Qualitative variations in personality inventories: subjective understandings of items in a personality inventory

Most studies using personality inventories do not take individual, subjective understandings of the items into account. The present study is one of the few to have investigated the quality of individuals’ psychological processes when making the Likert-like responses often used in psychological inventories. Respondents were asked to elaborate verbally on their Likert item responses to the 10-item short version of the Big Five Inventory. A common assumption about personality inventories is that there is a relatively homogenous understanding of the items and, in particular, the rating scales across respondents. However, our results suggest that the same item responses to a given item can reflect a variety of qualities across individuals’ understandings. At the same time, similar understandings and ways of relating to an item can lead to different item responses. Such findings have substantial implications for quantitative personality studies as well as quantitative survey or questionnaire studies, in general.     

A quantitative review of the comprehensiveness of the five-factor model in relation to popular personality inventories

Reports of associations between the five-factor model (FFM) and the scales of popular personality inventories have generated controversy regarding the comprehensiveness of the FFM. The controversy is fueled by a preoccupation with capturing scale variance and differentiating between specific scales, whereas the focus should instead be on whether the FFM captures the common variance and the dimensions that exist in personality constructs. Analyses of published data revealed that the portions of scale variance captured by the FFM (mean = 38%) were substantial when evaluated in relation to the portions of common variance that exist in most personality inventories (mean = 50%). Furthermore, interbattery factor analyses indicated that the factor structures in most personality inventories can be closely replicated using data derived solely from scale associations with the FFM. Exceptions to this finding occurred for only 2 of 28 personality inventories. The findings support the comprehensiveness of the FFM.     

A closer look at the frame-of-reference effect in personality scale scores and validity

This article contributes to the understanding of why the use of a frame-of-reference leads to increased criterion-related validity of personality inventories. Two competing explanations are described and tested. A between-subjects (N = 337) and a within-subject (N = 105) study are conducted to test the hypothesized effects of use of a frame of reference on reliability and validity. Regarding the effects on reliability, use of a frame of reference reduces within-person inconsistency (instead of between-person variability) in responding to generic items. Use of a frame of reference further leads to higher validity as a result of the reduction of between-person variability and within-person inconsistency. Yet, reducing these inconsistencies is not enough. It is also important to use a frame of reference that is conceptually relevant to the criterion. Besides implications for contextualized personality inventories, these results provide an explanation for the moderate validities of generic personality inventories.     

Evaluating the Evidence for the General Factor of Personality across Multiple Inventories

A general factor of personality (GFP) has been proposed as the apex of a personality trait hierarchy that explains covariance among the lower-order factors measured by various personality inventories. In this study we evaluated the GFP hypothesis across several personality inventories, unlike most previous research in which the GFP has been derived from individual instruments in isolation. Exploratory analyses did not produce substantial evidence for the existence of a single cross-instrument higher-order factor of factors and efforts to specify a range of GFP-inspired models in a confirmatory framework led to significant estimation difficulties and poor fit to the data. Overall these results fail to support a common GFP that is positioned at the top of a personality trait hierarchy.     

How general across inventories is a general factor of personality?

Two recent analyses addressing the generality of a general factor of personality (GFP) across different personality inventories came to markedly different conclusions. By applying the methods used by the one that found a GFP to the data used by the one that did not, it was shown that a substantial GFP could be obtained in the latter case. It was also shown that similar GFPs could be derived from sets of more broadly or more narrowly defined questionnaire scales, or from self- and others’ reports on a given inventory. Finally, it was shown that a GFP defined from eight personality inventories showed a modest degree of correlation with criterion variables such as ratings by others and act-frequency clusters.     

Five Robust Trait Dimensions: Development, Stability, and Utility

Interest has grown in recent years in a five-factor model for the organization of personality characteristics. A brief history of the development of this model is given. It is evident that the model is very general, across variations in raters and ratees and across languages. There is also evidence that the structure of personality inventories reflects this model. Although most of the studies that have demonstrated the model have utilized either self-report inventories or have relied on ratings, there is clear evidence that both ratings and inventories are importantly related to actual behavior. A longitudinal study of children's personality traits is reported. Evidence for the five-factor model is examined, including data for the stability over time of characteristics organized in terms of the model. One trait of particular focus in this study has been Factor 3, often interpreted as Conscientiousness but here referred to as Will to Achieve because of its high correlations with formal measures of educational achievement. Studies indicate that this dimension is responsible for much of the variance in achievement left unexplained by aptitude measures.     

Predicting Performance with Contextualized Inventories,No Frame‐of‐reference Effect?

A recent meta‐analysis showed that contextualized personality inventories have incremental predictive validity over generic personality inventories when predicting job performance. This study aimed to investigate the differences between two types of contextualization of items: Adding an ‘at work’ tag versus completely modifying items. One hundred thirty‐nine pharmacy assistants from 29 pharmacies filled out a generic, a tagged, and a completely modified personality inventory. The assistants also provided participant reactions for each of the personality inventories. Performance ratings were collected from the supervising pharmacists. We expected to find incremental criterion validity for both the tagged inventory and the completely modified inventory for predicting job performance. However, the results showed an unexpected decrease in predictive validity for the contextualized inventories. Contextualized inventories were liked less than the generic inventory, but were considered somewhat more face valid and predictive by the participants.     

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.     

The location of sense of humor within comprehensive personality spaces: An exploratory study

The present paper tries to discover the position of sense of humor in personality space. Several definitions of humor are discussed and a review of studies relating personality and humor is given. The authors' conceptualization of humor is introduced and two studies are presented that tried to locate these humor dimensions within personality space. Our humor tests were given to two samples: these samples also had to answer several multidimensional personality inventories to cover the whole domain of temperament (e.g. EPQ, 16PF, FPI, STPI, SSS-IV and STAI). The Humor scores were correlated with each of the personality variables. The factor compositions of the best predictors for a humor category were used to arrive at a tentative hypothesis of the location of dimensions of humor in personality space. The results show that strong relationships between humor and temperament exist. Some of the hypotheses discussed in the literature were supported, but also some new hypotheses were derived from this study. All in all, the results show that the separation of appreciation of humor into the independent components of funniness and rejection is appropriate since they are located in different parts of the personality space.     

Incremental validity and the assessment of psychopathology in adults

Results from studies on incremental validity are described for (a) interviews, (b) personality inventories, (c) projective techniques, and (d) brief self-rated and clinician-rated measures. In some of the studies (clinical judgment studies), psychologists were given increasing amounts of information. In other studies (statistical prediction studies), increasing amounts of assessment information were entered into a statistical prediction rule. Although relatively little research has been conducted on incremental validity, results that have been obtained tend to favor the use of interviews, personality inventories (e.g., the Minnesota Multiphasic Personality Inventory--2; J. N. Butcher, W. G. Dahlstrom, J. R., Graham, A. Tellegen, & B. Kaemmer, 1989), and brief self-rated measures (e.g., the Anxiety Sensitivity Index, S. Reiss, R. A. Peterson, D. M. Gursky, & R. M. McNally, 1986). Results are generally less encouraging for projective techniques.     

A Comparative Study of Integrity Tests: The Criterion-Related Validity of Personality-Based and Overt Measures of Integrity

In the field of personality assessment, one construct or set of constructs that is emerging as important for both publishers and users of psychological testing has been labelled variously as integrity, conscientiousness, reliability, delinquency, or responsibility. The associated organizational outcome has been broadly labelled counterproductivity. In the present study, four integrity scales, selected scales from mainstream personality inventories, derived molar integrity factors and optimal scale linear combinations were correlated with admissions of counterproductivity. It was found that (a) all four integrity scales were significantly correlated with the counterproductivity criterion, (b) individual personality scales from normal personality inventories, as well as unit-weighted linear combinations of them, were approximately as highly correlated with counterproductivity as were the integrity tests, and (c) personality traits conceptually distinct from the domain of integrity were also related to counterproductivity.     

Gender bias in self-report personality disorder inventories

There has been considerable controversy and research regarding gender biases in the diagnosis of personality disorders, but few studies have explored whether personality disorder self-report inventories might contain gender biases. The current study investigated whether items from three commonly used inventories evidence a potential for gender bias. Subjects were from outpatient mental health clinics. Items were considered gender biased if they exhibited gender differences and failed to correlate with or, more importantly, correlated negatively with dysfunction. Thirty-eight items evidenced potential bias, the majority of which were from Narcissistic scales. The implications of the results for the clinical assessment of purportedly maladaptive personality traits and for the construction of personality disorder scales are discussed.     

The Contributions of Personality to Organizational Behavior and Psychology: Findings,Criticisms, and Future Research Directions

Skepticism regarding the importance of personality traits as predictors of organizational behavior criteria has given way to an appreciation of the broad array of work outcomes predicted by personality. This article considers the effects of the five‐factor model (‘Big Five’) personality traits on the following work outcomes: (1) job performance; (2) work motivation; (3) job attitudes; (4) leadership; (5) power, politics, and influence; (6) stress, adaptability, and coping; (7) team effectiveness; (8) counterproductive/deviant workplace behaviors; (9) workplace accidents; and (10) conflict and negotiation. Two contemporary criticisms of personality research in organizational behavior – that the validities are small and that faking undermines the usefulness of personality inventories in employment contexts – are then evaluated. Finally, a brief agenda for future research is provided which highlights needed areas of advancement.     

A factorial study of the multiphasic,strong, kuder,and bell inventories using a population of adult males

In a centroid factor analysis of the Multiphasic, Strong, Kuder, and Bell inventories using a population of 400 adult males, eight common factors dealing with aspects of personality as measured by these instruments were isolated. Seven of the factors were meaningful and one was a residual. This study indicates little overlap between the two personality and the two interest inventories. It would appear that factors found in these instruments measuring aspects of personality are dichotomous in nature and are not common to the two types of instruments included in this study. That is, two of the factors were common to the two personality inventories, and five of the factors were common to the two interest inventories.Abstract of dissertation submitted at Syracuse University, January, 1949, in partial fulfillment of requirements for the degree of Doctor of Education.     

The role of objective personality inventories in suicide risk assessment: an evaluation and proposal.

Objective personality assessment instruments offer a comparatively underutilized source of clinical data in attempts to evaluate and predict risk for suicide. In contrast to focal suicide risk measures, global personality inventories may be useful in identification of long-standing styles that predispose persons to eventual suicidal behavior. This article reviews the empirical literature regarding the efficacy of established personality inventories in predicting suicidality. The authors offer several recommendations for future research with these measures and conclude that such objective personality instruments offer only marginal utility as sources of clinical information in comprehensive suicide risk evaluations. Personality inventories may offer greatest utility in long-term assessment of suicide risk.     

Length of Personality Inventory and the Evaluation of a Generalized Personality Interpretation

Subjects were given the same generalized personality interpretation based on personality inventories differing in length. The short inventory was seen as more efficient than the two longer forms. While no significant differences were noted between forms in terms of accuracy and depth of the interpretation, in percentage terms the short form was more favorably evaluated.     

Introduction to the Special Issue: Personality and the Prediction of Job Performance: More Than the Big Five

The effects of motivated distortion on forced-choice (FC) and normative inventories were examined in three studies. Study 1 examined the effects of distortion on the construct validity of the two item formats in terms of convergent and discriminant validity. The results showed that both types of measures were susceptible to motivated distortion, however the FC items were better indicators of personality and less related to socially desirable responding when participants were asked to respond as if applying for a job. Study 2 considered the criterion-related validity of the inventories in terms of predicting supervisors' ratings of job performance, finding that distortion had a more deleterious effect on the validity of the normative inventory with some enhancement of the validity of the FC inventory being observed. Study 3 investigated whether additional constructs are introduced into the measurement process when motivated respondents attempt to increase scores on FC items. Results of Study 3 indicated that individuals higher in cognitive ability tend to have more accurate theories about which traits are job-related and therefore are more successful at improving scores on FC inventories. Implications for using personality inventories in personnel selection are discussed.     

The General Factor of Personality: The “Big One,” a self-evaluative trait,or a methodological gnat that won’t go away?

Though recent research indicates that the Big Five can be subsumed under a “General Factor of Personality” (GFP), considerable dissention remains about whether the GFP is a substantive trait (either a “mega”-trait or simply, positive self-evaluation), or a response artifact. To disentangle these potential explanations, we estimated GFP saturation based on scales within a single inventory (which may share response artifacts) versus between different inventories (wherein the GFP would be more substantive). Drawing on meta-analytic findings across 370 independent samples of 155,781 individuals, GFP saturation was reduced substantially when based on between inventory data (26%) compared to within inventory data (50%). These results indicate that the GFP functions as a response artifact that may be reduced by administering scales from different inventories. However, some GFP variance also appears to represent stable tendencies that span across inventories. Overall, the GFP appears to be partly a stable, self-evaluative trait and partly a set of response tendencies specific to a particular personality inventory. We discuss the implications of these results for academic and applied personality measurement.     

Evidence of cross‐cultural invariance of the big five personality dimensions in work settings

This article explores the cross‐cultural invariance (construct validity) of two work‐related personality inventories based upon the Five Factor Model (the HPI and the IP/5F). The results show a good convergent and discriminant validity between scales that measure the Big Five personality dimensions. A factor analysis indicates that all personality scales load on the hypothesized Big Five dimensions. Some implications of these findings for the research and practice of personality measurement in personnel selection are discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

Sex bias in the diagnosis of personality disorders: A different approach

There has been considerable controversy regarding a possible sex bias in the diagnosis of personality disorders (PDs). However, prior research has at times confused a bias within clinicians who fail to adhere to the diagnostic criteria with a bias within the diagnostic criteria. Rather than assess whether females are more likely than males to be diagnosed with a respective disorder, the current study assesses whether the thresholds for the diagnosis of female-typed PDs are lower than the thresholds for male-typed PDs. Subjects completed two self-report inventories for the DSM-III-R personality disorders, and three inventories that assessed 30 aspects of personality dysfunction organized with respect to social dysfunction, occupational dysfunction, and personal distress. There was no indication that the diagnostic thresholds for personality disorders that occur more often in females is lower than the thresholds for the personality disorders that occur more often in males. The implications of these findings for the issue of sex biased diagnoses are discussed.