Propriétés psychométriques de l’échelle d’évaluation d’entretien simulé pour les jeunes autistes en âge de transition

Titre original en anglais : Psychometric properties of the mock interview rating scale for autistic transition-age youth

Cette publication est incluse dans le projet « Contributions académiques de personnes autistes sur l’autisme ». un auteur·ice de cette publication est identifié·e comme autiste dans le projet.

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Smith, M. J., Sherwood, K. L., Genova, H. M., Ross, B., DaWalt, L. S., Bishop, L., Telfer, D., Brown, C., Sanchez, B., & Kallen, M. A. (2023). Psychometric properties of the mock interview rating scale for autistic transition-age youth. Frontiers in Psychiatry, 14, 1235056-1235056. https://doi.org/10.3389/fpsyt.2023.1235056

Publication date: 06/11/2023 Ajout dans AutiHub: 14/09/2026 Type: Article Langue de l’article: Anglais
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Auteurs

Auteur·ices des publications
10
Auteur·ices de la publication identifié·es comme autistes
1 / 10 (10,0 %)
  1. Matthew J. Smith
  2. Kari L. Sherwood
  3. Helen M. Genova
  4. Brittany Ross
  5. Leann Smith DaWalt
  1. Lauren Bishop
  2. David Telfer *
  3. Cheryl Brown
  4. Barbara Sanchez
  5. Michael A. Kallen

Résumé

Contexte L’emploi contribue de manière importante à la qualité de vie. Cependant, les personnes autistes sont souvent au chômage ou sous-employées. Un obstacle potentiel à l’emploi est l’entretien d’embauche. Toutefois, la disponibilité d’évaluations des compétences en entretien d’embauche ayant fait l’objet d’une évaluation psychométrique est limitée pour les prestataires de services pour l’autisme et les chercheurs. Objectif Nous avons analysé les propriétés psychométriques de la Mock Interview Rating Scale, qui a été adaptée pour la recherche auprès de jeunes autistes en âge de transition (A-MIRS ; une évaluation complète de scénarios de jeux de rôle d’entretiens d’embauche enregistrés en vidéo, utilisant des cotations fondées sur des points d’ancrage pour 14 scénarios d’emploi scénarisés). Méthodes Quatre-vingt-cinq jeunes en âge de transition autistes ont participé à l’un de deux essais contrôlés randomisés visant à tester l’efficacité de deux interventions centrées sur les compétences en entretien d’embauche. Tous les participants ont réalisé un seul jeu de rôle d’entretien d’embauche lors du pré-test, qui a été coté par des évaluateurs à l’aide de l’A-MIRS. Nous avons analysé la structure de l’A-MIRS au moyen de la théorie classique des tests, ce qui a impliqué la réalisation d’analyses factorielles à la fois exploratoires et confirmatoires, d’une analyse selon le modèle de Rasch et de techniques d’étalonnage. Nous avons ensuite évalué la cohérence interne, la fiabilité inter-évaluateurs et la fiabilité test-retest. Des corrélations de Pearson ont été utilisées pour évaluer les validités de construit, convergente, divergente, critériée et prédictive de l’A-MIRS en la comparant à des mesures démographiques, cliniques, cognitives et des antécédents professionnels, ainsi qu’aux résultats en matière d’emploi. Résultats Les résultats ont révélé un construit unidimensionnel de 11 items présentant une forte cohérence interne, une forte fiabilité inter-évaluateurs et une forte fiabilité test-retest. Les validités de construit [compétences sociales pragmatiques (r = 0.61, p < 0.001), compétences en entretien autodéclarées (r = 0.34, p = 0.001)], divergente [par exemple, âge (r = −0.13, p = 0.26), race (r = 0.02, p = 0.87)] et prédictive [emploi compétitif (r = 0.31, p = 0.03)] ont reçu un soutien initial par les corrélations de l’étude, tandis que les validités convergente [par exemple, motivation intrinsèque (r = 0.32, p = 0.007), anxiété liée à l’entretien d’embauche (r = −0.19, p = 0.08)] et critériée [par exemple, emploi antérieur (r = 0.22, p = 0.046), emploi actuel (r = 0.21, p = 0.054)] étaient limitées. Conclusion Les propriétés psychométriques de l’A-MIRS à 11 items allaient de fortes à acceptables, indiquant qu’elle pourrait être utile comme méthode fiable et valide pour évaluer les compétences en entretien d’embauche des jeunes autistes en âge de transition.

Background Employment is a major contributor to quality of life. However, autistic people are often unemployed and underemployed. One potential barrier to employment is the job interview. However, the availability of psychometrically-evaluated assessments of job interviewing skills is limited for autism services providers and researchers. Objective We analyzed the psychometric properties of the Mock Interview Rating Scale that was adapted for research with autistic transition-age youth (A-MIRS; a comprehensive assessment of video-recorded job interview role-play scenarios using anchor-based ratings for 14 scripted job scenarios). Methods Eighty-five transition-age youth with autism completed one of two randomized controlled trials to test the effectiveness of two interventions focused on job interview skills. All participants completed a single job interview role-play at pre-test that was scored by raters using the A-MIRS. We analyzed the structure of the A-MIRS using classical test theory, which involved conducting both exploratory and confirmatory factor analyzes, Rasch model analysis and calibration techniques. We then assessed internal consistency, inter-rater reliability, and test–retest reliability. Pearson correlations were used to assess the A-MIRS’ construct, convergent, divergent, criterion, and predictive validities by comparing it to demographic, clinical, cognitive, work history measures, and employment outcomes. Results Results revealed an 11-item unidimensional construct with strong internal consistency, inter-rater reliability, and test–retest reliability. Construct [pragmatic social skills (r = 0.61, p < 0.001), self-reported interview skills (r = 0.34, p = 0.001)], divergent [e.g., age (r = −0.13, p = 0.26), race (r = 0.02, p = 0.87)], and predictive validities [competitive employment (r = 0.31, p = 0.03)] received initial support via study correlations, while convergent [e.g., intrinsic motivation (r = 0.32, p = 0.007), job interview anxiety (r = −0.19, p = 0.08)] and criterion [e.g., prior employment (r = 0.22, p = 0.046), current employment (r = 0.21, p = 0.054)] validities were limited. Conclusion The psychometric properties of the 11-item A-MIRS ranged from strong-to-acceptable, indicating it may have utility as a reliable and valid method for assessing the job interview skills of autistic transition-age youth.

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Références citées
110
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83
Sans DOI, à partir du texte brut de la bibliographie
26
1 / 110 (0,9 %) références citées comprennent au moins une personne identifiée comme autiste.
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3
Sans identifiant stable
24
Références avec noms bruts d’auteurices restant à vérifier
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Noms d’auteurices détectés dans la bibliographie citée
470
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470
À partir du texte brut validé de la bibliographie
0
Noms bruts déjà validés
0
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0
97 / 470 (20,6 %) noms sont associés à un·e auteurice déjà présent·e dans AutiHub. 373 / 470 (79,4 %) noms ne sont pas encore associés.
Noms associés à une personne identifiée comme autiste
1 / 470 (0,2 %)
Calculé sur l’ensemble des noms d’auteurices détectés dans la bibliographie citée. Parmi les noms associés à un·e auteurice déjà présent·e dans AutiHub : 1 / 97 (1,0 %). Personnes distinctes identifiées comme autistes : 1 / 359 (0,3 %).
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