A Redundancy Analysis for the Inwald Personality Inventory and the MMPI

A redundancy analysis between two psychological preemployment screening inventories was conducted with 2,438 male correction officer candidates. One canonical variate accounted for the majority of overlapping variance. When cross-validated, redundancy indices were. 17 for the Inwald Personality Inventory (IPI) and. 15 for the Minnesota Multiphasic Personality Inventory (MMPI). Three areas of overlap—control over actions, external control, and restlessness—were suggested. Less pathological behavioral patterns predictive of future job performance appeared measured only by the IPI. These results, combined with results from predictive validity studies, provide evidence that pathology is not sufficient for identifying "high risk" candidates.     

Predicting the Performance of Government Security Personnel With the IPI and MMPI

The Inwald Personality Inventory (IPI) and Minnesota Multiphasic Personality Inventory (MMPI) were administered to 307 newly hired government security personnel. After 9 to 12 months on the job, each was rated by their immediate supervisor on a 4-point scale of global performance (exceptional, satisfactory, unsatisfactory, or very unsatisfactory). Discriminant function analyses indicated that the IPI was superior to the MMPI in predicting later job performance, but the greatest prediction accuracy was found in discriminant functions based upon both tests together. However, the costs of falsely identifying candidates as poor risks and screening out those who would have been successful increased along with accuracy in predicting the true risks. It was concluded that organizations must ultimately decide upon the degree to which they are willing to sacrifice candidates who may have been successful in order to screen out those who are unsuitable. The implications of psychological screening for organizational selection policy are discussed.     

Predicting the performance of government security personnel with the IPI and MMPI

The Inwald Personality Inventory (IPI) and Minnesota Multiphasic Personality Inventory (MMPI) were administered to 307 newly hired government security personnel. After 9 to 12 months on the job, each was rated by their immediate supervisor on a 4-point scale of global performance (exceptional, satisfactory, unsatisfactory, or very unsatisfactory). Discriminant function analyses indicated that the IPI was superior to the MMPI in predicting later job performance, but the greatest prediction accuracy was found in discriminant functions based upon both tests together. However, the costs of falsely identifying candidates as poor risks and screening out those who would have been successful increased along with accuracy in predicting the true risks. It was concluded that organizations must ultimately decide upon the degree to which they are willing to sacrifice candidates who may have been successful in order to screen out those who are unsuitable. The implications of psychological screening for organizational selection policy are discussed.     

THE "BIG FIVE" PERSONALITY FACTORS IN THE IPI AND MMPI: PREDICTORS OF POLICE PERFORMANCE

Rational and empirical linkages were formed between the "Big Five" personality factors and two personality inventories: the Inwald Personality Inventory (IPI), which is a personality inventory designed especially for use in the selection of corrections officers, and the Minnesota Multiphasic Personality Inventory (MMPI). A criterion-related validation of the study was then conducted to assess the validity of these two measures of the Big Five in predicting various measures of police performance. Results indicated that while both inventories provided adequate measures of Neuroticism, Extraversion, Agreeableness, and Conscientiousness, neither inventory consistently contributed incremental validity over the Civil Service exam.     

IPI and MMPI predictions of counterproductive job behaviors by racial group

Correctional officers hired by a large urban agency between 1980 and 1985 were administered the Inwald Personality Inventory (IPI) and Minnesota Multiphasic Personality Inventory (MMPI) before being appointed to the job. The 3,349 white, 3,391 black, and 1,547 hispanic male officers were subsequently evaluated on their job status and histories of absence, lateness, and disciplinary interviews. Discriminant function analyses were applied to the IPI and MMPI, alone and together, to assess any race differences in their prediction accuracy for each counterproductive job behavior measure. No significant bias in prediction accuracy was detected, though hispanic males tended to have the highest number of correct predictions. The implementation of prediction equations for these tests would have reduced negative job behaviors by as much as 13%. Analyses of the relative percentages of good performers rated incorrectly were also included.     

Positive response distortion by police officer applicants: association of Paulhus Deception Scales With MMPI-2 and Inwald Personality Inventory Validity Scales

Interpretation of positive response distortion (socially desirable responding) in employment evaluations is an important validity issue. This study of police officer applicants examined the construct validity of the Paulhus Deception Scales (PDS)-Moralistic Bias (MB; exaggerated adjustment/agreeableness) and Egoistic Bias (EB; exaggerated power/ status)-in relation to validity scales of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2; L, K, and S) and Inwald Personality Inventory (IPI; Guardedness). In regression analyses, MB was significantly associated with each validity scale (particularly L and Guardedness), whereas EB was significantly, but weakly, associated with L only. MB is consistent with response distortion as reflected in L ("perfect" adjustment/personality) and Guardedness (denial of shortcomings/faults). EB is a unique form of response distortion that is not reflected in MMPI-2 or IPI validity scales. The relevance of EB to self-assessment among police officer applicants is an important practical concern in personnel selection and an important theoretical question for future response distortion research.     

The Relationship Between Personality Traits and Reflective Judgment Among Female Students

Forty-three female undergraduate and graduate students preparing for careers as educators provided Omnibus Personality Inventory and Reflective Judgment Interview data. The sample included 14 seniors, 15 master's candidates, and 14 doctoral candidates. Each educational level group included participants with a range of intellectual disposition scores as measured by the Omnibus Personality Inventory. Scores on six scales of the Omnibus Personality Inventory correlated significantly with Reflective Judgment Interview scores (p < .05): thinking introversion, response bias, altruism, autonomy, complexity, and theoretical orientation. These findings support the conclusion that postformal reasoning, as described in P. M. King and K. S. Kitchener's (1994) reflective judgment model of cognitive development, is related to measurable personality traits.     

Concurrent validity of the Millon Adolescent Clinical Inventory as a measure of depression in hospitalized adolescents.

This study examined the concurrent validity of the Millon Adolescent Clinical Inventory (MACI; Millon 1993) in the assessment of depression among 88 adolescent inpatients. Doleful Personality and Depressive Affect scales were moderately predictive of a clinical diagnosis of depression, but both scales were strongly associated with scores on the Children's Depression Inventory (Kovacs, 1992). The Suicidal Tendencies scale was weakly associated with placement on suicide precautions. Overall, these results provide moderate support for the use of the MACI in the assessment of hospitalized adolescents.     

Development and preliminary validation of a semi-structured interview for the screening of law enforcement candidates

A standard practice among most law enforcement agencies is to include psychological screening in the selection of job candidates. Although the use of personality tests in predicting job performance of law enforcement officers has received empirical support (e.g., the Minnesota Multiphasic Personality Inventory, the Inwald Personality Inventory), there is a conspicuous absence of data regarding the reliability and validity of interview procedures. The present study represents the first step in the development of a standardized, semi-structured interview for use in the screening of law enforcement personnel. This interview, the Law Enforcement Candidate Interview, was constructed using content areas drawn from measures used in the screening of law enforcement personnel (e.g., Inwald Personality Inventory) and assessment of personality functioning (Structured Clinical Interview for DSM-III-R Personality Disorders). This interview was then administered by two doctoral students to a group of law enforcement academy cadets (n=34). A modest degree of inter-rater reliability was achieved, although internal consistency was somewhat lacking. Interview scores were correlated with measures of academy performance (final grade-point average and peer and supervisor ranking of academy performance). Results of these analyses suggest the LECI is a modest predictor of academy performance. Potential uses of the LECI and future research indications are outlined.     

Temporal lobe signs and personality characteristics

Mature university students (14 men and 16 women) were asked to complete the 16 PF and a scale that samples temporal lobe signs in the normal population. People who reported frequent temporal lobe experiences were more emotionally unstable, impulsive, emotionally sensitive (imaginative inner self, actions based upon intuition and self-anxiety), and tense (free-floating anxiety). The results were compatible with personality characteristics of people who report "temporal lobe experiences" and have been assessed by the Minnesota Multiphasic Personality Inventory and the California Personality Inventory.     

EFFECTS OF MULTIPLE ADMINISTRATIONS OF THE MMPI FOR EMPLOYEE SCREENING

Psychological screening has become commonplace in a number of occupational groups. With the growing popularity of screening and the relative scarcity of appropriate personality measures, re-screening individuals with the same inventory is frequent. This paper examines the effect of re-screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry. Participants completed the Inventory as a part of a routine screening procedure. Each participant provided several profiles as a result of regular employment cycles. Although the differences are generally small, some scales show large enough mean changes to warrant concern when interpreting the profiles of those who have taken the profile multiple times. Although scale reliabilities tend to increase, the usefulness of the Inventory appears to decrease with an increasing number of administrations. The effect is one of increasing normality of test profiles. One interpretation of the results is that candidates for jobs become "test-wise," and the scores are the result of a combination of responses to the repeated assessment. It becomes increasingly difficult to identify unfit employees with the Inventory. Given these results, further research on retesting effects of the Inventov, as well as other personality measures, is indicated.     

Further validation of the psychopathic personality inventory among offenders: personality and behavioral correlates.

The Psychopathic Personality Inventory (PPI; Lilienfeld & Andrews, 1996) is a relatively new self-report measure that has shown considerable promise as an index of psychopathic traits in both nonoffender and offender samples. The present study examined the construct validity and predictive utility of the PPI by examining its association with theoretically relevant scales of the Personality Assessment Inventory (PAI; Morey, 1991) among 60 male prison inmates, and its ability to predict institutional misbehavior in an expanded sample (n = 89). As expected, correlations with the PAI scales were highest for the Antisocial Features (ANT) and Aggression (AGG) scales (rs = .68 and .57, respectively). The PPI also predicted various forms of nonviolent and physically aggressive disciplinary infractions significantly better than chance (point biserial correlations ranging from .26 to .37).     

On the validity of validity scales: the importance of defensive responding in the prediction of institutional misconduct

This study examined the effects of defensive responding on the prediction of institutional misconduct among male inmates (N = 349) who completed the Personality Assessment Inventory (L. C. Morey, 1991). Hierarchical logistic regression analyses demonstrated significant main effects for the Antisocial Features (ANT) scale as well as main effects for the Positive Impression Management (PIM) scale in some instances. Significant ANT x PIM interactions also were evident, particularly when examining recommended cut scores on these scales. These results demonstrate the predictive validity of ANT with prisoners and reinforce the importance of context when considering whether validity scales are in fact valid.     

Predicting dimensions of personality disorder from domains and facets of the Five-Factor Model

We compared the utility of several trait models for describing personality disorder in a heterogeneous clinical sample (N = 94). Participants completed the Schedule for Nonadaptive and Adaptive Personality (SNAP; Clark, 1993b), a self-report measure that assesses traits relevant to personality disorder, and two measures of the Five-Factor Model: the Revised NEO Personality Inventory (NEO-PI-R; Costa and McCrae, 1992) and the Big Five Inventory (BFI; John, Donahue, & Kentle, 1991). Regression analyses indicated substantial overlap between the SNAP scales and the NEO-PI-R facets. In addition, use of the NEO-PI-R facets afforded substantial improvement over the Five-Factor Model domains in predicting interview-based ratings of DSM-IV personality disorder (American Psychiatric Association, 1994), such that the NEO facets and the SNAP scales demonstrated roughly equivalent levels of predictive power. Results support assessment of the full range of NEO-PI-R facets over the Five-Factor Model domains for both research and clinical use.     

Detection of malingering in psychiatric unit and general population prison inmates: a comparison of the PAI, SIMS, and SIRS

In this study, we compared the utility of three instruments, the Personality Assessment Inventory (PAI; Morey, 1991), the Structured Inventory of Malingered Symptomatology (Smith & Burger, 1997), and the Structured Interview of Reported Symptoms (SIRS; Rogers, Bagby, & Dickens, 1992) to detect malingering among prisoners. We examined 4 inmate samples: (a) prisoners instructed to malinger, (b) "suspected malingerers" identified by psychiatric staff, (c) general population control inmates, and (d) psychiatric patients. Intercorrelations among the measures for the total sample (N = 115) were quite high, and receiver operating characteristic analyses suggested similar rates of overall predictive accuracy across the measures. Despite this, commonly recommended cut scores for these measures resulted in widely differing rates of sensitivity and specificity across the subsamples. Moreover, although all instruments performed well in the nonpsychiatric samples (i.e., simulators and controls), classification accuracy was noticeably poorer when attempting to differentiate between psychiatric patients and suspected malingerers, with only 2 PAI indicators significantly discriminating between them.     

Response style and the revised NEO personality inventory: validity scales and spousal ratings in a Chinese psychiatric sample

The effects of response style bias on profile scores from the family of NEO scales and the resultant influence of response style on the predictive capacity of these scales continues to be debated. In this study, a large sample of Chinese psychiatric patients were categorized into four response style groups based on their scores from recently developed "validity" scales for the revised NEO Personality Inventory (NEO PI-R). Mean differences and correlations between self-report and spousal ratings of these patients were examined for the NEO PI-R domain and facet scales. Excessive positive self-presentation bias resulted in mean differences between the self-report and spousal ratings for N and E. Correlations between self-report and spousal ratings were reduced in patients engaging in positive self-presentational bias compared to those who were not so categorized on three of the five NEO PI-R scales. However, these results were manifest only in a sub-sample of psychotic patients. Negative self-presentational bias did not affect mean differences or diminish the correlations between the self-report and spousal ratings.     

The content of personality inventory items

Four aspects of the item content of personality inventories were studied: the area of psychological functioning addressed (cognitive, preferences, feelings, behavioral), degree of reference to situational factors, degree of reference to response frequency, and the nature of reference to time. Three judges rated items of the California Psychological Inventory, Eysenck Personality Inventory, Maudsley Personality Inventory, Minnesota Multiphasic Personality Inventory, Jackson Personality Research Form, and Sixteen Personality Factor Questionnaire. Behavioral acts were found infrequently addressed in inventory items, and the other areas of functioning were approximately equally represented. More than half of the items referred to situation characteristics, 39% included the notion of frequency of behavior or experience, and most referred to the present. Rating reliabilities were also presented, and results for individual inventories were compared. Implications for controversies in the field of personality were discussed.