The moderating role of socially desirable responding in implicit–explicit attitudes toward asylum seekers

Implicit and explicit attitudes correlate under certain conditions and researchers are interested in the moderating factors of this relationship. This paper explored the role of socially desirable responding in this relationship by testing the hypothesis that impression management (IM; i.e., deliberate response modification) and self‐deceptive enhancement (SDE; i.e., positive self‐bias) play moderating roles in the relationship of implicit–explicit attitudes toward asylum seekers in Australia. Seventy‐four students responded to a battery of measures and the results revealed that IM (but not SDE) moderated this relationship to the extent that higher IM scores weakened the correspondence between implicit and explicit attitude scores. This suggests that attitudes toward asylum seekers might be susceptible to socially desirable response tendencies and in combination with the finding that IM was negatively related to explicit attitudes, it is argued that self‐presentation concerns result in the deliberate attenuation of reported negative explicit attitudes.     

Parsimonious prediction of Wechsler Memory Scale--III memory indices

Equations for prorating the Wechsler Memory Scale--III (WMS-III) Index scores were derived and validated on a sample of 252 mixed clinical cases. Regression equations were performed using age-scaled scores as predictors and the sum of age-scaled scores for Immediate Memory (IM) and General Memory (GM) as the criteria. Including Logical Memory and Verbal Paired Associates with either Faces or Family Pictures resulted in estimated scores that accounted for 95% to 97% of the variance for IM and GM. Over 80% of these cases had estimated sum of scaled scores that fell within 3 points of actual sum of scaled scores, within 1 standard error of measurement. When only Logical Memory and Verbal Paired Associates were included, estimations accounted for only 87% of the variance, and only 60% of the estimated scores fell within 3 points of actual sum of scaled scores. The regression equations are presented, as are the confidence intervals derived from a bootstrapping procedure that created 15,000 different samples.     

Personal ideals and socially desirable responding

The effect of personal ideals on socially desirable responding (impression management or IM, and self-deception or SDE) was examined in a study of 428 undergraduate students. The subjects indicated their endorsement of 56 values and filled in Paulhus's (1991) Balanced Inventory of Desirable Responding. Three IM types, viz. ingratiators, exemplificators, and intimidators, were defined from the subjects’ personal ideals. We hypothesized that both ingratiators and exemplificators score high and that intimidators score low on IM items. These hypotheses were confirmed, but the result for intimidators was only marginally reliable. Furthermore, it turned out that high IM scorers strove for collective values but high SDE scorers strove for individual values. The results are discussed as an expression of a self-construction process, which is based on personal, rather than social, ideals. In addition, the implications of the results for controlling the effect of socially desirable responding are discussed.     

Personality factors related to quantitative estimation skill: confirmation and extension

The relationships of two measures of quantitative estimation skill, computational estimation and numerosity estimation, were examined with the 16 PF Global Factors corresponding to the Big Five personality dimensions in a sample of 80 college students. Correlations of Computational Estimation with the 16 PF scores confirmed findings from a previous study which used the NEO-Five Factor Inventory as a measure of the Big Five, specifically showing that Computational Estimation correlated significantly with the 16 PF's Independence factor. Numerosity Estimation did not correlate significantly with any of the 16 PF Global Factors or with any of the ability measures (Computational Estimation, SAT Verbal, SAT Mathematics, and self-rated mathematics ability) used in the study.     

Personality profiles of homosexual men and women

There has been surprisingly little research on possible differences between homosexual and heterosexual personalities, although the few studies that have been conducted suggest some interesting differences. We devised two hypothesis that may account for these differences. First, differences appear to reflect generalized social nonconformity and alienation due to the social stigmatization of the homosexual. Second, these differences seem to express a more specific tendency to deviation from socially normative sex roles. The two hypotheses imply a number of predictions concerning specific personality traits, which were tested by comparing the 16PF (Cattell, Eber, & Tatsuoka, 1970) personality profiles of a group of male (N = 34) and female (N = 31) homosexuals with those obtained from the two large student samples (male, N = 899 and female, N = 912) whose scores are commonly used as norms for the South African version of the 16PF. The findings suggested reasonably good support for the two hypotheses, particularly considering the limitations of the study with respect to the adequacy of the comparison groups used and the relative heterogeneity of the 16PF scale content.     

Personality differences between intrinsically religious and nonreligious students: a factor analytic study

By means of Allport's Religious Orientation Inventory (ROI) 145 students were classified as intrinsically religious and 133 as nonreligious. Personality differences between the two groups were explored on the basis of their scores on EPPS, the CPI, and 16 PF Questionnaire. Factor analysis of the combined 49 subscales of these three instruments produced eight factors: Achievement Potential, Self-Control, Social Ascendency, Affiliation, Personal and Social Adequacy, Egocentric Sexuality, Restlessness, and Stereotyped Femininity. Analyses of variance of the factor scores of the two groups of subjects showed significant differences on five of the eight factors, accounting for a total of 25% of the total variance. The intrinsically religious scored significantly higher on Self-Control, Personal and Social Adequacy, and Stereotyped Femininity; the nonreligious scored higher on Egocentric Sexuality and Restlessness. These results were discussed in relation to some of Allport's ideas on religion as a dimension of personality.     

Personality correlates of life values

The present study sought to determine whether significant relationships exist between life value preferences and personality traits and to describe the nature of any relationships identified. Administered to 310 undergraduate and graduate students were the 16 PF personality inventory and a 55-item Life Values Inventory which assessed values governing life styles and orientations. A factor analysis of the Life Values Inventory resulted in the identification of 14 life values dimensions. Factor scores for these 14 dimensions were then employed in a canonical analysis and a factor analysis with the 16 PF scores. The canonical analysis yielded results significant at the .001 level. The factor analysis yielded 10 factors, many of which displayed shared common-factor variance between Life Values and 16 PF variables. The interpretation of that shared variance identified several personality correlates of life values that suggested causal and developmental interactions of some value in describing and explaining human behavior.     

Personality correlates of a measure of honesty

It was hypothesized that screening applicants for theft proneness using the Reid Report might screen in more conservative, more rigid, and less creative candidates, in effect outweighing the benefits of the instrument. A sample of 179 applicants were administered the 16PF and the Reid Report. Sex, minority status, and type of position applied for were shown to be independent of performance on the Reid Report. Applicants passing the Reid Report were shown, at a statistically significant level, to have higher ego strength, to be less anxious, more apt to behave in socially desirable ways, less driven by id impulses, and less inhibited. Furthermore, applicants failing the Reid Report were shown to have total 16PF profiles which were statistically significantly closer (D²) to the 16PF profiles of five pathological groups than were those passing the Reid Report. Higher scores on the Reid Report were related to faking good on the 16PF. Since the relationship between 16PF faking good and the Reid Report may be indicative of real personality variance, distortion variance, or both follow-up research has been suggested.     

Belief in astrology: a symptom of maladjustment?

Previous research has demonstrated that people with a greater belief in astrology show more signs of maladjustment than people who have less belief or none at all. However, those who have the greatest commitment, the astrologers themselves, have been neglected. In the present study 66 students of astrology completed the EPQ and the 16PF. In general, their mean scores did not show any consistent signs of neuroticism and their 16PF group profile was significantly different from those of various neurotic groups but very similar to that of a comparison group of psychology students. The only sign of maladjustment was in their high P scores but even these were not significantly higher than those of the psychology students.     

Effects of short-term counseling on Career Maturity of tenth-grade students

The effectiveness of short-term counseling on Career Maturity of tenth-grade students as measured by the Career Maturity Inventory was studied. The Career Maturity Attitude Scale and the Self Appraisal subscale of the Competence Test were administered to a random sample (87 subjects) of tenth-grade students. The subjects whose scores fell below the mean were assigned randomly to experimental and control groups. The experimental group (17 subjects) received special counseling during a short term of 6 wk. Using repeated measures of analysis of variance, a statistically significant interaction was found with both the Self Appraisal subscale scores and the Total scale scores. Results indicate that career maturity as a developmental process can be measured and facilitated through counseling.     

Personality Profiles of Homosexual Men and Women

There has been surprisingly little research on possible differences between homosexual and heterosexual personalities, although the few studies that have been conducted suggest some interesting differences. We devised two hypothesis that may account for these differences. First, differences appear to reflect generalized social nonconformity and alienation due to the social stigmatization of the homosexual. Second, these differences seem to express a more specific tendency to deviation from socially normative sex roles. The two hypotheses imply a number of predictions concerning specific personality traits, which were tested by comparing the 16PF (Cattell, Eber, & Tatsuoka, 1970) personality profiles of a group of male (N = 34) and female (N = 31) homosexuals with those obtained from the two large student samples (male, N = 899 and female, N = 912) whose scores are commonly used as norms for the South African version of the 16PF. The findings suggested reasonably good support for the two hypotheses, particularly considering the limitations of the study with respect to the adequacy of the comparison groups used and the relative heterogeneity of the 16PF scale content.     

Can we trust self-reports of driving? Effects of impression management on driver behaviour questionnaire responses

Driver behaviour is often studied by using self-reports and questionnaires. Despite their obvious advantages, questionnaires are vulnerable to socially desirable response tendencies. In this study, the effects of socially desirable responding on self-reports of driving were studied by recording self-reports of driving in both public and private settings. In public settings, 47 applicants for a driving instructor training course completed the driver behaviour questionnaire (DBQ) and balanced inventory for socially desirable responding as a part of the entrance examination. In a private setting, 54 students of that training course completed the same questionnaires anonymously in the classroom. ANOVA results showed a difference between the two settings in six DBQ item scores, such that aberrant behaviours were reported less frequently in public than in private settings. The results indicated that bias caused by socially desirable responding is relatively small in DBQ responses.     

Social Desirability in Patients Seeking Surgical Treatment for Dentofacial Disharmony: Associations with Psychological Distress and Motivation for Treatment

The role of socially desirable responding in the report of treatment motivation and psychological distress by patients seeking surgical treatment for dentofacial disharmony was explored. Participants completed the Balanced Inventory of Desirable Responding (BIDR; Paulhus, 1988), which measures two components of socially desirable responding (SDR): impression management (IM), which is the purposeful tailoring of answers in order to create the most positive social image, and self-deceptive positivity (SDE), which is an honest, but overly positive self-presentation. When simple bivariate relationships were examined, statistically significant inverse associations were observed between socially desirable responding and specific motives for treatment and between SDR and psychological distress. However, the relationship between socially desirable responding and motives for treatment disappeared when the effect of psychological distress was controlled. The positive relationship between psychological distress and the report of social well-being, and self-image motives for treatment remained statistically significant even after the variance attributable to socially desirable responding was removed. Implications of the findings for the evaluation of psychological distress and treatment motivation in this population are discussed.     

A new objectively scored version of the Defence Mechanism Test

Kragh's Defence Mechanism Test has proved its worth in a number of applied settings but has hitherto required skilled time-consuming interpretation. Two studies are reported which validate an "objectively scored" version of the test developed using G-analysis. In the first, it was found that this version of the test could successfully predict the performance of trainee pilots. The second study examined the construct validity of this version of the test. It was found that the predictive factor from Study I re-emerged within a sample of students, where it correlated positively with scores on a test of perceptual defence and the Shrewdness (N) scale of the 16PF, and negatively with two of the identification scales of the Defence Mechanism Test. This factor was tentatively identified as one of general defensiveness. It is concluded that this form of the test deserves consideration when selecting individuals for stressful occupations.     

CATTELL AND EYSENCK FACTOR SCORES RELATED TO COMREY PERSONALITY FACTORS

The Eysenck Personality Inventory, the Cattell 16 PF Inventory, and the Comrey Personality Inventory were administered to 272 volunteers. Eysenck and Cattell factor scores were correlated with scores over homogeneous item groups (FHIDs) which define the Comrey test factors. This matrix was factor analyzed to relate the Eysenck and Cattell factor scores to the factor structure underlying the Comrey test. The Eysenck Neuroticism, Comrey Neuroticism, and Cattell second-order Anxiety factors appeared to match. The Eysenck Introversion and the Comrey Shyness factors also matched. The 16 Cattell primary factors overlapped but did not match with the Comrey factors.     

Sensitivity of the 16 PF Motivational Distortion Scale to response bias

The shortened versions of the 16 PF (Forms C or D) were given to 227 college students (who took Form D twice), 33 prisoners (who took Forms C and D), and 95 substance abusers (who took Form C twice). All were asked to answer honestly, then retake these tests to appear in a better light. Significant differences in Motivational Distortion scores were found between test and retest in each group.     

Personality correlates of occupational status according to Holland types

The present investigation sought to identify personality correlates of occupational status. Because occupational status is a direct function of occupation, the relationship between personality and status was examined both within and across occupational groups using Holland's 1973 typology. Four two-way analyses of covariance of 16PF (Sixteen Personality Factor Questionnaire, Form A) second-order personality factors were performed using data from 175 employed adult males. No single personality factor was associated with status across occupational types. Among Social occupations, the low-status group had higher Extraversion and lower Anxiety scores than the high-status group. In general, the relationship between personality factors and occupational types provided additional confirmation of Holland's theory using an employed adult sample.     

Predicting Accuracy and Liking Ratings for Bogus and Real Personality Feedback

After taking the Sixteen Personality Factor Questionnaire (16 PF), 119 students subsequently received computer-generated traditional bogus (Barnum) and real (16 PF) interpretations. Each subject rated both interpretations for accuracy and likability on a 13-point scale and then chose (forced choice) which interpretation was the more accurate and which one they liked better. Barnum feedback was judged significantly more accurate than real feedback, but not better liked. Stepwise multiple-regression analyses of all dependent measures indicated that 16 PF sten scores accounted for significant amounts of variance in 16 PF Accuracy and Liking scores and in the various preference measures.     

Do Applicants Fake Their Personality Questionnaire Responses and How Successful are Their Attempts? A Case of Military Pilot Cadet Selection

This paper presents the results of three interrelated studies investigating the occurrence of response distortion on personality questionnaires within selection and the success of applicants in faking situations. In Study 1, comparison of the Big Five personality scores obtained from applicants in a military pilot cadet selection procedure with participants responding honestly, faking good, and faking an ideal candidate revealed that applicants responded more desirable than participants responding honestly but less desirable than respondents under fake instructions. The occurrence of faking within the military pilot selection process was replicated in Study 2 using the Eysenck Personality Questionnaire and another comparison group. Finally, in Study 3, comparison of personality profiles obtained in selection and ‘fake job’ situations with experts' estimates indicated that participants were partially successful in faking the desirable profile.     

大学期间学习成绩预测度的研究

本研究在筛选的基础上追踪调查了5个年级4476名大学生的新生16PF测验结果以及大学期间学习成绩的数据,结果发现:大学期间的学习成绩与新生性格特点有关;男大学生成绩差异的7.5%、女大学生成绩差异的4.0%可以由新生16PF测验结果来解释。总起来看,新生入学时的个性特征对大学期间学习成绩有影响作用,但尚不足于准确预测学习成绩。