Psychometric properties of the mock interview rating scale for autistic transition-age youth.

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.