Organizational Psychology

Purpose. This study presents the development and validation of the “Organizational PlanningTest” (OPT), designed to assess planning competencies in working professionals (specialists and managers). Methodology. Employing contemporary psychometric approaches (classical test theory and item response theory), the test development followed a rigorous multi-stage procedure: (1) theoretical framework construction, (2) initial item pool generation, (3) think-aloud protocols, (4) expertreview, (5) pilot testing (_N = 1,094; 74% female, 26% male; M = 49, SD = 9.2), and (6) psychometric evaluation with validity evidence collection. Findings. Psychometric analyses using the partial credit model demonstrated: (1) Essential unidimensionality (first contrast eigenvalue = 1.33), (2) Excellent item fit (Infit MNSQ = .92–1.17), (3) Adequate discrimination parameters (.23–.65), and (4) Strong reliability (α = .78, ω = .78). Convergent validity evidence emerged through significant correlations with: information analysis (r = .43, p < .001), systems thinking (r = .42, p < .001), self-organization(r = .15, p < .001), and anxiety (r = –.14, p < .001). ANOVA confirmed criterion validity through expected group differences: gender (η² = .01, p = .003), age (η² = .03, p = .000), and position level (η² = .01, p = .023). Implications for practice. The OPT constitutes a psychometrically robust measure of planning ability, with demonstrated applications for: (1) personnel selection, (2) competency assessments, (3) professional development programs, and (4) cognitive research. Future studies should explore cross-occupational adaptability and relationships with broader cognitive-personality constructs. Value of the results. The instrument provides HR practitioners and organizational psychologists with a validated diagnostic tool for workplace planning competencies, while contributing to research on cognitive predictors of job performance.