Personality measurement, faking, and detection: An assessment method for use in personnel selection.

Usual methods for personality assessment have been found unsuitable for use in personnel selection contexts. An alternative method of item construction and of scoring key and detection scale development for personality inventories is proposed. Results of a double cross-validation study based on 456 male Ss using 3 newly developed forced-choice inventories indicate that (a) over 90% of the test performance can be correctly identified as self-report or faked, (b) mean score profiles under the 2 conditions for the 5 personality variables under study are virtually congruent and variances under the faking condition are uniformly smaller, (c) validities against peer-nomination criteria are in the moderate range for all 5 variables and (d) Kuder-Richardson Formula 20 reliabilities between .83 and .92 were obtained. (27 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

韶钢专业技术人员管理系统的开发与应用

介绍“广东省韶关钢铁集团有限公司专业技术人员管理系统”,该系统为专业技术人员的动态管理和数据分析提供了有力的保障。     

Personality and Negro-white intelligence.

"The hypotheses tested were confirmed: the Negro group scored lower on the ACB [Army Classification Battery] than did the whites; the Negro group manifested a greater lack of self-confidence than did the whites… . Although statements of causality cannot be made from the data… the evidence can be seen as warranting further research on the proposition that Negroes as a group, lacking support from pride in significant historical achievement, and developing in an environment of negative experiences, incorporate intellectually defeating personality traits that play a significant role in their ability to score on measures of intelligence." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Striking the (Im)proper balance between scientific advances and clinical utility: Commentary on the DSM–5 proposal for personality disorders.

We review briefly the contributions of Skodol et al. (2011a, 2011b), Pincus (2011), and Widiger (2011) describing and critiquing the proposed changes in the assessment of personality and personality disorders for the Diagnostic and Statistical Manual of Mental Disorders (5th ed.; DSM–5). Despite the hard work of the DSM–5 Work Group to date, there are shortcomings and areas of controversy in the current proposal that demand further attention and change. We discuss the controversy in the broader context of the DSM over the past 30 years. In addressing specific problems, we focus on the limitations of the proposed system for assessing traits (even as we endorse the movement toward dimensional assessment of personality) and the difficulties posed by the current “hybrid” model that attempts to include both traits and types. In moving forward, we suggest greater emphasis on decision making regarding the presence and severity of any personality disorder (understood on the basis of generalized failures in adaptation) and greater flexibility in identifying the variants of personality disorders in order to accommodate both traits and types more inclusively during this transition toward dimensional approaches to assessment. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Personality traits and persistence of interest in teaching as a vocational choice.

MMPI scores were compared for "persistent" and "nonpersistent" male and female college students. "Persistent" meant completion of a program of teacher preparation and acceptance of a teaching position after graduation; "nonpersistent" meant making application for admission to a teacher preparation program but not enrolling in the program. Significant differences between persistent and nonpersistent females in mean scores were found on five of nine MMPI scales, but only one significant difference was found for the male groups. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and product use.

The answers to the Gordon Personal Profile and a disguised product use questinnaire by 101 college of business students demonstrate that personality traits are often related to product use. Thirteen of a possible 36 such relations were significant at the .05 level or above. A corollary conclusion is that the Gordon Personal Profile distinguishes personality traits related to behavioral differences, although the four traits are not "independent." From Psyc Abstracts 36:05:5LO25T. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and leadership: A qualitative and quantitative review.

This article provides a qualitative review of the trait perspective in leadership research, followed by a meta-analysis. The authors used the 5-factor model as an organizing framework and meta-analyzed 222 correlations from 73 samples. Overall, the correlations with leadership were Neuroticism=-.24, Extraversion=.31, Openness to Experience=.24, Agreeableness=.08, and Conscientiousness=.28. Results indicated that the relations of Neuroticism, Extraversion, Openness to Experience, and Conscientiousness with leadership generalized in that more than 90% of the individual correlations were greater than 0. Extraversion was the most consistent correlate of leadership across study settings and leadership criteria (leader emergence and leadership effectiveness). Overall, the 5-factor model had a multiple correlation of .48 with leadership, indicating strong support for the leader trait perspective when traits are organized according to the 5-factor model. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality measurement, faking, and employment selection.

Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Parents' Personality and Infants' Temperament as Contributors to Their Emerging Relationship.

The authors examined the contributions of infant's temperament and parent's personality to their relationship. In Study 1, 102 infants, mothers, and fathers were studied when infants were 7 months; in Study 2, 112 infants and mothers were followed from 9 to 45 months. Infants' temperament (joy, fear, anger, and attention) was observed in standard temperament paradigms. Parents' personality measures encompassed the Big Five traits and Empathy in Study 1 and Mistrust, Manipulativeness, Aggression, Dependency, Entitlement, and Workaholism in Study 2. Parent-child relationship (shared positive affect and parental responsiveness in Studies 1 and 2 and parental tracking of the infant in Study 1) was observed in naturalistic contexts. In Study 1, mothers' Neuroticism, Empathy, and Conscientiousness and fathers' Agreeableness, Openness, and Extraversion related to the relationship with the infants. All measures of infant temperament also related to the emerging relationship. In Study 2, maternal Mistrust, Manipulativeness, Dependency, and Workaholism predicted the relationship with the child. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reliability and Technical Meaning of Personality Questionnaire Scales.

Comments on the article Comments on The Brain Watchers, written by K.S. Nickerson, that remarks on the Sixteen Personality Factor Questionnaire (see record 2005-11489-001.) The author of this comment mentions several objections to the article written by Nickerson. First, since Nickeron's main theme is the recent attacks by laymen on psychological testing--such as those of Gross (1962), Hoffman (1962), and the popular weekly Life--his mentioning the 16 PF would naturally suggest to a reader that it was one of the tests under attack. The 16 PF, as far as anyone can ascertain, was not among the several tests pilloried by these gentlemen and Life. More seriously, when Nickeson flings the term "impossible" at a 16 PF item, he is simply pontificating, not responsibly bringing evidence as would be expected in a scientific journal. When, by the equally unconsidered term "esoteric," Nickerson objects to technical terms in psychology for precise research concepts, he is, again, scarcely on the side of progress. The author of this comment concludes a psychologist may actually be showing more psychometric wisdom in using, in many testing situations, the 16 PF Form C alone, contrary to Nickerson's dismissal of a six-item scale. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Faking and personality assessment in personnel selection: Advancing models of faking.

Personality testing is a particularly valuable preemployment assessment tool when one matches personality traits to job requirements. The authors explain that, unlike most other common personnel selection methods, the unique value of personality assessment in personnel selection stems from its tendency to predict the choice to perform, or “will-do” aspects of job performance. The effect of faking on the value of personality testing is discussed, and the authors suggest that personality testing’s contribution to personnel selection could be leveraged if more were known about the psychological process underlying applicant faking behaviour. To this end, the authors present an improved general model of the applicant faking process as well as a new “faking decision tree.” (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Clinical Exchange.

The Clinical Exchange invites eminent clinicians of diverse persuasions to share, in ordinary language, their clinical formulations and treatment plans of the same psychotherapy patient--who was not selected or nominated by those therapists--and then to discuss points of convergence and contention in their recommendations. This special Exchange focuses on the psychotherapy of borderline personality traits in the case of Ms. S, a female college student in her 20s presenting for treatment because of depression, "flashbacks" of sexual abuse, and poor interpersonal relationships. Amy Wagner, Kathleen Chard and Thomas Widiger, Joel Paris, Kenneth Silk, and Jeffrey Young, all researchers into personality disorders, are the featured commentators. Finally, Sidney Ornduff, the case contributor, provides a few closing comments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and happiness: A national-level analysis.

The possibility of national personality traits could explain national subjective well-being (SWB) is controversial, with many researchers arguing that traits are irrelevant to any national-level analysis. The weaknesses of this standpoint are reviewed, followed by a series of empirical investigations. Using Eysenck's 3-factor model (H. J. Eysenck & S. B. G. Eysenck, 1975) and P. T. Costa and R. M. McCrae's (1992b) 5-factor model, the authors found that Neuroticism and Extraversion correlated significantly with national SWB. Lie scale scores were also related strongly to national SWB. Neuroticism and Extraversion incrementally predicted SWB above gross national product per capita. The strength of these results indicated that personality can have stronger relationships at national levels of analysis than at the individual level. National personality traits appear to be unwisely neglected, having considerable but largely unconsidered explanatory power. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Review of The Love Compatibility Book: The 12 Personality Traits That Can Lead You to Your Soulmate.

This myth-busting, practical book (see record 2003-06637-000) offers a revolutionary perspective on compatibility with a step-by-step method for finding everlasting love. Isolating 12 personality traits that underlie all romantic compatibility, the authors suggest that if a couple can match on any four of their "must have" commonalities, the relationship is primed for success. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Self- and Peer Perspectives on Pathological Personality Traits and Interpersonal Problems.

This study compares the relationship between personality disorders and interpersonal problems as obtained by self-report and peer-report measures. Participants (N=393) were administered self- and peer-report versions of the Peer Inventory for Personality Disorder and the Inventory of Interpersonal Problems-64. Canonical analyses demonstrated similar relationships between personality disorder features and interpersonal problems as measured by either self or peer. Analyses between self and peer found little shared variance across sources, indicating a large method variance. Results indicate that although similar constructs are identified by self and peers in their understanding of personality pathology and associated interpersonal problems, self-report information overlaps very little with information obtained from peers, underscoring the importance of obtaining multiple sources of information. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Scientific talent, training, and performance: Intellect, personality, and genetic endowment.

Despite over a century of research, psychologists have still not established scientific talent as an empirically demonstrable phenomenon. To help solve this problem, a talent definition was first proposed that provided the basis for three quantitative estimators of criterion heritability that can be applied to meta-analytic and behavior genetic research concerning the intellectual and personality predictors of scientific training and performance. After specifying the ideal data requirements for the application of the three estimators, the procedures were applied to previously published results. Personality traits were illustrated with the use of the California Psychological Inventory and the Eysenck Personality Questionnaire with respect to two criteria (scientists versus nonscientists and creative scientists versus less creative scientists) and intellectual traits with the use of the Miller Analogies Test with respect to seven criteria (graduate grade-point average, faculty ratings, comprehensive examination scores, degree attainment, research productivity, etc.). The outcome provides approximate, lower-bound estimates of the genetic contribution to scientific training and performance. Subsequent discussion concerns what future research is necessary for a more complete understanding of scientific talent as an empirical phenomenon. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Universal Features of Personality Traits From the Observer's Perspective: Data From 50 Cultures.

To test hypotheses about the universality of personality traits, college students in 50 cultures identified an adult or college-aged man or woman whom they knew well and rated the 11,985 targets using the 3rd-person version of the Revised NEO Personality Inventory. Factor analyses within cultures showed that the normative American self-report structure was clearly replicated in most cultures and was recognizable in all. Sex differences replicated earlier self-report results, with the most pronounced differences in Western cultures. Cross-sectional age differences for 3 factors followed the pattern identified in self-reports, with moderate rates of change during college age and slower changes after age 40. With a few exceptions, these data support the hypothesis that features of personality traits are common to all human groups. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality traits across cultures and research on obedience.

Comments on an article by Twenge (see record 2008-19206-004) on the issue of psychological traits that may differ with culture and ethnicity in discussing the partial replication of Milgram’s obedience research (Burger, January 2009) (see record 2008-19206-001). But since a major stimulus for Milgram’s research was the destruction of European Jewry (Benjamin & Simpson, January 2009 (see record 2008-19206-002); Blass, 2009 (see record 2008-19206-006)), what about the “elephant in the room” of differences in European national groups on obedience, aggression, locus of control, and related factors? The five-factor model as applied across cultures offers a way of looking at European national differences in personality (Allik & McCrae, 2004). The results can be used to explore the possibility that personality traits that may be related to obedience might differ partly along cultural lines, with the considerable caveats that such traits probably change over time and generations, are subject to situational and historical variables, and interact with individual differences. The emphasis on situational determinants in discussions of the Milgram paradigm and its partial replication by Burger (2009) should not obscure possible cultural factors. Cultural factors in obedience to authority are worthy of further exploration. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and Emotion: Test of Gray's Personality Theory by Means of an fMRI Study.

Although it is known that there are fundamental personality differences in the behavioral responses to emotional stimuli, traits have scarcely been investigated in this context by means of functional imaging studies. To maximize the variance with respect to personality, the authors tested 12 control subjects and 12 subjects who had sadomasochistic experiences with respect to the relationship between J. A. Gray's (1970) personality dimensions, the behavioral approach system (BAS) and the behavioral inhibition system (BIS), and brain activity in regions of interest. The BIS was associated with activity in numerous brain areas in response to fear, disgust, and erotic visual stimuli, whereas few associations could he detected between the BAS and brain activity in response to disgust and erotic stimuli. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The Longitudinal Relationship of Personality Traits and Disorders.

Personality disorders are presumed to be stable because of underlying stable and maladaptive personality traits, but while previous research has demonstrated a link between personality traits and personality disorders cross-sectionally, personality disorders and personality traits have not been linked longitudinally. This study explores the extent to which relevant personality traits are stable in individuals diagnosed with 4 personality disorders (schizotypal, borderline, avoidant, and obsessive-compulsive personality disorders) and examines the assumption that these personality disorders are stable by virtue of stable personality traits. This assumption was tested via the estimation of a series of latent longitudinal models that evaluated whether changes in relevant personality traits lead to subsequent changes in personality disorders. In addition to offering large consistency estimates for personality traits and personality disorders, the results demonstrate significant cross-lagged relationships between trait change and later disorder change for 3 of the 4 personality disorders studied. (PsycINFO Database Record (c) 2010 APA, all rights reserved)