full-text Download full-text PDF Read full-text Download citation Copy link Link copied Read full-text Download citation Copy link Link copied Citations (78) References (43) Figures (3) Figures Number of Statements Associated With Each Theme Eight-to-Twelve-Week Test-Retest Reliability Estimates Figures - uploaded by Jim Asplund Author content All figure content in this area was uploaded by Jim Asplund Content may be subject to copyright. Strengthsfinder 2.0 Turkce Free Public FullDiscover the worlds research 20 million members 135 million publications 700k research projects Join for free Public Full-text 1 Content uploaded by Jim Asplund Author content All content in this area was uploaded by Jim Asplund on Nov 03, 2014 Content may be subject to copyright. Copyright Standards This document contains proprietary rese arch, copyrighted materials, and literary property of The Gallup Organization. It is for your guidance only and is not to be copied, quoted, published, or div u lged to others outside of yo ur organization. Gallup, StrengthsFinder, Clifton St rengthsFinder, and the 34 Cli ft on StrengthsFinder theme names are tradem arks of The Gallup Organization, Princeton, NJ. All other tradem ar ks are the property of their respe ctive owners. This document is of great value to both you and The Gallup Organization. Accordingly, internation a l and domestic laws and penalties guaranteeing patent, copyright, trademark, and t rade secret protection protect the i deas, concepts, and recommendations related wi t hin this document. No changes may be made t o this document without the e xpr ess written permission of The Gallup Organization. Abstract The Gallup Organization s Clifton StrengthsFinder is an online measure of personal talent that identifies areas whe r e an individual s greatest potential for building strengths exists. The 177-item pairs were based on the theory and research foundation associated with semi-structured personal inte rvi ews that had been used by S election Research Incorporated and Gall up (Har ter, Hayes, Schmid t, 2004; Schmidt Rader, 1999) for over 30 years. The me asur e, developed thro u gh rational and empirical processes, has been r epeatedly subjected to psychom etric examination; a summary of reliability and validity evidence gathe r ed to date is presented. The primary application of t he Clifton StrengthsFinder, as the evaluation that initiates a strengths-based development process in work and academ ic s ettings, is discussed. The authors would like t o thank Steve Sireci of the Unive rsit y of Massachusetts for his invaluable advice a nd comments about this research. For more information, please c ontact Jim Asplund at jimasplund gallup.com or 952-806-0630. Introduction The Clifton StrengthsFinde r (CSF) has been subjected to r epeated psychometric scrutiny by its develope rs. As described below, the CSF has been recently reconf igur ed. Because some new items have only recen tly b een added, there we r e not sufficient data at this time to complete a ll of these updates. Consequently, this technic al r eport should be considered an interim s olution until those data become a vailable. Gallup anticipates updating this re p ort soon after those new data becom e available. The CSF is an online me asur e of personal talent that iden tifi es areas where an individual s greatest potential for building strengths exists. Strengthsfinder 2.0 Turkce How To Build UponBy identifying one s top themes of talent, the CSF provides a starting poin t in the identification of specific personal talen ts, a nd the related supporting materials help individuals discove r how to build upon their talents to develop streng t hs within their roles. The prim ar y application of the CSF is as an ev aluation that initiates a strengths-based development process in work and academ ic s ettings. As an omnibus assessmen t based on positive psychology, its main a pplication has been in the work dom a in, but it has been used for understanding indivi duals in a variety of settings employee s, executive teams, studen ts, families, and personal developmen t. The CSF is not designed or validated for use in employee s election or mental health screening.
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