Fully contextualized,frequency-based personality measurement: A replication and extension

We compared the predictive validity of two types of Frame-of-Reference personality measures to each other and to a baseline generic measure. Each version of the measures used a unique response-format referred to as frequency-based estimation that allowed the behavioral consistency of responses to be gauged. Generic personality scales, tagged scales with “at school”, and completely modified scales were compared in their prediction of academic performance, counterproductive academic behavior, and participant reactions. Results showed that completely contextualized measures were the most predictively valid and, contrary to our expectations, behavioral consistency did not moderate the relationships. Face validity and to a lesser extent perceived predictive validity improved with increasing contextualization. We discuss the implications of our results for personality assessment in applied settings.     

An examination of the relationship between personality patterns and symptom/mood patterns

Relationships between various personality styles measured by the basic and pathological personality scales of the Millon Clinical Multiaxial Inventory (MCMI) and mood or symptom states measured by the Profile of Mood State scales were examined. The MCMI personality scale-POMS symptom/mood scale relationships found in this study are compared with MCMI personality scale-MMPI and SCL-90 symptom/mood scale relationships reported in the MCMI manual. Consistent associations of moderate strength were found between: (a) the MCMI Compulsive-Conforming and Passive-Aggressive (Negativistic) scales (negative and positive associations, respectively) and various measures of depression, anxiety and hostility; (b) the MCMI Avoidant, Schizotypal and Borderline-Cycloid scales and various measures of depression and anxiety; (c) the MCMI Schizoid-Asocial scale and various measures of depression; and (d) the Histrionic-Gregarious scale and various measures of high energy-activity. These MCMI personality scale-symptom/mood scale relationships are generally consistent both with the underlying theory of personality and psychopathology upon which the MCMI is based and with the personality-symptom scale relationships found within the MCMI.     

Overload (Book)

Relationships between various personality styles measured by the basic and pathological personality scales of the Millon Clinical Multiaxial Inventory (MCMI) and mood or symptom states measured by the Profile of Mood State scales were examined. The MCMI personality scale-POMS symptom/mood scale relationships found in this study are compared with MCMI personality scale-MMPI and SCL-90 symptom/mood scale relationships reported in the MCMI manual. Consistent associations of moderate strength were found between: (a) the MCMI Compulsive-Conforming and Passive-Aggressive (Negativistic) scales (negative and positive associations, respectively) and various measures of depression, anxiety and hostility: (b) the MCMI Avoidant, Schizotypal and Borderline-Cycloid scales and various measures of depression and anxiety; (c) the MCMI Schizoid-Asocial scale and various measures of depression; and (d) the Histrionic-Gregarious scale and various measures of high energy-activity. These MCMI personality scale-symptom/mood scale relationships are generally consistent both with the underlying theory of personality and psychopathology upon which the MCMI is based and with the personality-symptom scale relationships found within the MCMI.     

The Criterion Validity of Broad Factor Scales versus Specific Facet Scales

We compared the validities of two Big Five personality factor scales with those of two lower-level facet scales that constituted each factor scale, with respect to self-report behavior criteria. Results demonstrated that the factor scales yielded significantly and substantially lower validities than did their constituent facet scales. These findings support our claim that separate scale scores should be reported routinely for the individual personality facets that define a broad factor, particularly when those facets do not correlate highly and when criteria of interest relate substantively to certain facets within the factor scale but not to others.     

Cognitive ability predicts objectively measured counterproductive work behaviors

Over the past 2 decades, increasing attention has been directed at the relationship between individual differences and counterproductive work behaviors (CWB). However, most of this research has focused on personality variables as potential predictors of CWB; surprisingly little research has investigated the link between counterproductivity and cognitive ability. This study presents the first focal investigation of the cognitive ability-CWB relationship. The authors measured organizational and interpersonal CWB using organizational records of formally recorded incidents (e.g., destruction of property, physical violence). In a predictive study, for a large sample of law enforcement job applicants, a standardized psychometric test of cognitive ability predicted CWB, whereas educational attainment did not.     

I can’t steal from a coworker if I work from home: Conceptual and measurement-related issues associated with studying counterproductive work behavior in a telework setting

Teleworkers are an increasingly large proportion of the workforce. Despite the popularity of telework, organizations are concerned that telework offers employees more opportunity to engage in counterproductive work behavior (CWB). We argue that current CWB scales are inappropriate for the telework setting because this context affects the types of employee behavior that can (a) feasibly be enacted and (b) conceptually be considered as CWB. In this article, we develop a CWB scale suitable for the telework setting (i.e., the T-CWB scale) by addressing the errors of contamination (commission) and omission present in existing CWB scales vis-à-vis the telework setting. We end by outlining an agenda for future research on CWB in the telework setting.     

Assessing Leadership Potential with a Biographical Measure of Personality Traits

The aim of this study was to demonstrate the feasibility of biographical inventories free of the limitations common to many current biographical measures by constructing and validating an inventory composed of homogeneous scales, with item content that is factual and fair, to assess personality traits predictive of leadership. The experimental inventory, with tentative scales for Dominance, Emotional Stability, Need for Achievement, Self-Confidence, and Sociability, was administered to incoming midshipmen at the US Naval Academy and item analyzed. The validity of the final scales was appraised against subsequent peer ratings of the traits and of leadership shortly after entering the Academy; military performance grades, and midshipman rank and leadership position at the Academy; and recommendations for promotion after graduating and serving as an officer. The Sociability, Dominance, and Need for Achievement scales demonstrated convergent and discriminant validity, and all of the scales except Self-Confidence correlated with the leadership criteria. The Sociability scale’s consistent correlations with several of the leadership criteria, including a nontrivial correlation (r = 0.28) with the leadership peer rating, implies that this measure may be useful in assessing leadership potential.     

A construct validation of the Objective-Analytic Test Battery (OATB)

The scales of Cattell's Objective–Analytic Test Battery (OATB) and the factors derived from the factor analysis of the subtests of the OATB were located with respect to a wide range of ability and personality variables, including the 16PF and Cattell's Comprehensive Ability Battery. The expected relationships between the OATB scales and the personality measures did not emerge. However, it was found that many of the OATB scales were highly correlated with ability factors. It is concluded that in Britain, and in its present form, the OATB is not a viable instrument for measuring personality traits.     

A validation of a computerised task of risk-taking and moral decision-making and its association with sensation-seeking,impulsivity and sociomoral reasoning

The aim of this study was to investigate the reliability and validity of the computer based application of the Secret Agent (SA) task of risk-taking and moral decision-making. The participants were 100 male patients in a maximum security hospital (50 with severe mental illness and 50 with personality disorder) and 50 community based healthy controls. All participants completed the SA task, the Iowa Gambling Task (IGT), and measures of IQ, antisocial personality traits, sensation-seeking, impulsivity and sociomoral reasoning. The SA risk-taking and moral decision-making scales had satisfactory levels of reliability (Cronbach’s alpha). Risk-taking correlated significantly with sensation-seeking across all three participant groups. In contrast, risk-taking only correlated with impulsivity among the severe mental illness group. Moral decision-making correlated with sociomoral reasoning among the personality disorder group. No correlation was found between the SA scores and the IGT score and the IGT did not correlate with sensation-seeking or impulsivity. IQ and antisocial personality traits did not correlate with the SA or IGT scales. The study highlights the importance of context, the nature of the risk-taking task, and ‘problem framing’ of the instructions in their relationship with individual differences.     

Personality facets and RIASEC interests: An integrated model

Research examining links between personality and interest have typically focused on links between measures of the five factor model and Holland’s RIASEC types. However, the five factor model of personality can be divided in to a larger set of narrow domain personality scales measuring facets of the ‘big five’ traits. Research in a number of fields indicates that facet scales are effective for clarifying the relationship between personality and other broad constructs, including academic achievement, job performance, stress and coping, and achievement motivation. In the present study links between personality facets and the RIASEC model were examined using property vector fitting. Obtained results are consistent with previous research suggesting that the use of facet-level personality measures can clarify relations between personality and other constructs, and provides new information linking personality facets and interests. The use of facet-level measures of personality expands the range of personality concepts that can be presented to individuals who are exploring career options.     

Examination of personality-ability relationships in the elderly: The role of the contextual (interface) assessment mode

Personality-ability relationships in old age were examined in 71 elderly persons. Two modes of assessment were used. One consisted of measuring intellectual abilities (17 tests) and personality (6 dimensions) by means of established instruments. Intellectual abilities covered were drawn from Horn and Cattell's model of psychometric intelligence. Personality dimensions included three measures of locus of control and one measure each for achievement motivation, anxiety, and morale. The second mode of assessment was aimed directly at the interface between cognitive abilities and personality. Six such interface (context-specific) scales, involving self-assessment and attributions dealing with intellectual functioning in the context of aging, were developed using the six traditional (transcontextual) personality scales as conceptual criteria. These newly developed interface scales exhibit satisfactory convergent and discriminant validity with their transcontextual parent scales of personality. The six parent personality measures and the six personality-ability interface scales were correlated, separately, with performance scores of psychometric intelligence. Relationships between the two domains (personality, ability) were substantial and of greater magnitude when personality was assessed in the context of the personality-ability interface. Because of the conjoint anchoring of the interface scales to both personality and ability, the findings provide a basis for beginning to clarify the nature of personality-ability relationships in old age. In addition, the results support the continuation of a measurement approach to the study of interdomain relationships that includes the use of direct assessments of the domain interface, in addition to traditionally distinct measures of different domains.     

Introduction

This article reports a comprehensive meta-analysis of the criterion-oriented validity of the Big Five personality dimensions assessed with forced-choice (FC) inventories. Six criteria (i.e., performance ratings, training proficiency, productivity, grade-point average, global occupational performance, and global academic performance) and three types of FC scores (i.e., normative, quasi-ipsative, and ipsative) served for grouping the validity coefficients. Globally, the results showed that the Big Five assessed with FC measures have similar or slightly higher validity than the Big Five assessed with single-stimulus (SS) personality inventories. Quasi-ipsative measures of conscientiousness (K = 44, N = 8794, ρ = .40) are found to be better predictors of job performance than normative and ipsative measures. FC inventories also showed similar reliability coefficients to SS inventories. Implications of the findings for theory and practice in academic and personnel decisions are discussed, and future research is suggested.     

Validation of personality constructs for the selection of insurance industry employees

One hundred and nine employees working in clerical jobs in an insurance company participated in a concurrent criterion-related validity study. The employees were administered the Hogan Personality Inventory which consists of six basic scales and six occupational scales. Five criterion measures were collected: a within-department forced quintile distribution by the manager, and managerial ratings of the job factors of job knowledge, interpersonal skills, organization, and overall performance. The twelve test scores were correlated with each of the five criterion measures. The results revealed the Adjustment, Clerical Aptitude and Managerial Potential scales correlated significantly (p<.05) with each of the five criteria, while the Service Orientation scale correlated significantly with three of the five criteria. The results were discussed in the context of using personality scales to forecast job performance in the insurance industry.     

Citizenship and Counterproductive Behavior: Clarifying Relations Between the Two Domains

Competing viewpoints exist as to whether organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) are best viewed as behaviors located on a single continuum or as distinct constructs. Reliable and established measures of OCB, CWB, and the Big Five were administered to a large and diverse employee sample. Confirmatory factor analysis supports differentiating between facets of OCB and CWB. In addition, OCB and CWB were moderately negatively correlated and had a number of different personality correlates. This lends support to OCB and CWB representing two distinct constructs instead of a single continuum.     

Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits?

This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.     

The Measurement and Prediction of Managerial Creativity

The relations between creative management performance and constructs from the cognitive ability and personality domains were explored. A new openness scale and measures of divergent thinking and general intelligence were correlated with independently obtained criterion assessments of creative-management performance for 221 managers from a variety of organizations. Divergent thinking and openness correlated significantly with key creative-management criteria. General intelligence correlated only marginally with the criteria, and when divergent thinking was statistically removed, not at all. Divergent thinking, conversely, retained its significant criterion correlations with general intelligence statistically removed. Finally, a predictive composite of both divergent thinking and openness is shown to provide solid prediction of managerial creativity and significant utility in a personnel selection context.     

Counterproductive Work Behavior Among Chinese Knowledge Workers

The purpose of this study was to investigate the frequency and antecedents of Chinese knowledge workers’ counterproductive work behavior (CWB) by using a self‐developed indigenous scale. The paper consisted of two studies. Study 1 developed an indigenous measure of knowledge workers’ CWB. Study 2 investigated the frequencies and antecedents of Chinese knowledge workers’ CWB using the indigenous measure with a sample of 366 participants. The results showed that CWB among Chinese knowledge workers was rather prevalent. The results also showed that personality variables (i.e., agreeableness, conscientiousness, neuroticism, and locus of control) were more important than other variables (e.g., demographic and job characteristics) in predicting CWB.     

Predicting counterproductive work behaviors with sub-clinical psychopathy: Beyond the Five Factor Model of personality

Organizational psychologists examining personality’s relation to work behavior have focused largely on the “normal” traits comprising the Five Factor Model (FFM). However, given the aversive nature of sub-clinical psychopathy (e.g., callous affect, impulsivity), we posit that this toxic personality profile will enhance the prediction of negative work outcomes, namely forms of counterproductive workplace behavior (CWB). Study 1 (N = 193) examined the value of sub-clinical psychopathy and the FFM in predicting intentions to engage in CWB; results support prior research indicating that both agreeableness and conscientiousness significantly correlated with CWB. In addition, sub-clinical psychopathy predicted CWB above and beyond the FFM. Study 2 (N = 360) extended the findings of Study 1 by examining interpersonally deviant behavior in a team context. While agreeableness was significantly related to interpersonal deviance in Study 2, conscientiousness was not. Results from Study 2 replicate Study 1, suggesting that sub-clinical psychopathy accounted for the majority of the explained variance in interpersonal deviance. Overall, the results support the value of using sub-clinical psychopathy to predict CWB.     

The effect of state core self-evaluations on task performance,organizational citizenship behaviour,and counterproductive work behaviour

Although the personality–performance relationship has been studied extensively, most studies focused on the relationship between between-person differences in the Big Five personality dimensions and between-person differences in job performance. The current paper extends this research in two ways. First, we build on core self-evaluations (CSEs): an alternative, broad personality dimension that has proven to be a good predictor of job performance. Second, we tested concurrent and lagged within-person relationships between CSEs and task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). To this end, we conducted two experience sampling studies; the first one assessing the relationship between state CSEs and levels of momentary task performance and OCB, and a second study in which employees reported on their level of state CSEs and momentary CWB. Results showed that there is substantial within-person variability in CSEs and that these within-person fluctuations relate to within-person variation in task performance, OCB, and CWB towards the organization, and CWB towards the individual. Moreover, CSEs prospectively predicted within-person differences in task performance and CWB towards the organization, whereas the reversed effect did not hold. These findings tentatively suggest that state CSEs predict performance, rather than the other way around.