Model-Based Approaches for Teaching and Practicing Personality Assessment

Psychological assessment is a complex professional skill. Competence in assessment requires an extensive knowledge of personality, neuropsychology, social behavior, and psychopathology, a background in psychometrics, familiarity with a range of multimethod tools, cognitive flexibility, skepticism, and interpersonal sensitivity. This complexity makes assessment a challenge to teach and learn, particularly as the investment of resources and time in assessment has waned in psychological training programs over the last few decades. In this article, we describe 3 conceptual models that can assist teaching and learning psychological assessments. The transtheoretical model of personality provides a personality systems-based framework for understanding how multimethod assessment data relate to major personality systems and can be combined to describe and explain complex human behavior. The quantitative psychopathology—personality trait model is an empirical model based on the hierarchical organization of individual differences. Application of this model can help students understand diagnostic comorbidity and symptom heterogeneity, focus on more meaningful high-order domains, and identify the most effective assessment tools for addressing a given question. The interpersonal situation model is rooted in interpersonal theory and can help students connect test data to here-and-now interactions with patients. We conclude by demonstrating the utility of these models using a case example.     

A Discussion of Modern Versus Traditional Psychometrics As Applied to Personality Assessment Scales

Item response theory (IRT) methods are used by large testing firms, state agencies, and school districts to construct, analyze, and score most major aptitude, achievement, proficiency, entrance, and professional licensure exams. Personality assessment, in contrast, has not generally adopted these more powerful, modern psychometric techniques. We evaluate the possible role of IRT in the personality domain by highlighting key areas in which IRT and traditional methods differ. Although we conclude that IRT has a significant role to play in future personality measurement, there are many systemic and technical barriers to its routine application.     

An Introductory Lecture on Personality Assessment

The role of personality assessment is minimized in many introductory psychology presentations for a variety of reasons. Personality assessment is an area of great breadth and is understandably formidable to those whose training has been outside this area of specialization.

The following lecture was designed to digest at least some parts of the area of personality assessment in as non-technical language as possible for use of instructors introducing its basic concepts.     

Introduction to the Special Issue on Personality Assessment in Medical Settings

Rouse, Greene, Butcher, Nichols, and Williams (2008) Sellbom, M., Ben-Porath, Y. S. and Bagby, R. M. 2008a. On the hierarchical structure of mood and anxiety disorders: Confirmatory evidence and an elaboration of a model of temperament markers. Journal of Abnormal Psychology, 117: 576–590. [Crossref], [PubMed], [Web of Science ®] , [Google Scholar] repeat two claims about the MMPI–2 Restructured (RC) scales. One asserts that the correlations of RC scales with parent Clinical scales are modest compared to the correlations with other existing MMPI–2 scales. In response, we reiterate that the RC scales were not meant to emulate the divergent and overlapping content of the Clinical scales. Instead, each represents a distinctive Clinical scale component. Although individually focused, the RC scales span collectively a wide range of content and used as multivariate predictors, account for most of the variance of each Clinical scale. Rouse et al. also claim that most RC scales are redundant with existing MMPI–2 scales, which they propose as substitutes (“proxies”). However, our analyses of Rouse et al.'s database and of our own data show that several of their proposed proxies are far less mutually distinguishable than are the RC scale counterparts. Furthermore, several Clinical scales are more successfully, and none are less successfully, accounted for by RC scales than by proxies. In response to Rouse et al.'s neglect of a body of empirical findings supporting the construct validity of the RC scales, we also review the relevant research literature.     

Introduction to the Special Section on Mixture Modeling in Personality Assessment

Latent variable models offer a conceptual and statistical framework for evaluating the underlying structure of psychological constructs, including personality and psychopathology. Complex structures that combine or compare categorical and dimensional latent variables can be accommodated using mixture modeling approaches, which provide a powerful framework for testing nuanced theories about psychological structure. This special series includes introductory primers on cross-sectional and longitudinal mixture modeling, in addition to empirical examples applying these techniques to real-world data collected in clinical settings. This group of articles is designed to introduce personality assessment scientists and practitioners to a general latent variable framework that we hope will stimulate new research and application of mixture models to the assessment of personality and its pathology.     

人格测量：从累积式模型到展开式模型

当前大多数人格测量都采用的是累积式反应模型方法,该模型假设被试在测验上的得分随其能力或特质提高而增加,但是随着人格测量技术的不断发展,这一模型的实施效果遭到了质疑,研究者们开始关注展开式模型,该模型认为被试的反应取决于被试能力和项目阈值的匹配程度,当被试能力与项目阈值完全匹配时,被试做出肯定回答的概率达到最高点,称之为“理想点”,展开式模型的目的就是找到被试的理想点,从而寻找其真正的态度强度或人格特质水平。GGUM作为一种比较成熟的展开式模型,已经开始应用于人格测量的各个领域,但仍需要进行大规模的试测,在评估和预测效度方面积累经验,建立业界认可的心理测量学标准,不断探讨和开发相应的心理测量理论和简便易行的统计程序。     

Applications of Personality Assessment to the Workplace: A Review

Our review of the relevant research literature in the recent past strongly supports the view that personality assessment has high utility in the workplace. We review the evidence that personality assessment measures, especially those based upon the Big Five factors of personality, can effectively predict job performance and thus can be used for personnel selection. The validity of integrity testing in predicting counterproductivity on the job has been demonstrated both for overt measures of integrity and, to a lesser degree, for more general (subtle) measures of personality. We also found good evidence of validity for measures of (supervisory) management and (transformational) leadership, a complex field which includes a number of multidimensional instruments each built around its own theory. Finally, we review the empirical literature that supports the use of assessment centers and the use of personality assessment in training and development.     

Assessment of Men: Personality Assessment Goes to War by the Office of Strategic Services Assessment Staff

This article, part of the ongoing special series, Personality Assessment Classics in Contemporary Perspective, reviews the book Assessment of Men, written by the Office of Strategic Services (OSS) Assessment Staff in 1948. It is the story of the development of an assessment program to select spies during World War II. The program was set up by Henry Murray and was run by Murray and Donald Mackinnon. The review describes the assessment setting, the details of the 3.5-day assessment program, and an evaluation of the book in contemporary perspective.     

Personality Assessment and Counseling Psychology

This article examines the place of personality assessment in counseling psychology. Three areas are considered: (a) the types of tests counseling psychologists use, (b) the perspective counseling psychologists apply to the use of tests, and (c) projective techniques and counseling psychology. Each area is examined, and the issues it raises for counseling psychology are presented. Some conclusions about personality assessment practices in counseling psychology are made, and several directions for future training are identified.     

Personality Assessment and Native Americans

Personality assessment services for Native Americans have been culturally inappropriate and historically underutilized as a consequence. A framework for personality assessment is presented including components of relevant cultural knowledge, assessment techniques, assessor characteristics, and relationship style. Emic and etic approaches are described as serving different assessment functions. Acculturation measures and awareness of acculturation effects on different instruments provide temporary palliatives. A biopsychosocial model for service-delivery with linkages to family, tribal, county, state, and federal resources would be desirable and potentially effective. Ameliorations in techniques and service-delivery cannot substitute for genuine professional commitment to recruitment and training of indigenous assessment service-providers.     

An Interpersonal Perspective on the Personality Assessment Process

Many aspects of therapeutic approaches to the personality assessment process derived from or are consistent with Sullivan's interpersonal approach to clinical practice, but the link between such approaches and contemporary interpersonal theory remains underdeveloped. In this article, I argue that contemporary interpersonal theory provides a valuable framework within which to conceptualize the personality assessment process. Specifically, I argue that interpersonal models can parsimoniously represent client behavior and can facilitate discussions of assessment data with assessees. Further, I show that hypotheses on the therapeutic mechanisms of personality assessment can be reframed in contemporary interpersonal metatheory so that they can be compared and tested directly.     

An Actuarial-Experimental Model of Personality Assessment

A proposal has been made for a new, more powerful approach to personality assessment. The model is an integration of the characteristics of the actuarial principles of test construction with the experimental method. The experimental method should prove to be effective in controlling the error variance arising out of the accidental influences on the responses, and the actuarial paradigm should reduce the error stemming from both a possible low construct validity and the subjectivity of the clinician's judgment. The resultant increase in the clinician's power to differentiate between responses indicative of enduring traits and those which are the outcome of accidental influences should thus help in breaking the impasse currently restricting the usefulness of projective techniques.     

The Structured Nonverbal Assessment of Personality

This article describes the development of a structured nonverbal measure of personality based on Murray's (1938) system of needs. The items of the Nonverbal Personality Questionnaire consist of line drawings of a central figure performing trait-relevant behaviors in specific situations; respondents are asked to indicate the likelihood of engaging in similar behaviors. The nonverbal form was administered to three Canadian samples of respondents and one Finnish sample. Reliability and validity data for the initial item pool and for a revised form are reported. The utility of the nonverbal inventory for cross-cultural and theoretical work in personality is discussed.