Personality patterns of physicians in person-oriented and technique-oriented specialties

This study investigated differences in personality patterns between person-oriented and technique-oriented physicians. It tested an integrative framework by converting the scores on the Personality Research Form (PRF) to the Big-Five factors and built a predictive model of group membership in clinical specialty area. PRF scores from 238 physicians (153 person-oriented and 85 technique-oriented) were used for this retrospective study. Significant personality differences between group means existed for seven of the traits on the PRF and two Big-Five factors. Results of a stepwise discriminant analysis indicated that two PRF traits and one Big-Five factor had the greatest ability to discriminate between person-oriented and technique-oriented physicians. Findings of this study provide support for establishing personality profiles of physicians interested in person-oriented versus technique-oriented specialties. Examining personality differences among male and female physicians is discussed as an area for future research.     

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.     

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.     

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.     

Personality factors are associated with simulated driving outcomes across the driving lifespan

Research has shown that personality factors are related to driving safety. However, the majority of existing studies rely on self-report measures of driving behaviour and sample drivers from limited age ranges. This study sought to examine the relationship between personality and objective driving outcomes as assessed by a driving simulator in a sample of young, mid-aged, and older adults. A total of 114 active drivers completed personality questionnaires as well as a simulated driving assessment protocol. The results showed that: (1) Extraversion and neuroticism were significantly associated with driving simulator performance; (2) conscientiousness was significantly associated with driving performance among middle-aged adults; (3) sensation seeking was an important personality factor primarily for young drivers and was positively correlated with driving speed in the simulator. These results provide further support for the link between personality factors and driving performance, and suggest certain directions for future research.     

Personality and religion: Applying cattell’s model among secondary school pupils

A sample of 1,070 secondary school pupils between the ages of eleven and eighteen years completed the High School Personality Questionnaire alongside the Francis Scale of Attitude toward Christianity. The data demonstrate that religiosity is significantly correlated with five of the fourteen personality factors and with two of the four second-order factors. A positive attitude toward Christianity is associated with high scores on factor G (conformity), factor I (tendermindedness) and factor Q3 (self discipline), and low scores on factor E (submissiveness), factor F (sobriety), second-order factor of extraversion (indicating a relationship with introversion), and second-order factor of tough poise (indicating a relationship with emotionality).     

Personality for free: Psychometric properties of a public domain Australian measure of the five‐factor model

Fifty items from Goldberg's International Personality Item Pool were compiled to form a public‐domain measure of personality, the Australian Personality Inventory (API). Data from a random community sample (N = 7615) and a university‐based sample (N = 271) were used to explore psychometric properties of this 50‐item measure of the five‐factor model of personality (FFM). In both samples, internal reliabilities were adequate. In the university‐based sample an appropriate pattern of convergent and divergent relationship was found between scale scores and domain scores from the NEO Five‐Factor Inventory. After adjusting for an apparent response set (mean response across items), exploratory factor analyses clearly retrieved the FFM in both samples. It is provisionally concluded that raw scale scores from the API provide reliable estimates of the FFM, but adjustment for mean response across the 50 items might clarify the five‐factor structure, especially in less educated samples.     

A large sample investigation of the presence of nonlinear personality-job performance relationships

We examine 123 data sets from validation studies of a single five-factor model-based occupational personality measure for evidence of curvilinear relationships with job performance. Research has produced discrepant findings about whether and when to expect curvilinear relationships between normal range personality measures and job performance. Previous studies have relied on small and unsystematic sampling, a variety of noncomparable performance criteria, the use of personality inventories for which construct validity evidence is not immediately available, and a focus on only one or two of the Big Five personality factors. We report minimal evidence of curvilinearity, suggesting that these effects are unlikely to undermine typical uses of personality test scores in decision making. Any expected declines in performance at high ends of the predictor range were very small on average and would be highly unlikely to produce scenarios in which those passing a realistic cut score would underperform those screened out. Indices of job complexity and the importance of the personality trait did not moderate the forms of each personality–performance relationship. The results are useful for evaluating whether curvilinearity is likely to be an issue when self-report personality assessments are used to make decisions with tangible employment consequences.     

The relation between personality and prejudice: a variable‐ and a person‐centred approach

The relationship between Big Five personality (measured by the NEO‐PI) and prejudice was examined using a variable‐ and a person‐centred approach. Big Five scores were related to a generalized prejudice factor based on seven different prejudice scales (racial prejudice, sexism, etc). A correlation analysis disclosed that Openness to Experience and Agreeableness were significantly related to prejudice, and a multiple regression analysis showed that a variable‐centred approach displayed a substantial cross‐validated relationship between the five personality factors and prejudice. A cluster analysis of the Big Five profiles yielded, in line with previous research, three personality types, but this person‐centred approach showed a low cross‐validated relationship between personality and prejudice, where the overcontrolled type showed the highest prejudice and the undercontrolled the lowest, with the resilient falling in between. A head‐to‐head comparison sustained the conclusion that, based on people's Big Five personalities, their generalized prejudice could be predicted more accurately by the variable‐ than the person‐centred approach. Copyright © 2003 John Wiley & Sons, Ltd.     

Career adapt-abilities scale — Netherlands form: Psychometric properties and relationships to ability,personality, and regulatory focus

The Career Adapt-Abilities Scale (CAAS) — Netherlands Form consists of four scales, each with six items, which measure concern, control, curiosity, and confidence as psychosocial resources for managing occupational transitions, developmental tasks, and work traumas. Internal consistency estimates for the subscale and total scores ranged from satisfactory to excellent. The factor structure was quite similar to the one computed for the combined data from 13 countries. The Dutch version of the CAAS-Netherlands Form is identical to the International Form 2.0. The convergent validity of the CAAS-Netherlands was established with relating the CAAS subscales to self-esteem, Big Five personality measures, and regulatory focus. Relations between the subscales and these stable personality factors were largely as predicted. The discriminant validity of the CAAS-Netherlands was established by relating the CAAS scores to general mental ability; no significant relationship between career adaptability and general mental ability was found.     

Criterion‐related validity of a Big Five general factor of personality from the TIPI to the IPIP

The criterion validity of a general factor of personality (GFP) extracted from personality scales of various lengths was explored in relation to organizational behavior and subjective well‐being with 288 employed students. Results indicated that GFPs extracted from as few as 10 items were significantly related to organizational outcomes. The relationship between GFP scores and outcomes generally increased with the length of the underlying scales, but these differences were reduced when correcting for reliability. Additionally, in over 60% of the analyses the GFPs exhibited higher correlations with specific outcomes compared to specific Big Five scores; this was true of 100% of the analyses using a broad, composite criterion. These results highlight the potential utility of the GFP as a screening tool when extracted from Big Five inventories from 10 to 100 items.     

The Validity and Structure of Culture‐Level Personality Scores: Data From Ratings of Young Adolescents

ABSTRACT We examined properties of culture‐level personality traits in ratings of targets (N=5,109) ages 12 to 17 in 24 cultures. Aggregate scores were generalizable across gender, age, and relationship groups and showed convergence with culture‐level scores from previous studies of self‐reports and observer ratings of adults, but they were unrelated to national character stereotypes. Trait profiles also showed cross‐study agreement within most cultures, 8 of which had not previously been studied. Multidimensional scaling showed that Western and non‐Western cultures clustered along a dimension related to Extraversion. A culture‐level factor analysis replicated earlier findings of a broad Extraversion factor but generally resembled the factor structure found in individuals. Continued analysis of aggregate personality scores is warranted.     

Depression,Alexithymia, and Pain Prone Disorder: A Rorschach Study

The relationship between depression and chronic low back pain (LBP) is controversial. Theorists differ in the emphasis they place on predisposing versus reactive factors in LBP disability and depression. Alexithymia has been suggested as a predisposing factor in psychosomatic disorders, including chronic LBP. This study addresses the association between depression, alexithymia, and LBP using the Rorschach comprehensive system. LBP patients were hypothesized to be distinguishable from Research Diagnostic Criteria-diagnosed inpatient depressives, to exhibit features of alexithymia, and to resemble a group of DSM-III personality disorders. Subjects were 33 chronic LBP patients. Results supported the hypotheses. On depression measures, LBP patients differed significantly from depressives (p < .001). LBP patients exhibited Rorschach features consistent with alexithymia. They also exhibited a number of similarities to the personality disorders group. The role of alexithymia as a cognitive-mediating factor in coping and adaptation is discussed.     

Depression, alexithymia, and pain prone disorder: a Rorschach study

The relationship between depression and chronic low back pain (LBP) is controversial. Theorists differ in the emphasis they place on predisposing versus reactive factors in LBP disability and depression. Alexithymia has been suggested as a predisposing factor in psychosomatic disorders, including chronic LBP. This study addresses the association between depression, alexithymia, and LBP using the Rorschach comprehensive system. LBP patients were hypothesized to be distinguishable from Research Diagnostic Criteria-diagnosed inpatient depressives, to exhibit features of alexithymia, and to resemble a group of DSM-III personality disorders. Subjects were 33 chronic LBP patients. Results supported the hypotheses. On depression measures, LBP patients differed significantly from depressives (p less than .001). LBP patients exhibited Rorschach features consistent with alexithymia. They also exhibited a number of similarities to the personality disorders group. The role of alexithymia as a cognitive-mediating factor in coping and adaptation is discussed.     

Individual differences in creativity: personality,story writing,and hobbies

This study investigated the relationship between creativity and personality among college students from a variety of major fields of study. Indicators of creativity were ratings of written stories, lists of personal hobbies, and scores on the Creative Personality Scale (CPS; Gough, 1979 ). Personality was assessed broadly using the NEO‐Five Factor Inventory (Costa and McCrae, 1985 ) as well as measures of depersonalization, intolerance of ambiguity, faith in intuition, and problem‐solving styles. The results showed a positive relationship between openness to experience and all creativity measures. Moreover, high scores on intuition and extraversion were the best predictors for creativity as measured by the CPS. Story creativity was predicted by low scores on conscientiousness. Depersonalization was not significantly related to creativity. The results of this investigation confirm and extend previous research in demonstrating a close association between creativity and specific personality traits. Future research should clarify the nature of the creative personality across individuals of differing levels and domains of expertise. Copyright © 2001 John Wiley & Sons, Ltd.     

自恋与自尊：社会赞许性的中介作用

目的：考察社会赞许性在自恋与自尊关系中所起的中介作用。方法：对614名大学生进行自恋人格问卷（NPI）、自尊问卷（SES）、马洛一克罗恩社会赞许量表（MCSD）测评。结果：高自恋者的自尊水平显著高于低自恋者;自恋总分及权欲、优越感、自我钦羡三个因子与自尊显著性正相关,特权感因子与自尊负相关;自恋总分及权欲、优越感、自我钦羡因子对自尊有较好的直接预测效应,以社会赞许性为中介能更好地解释特权感因子与自尊的关系。结论：自恋与自尊关系稳定,自恋的权欲、优越感、自我钦羡因子预测健康的自尊,特权感因子预测防御性的自尊。     

Circadian typology and the Alternative Five‐Factor Model of personality

Two studies were carried out to explore the relationship between circadian typology and the Alternative Five‐Factor Model of personality. In the first study, 379 participants (232 females) were administered the reduced version of the Morningness‐Eveningness Questionnaire and the Zuckerman–Kuhlman Personality Questionnaire. Evening types reported higher impulsive sensation‐seeking scores than morning and intermediate types, whereas morning types scored higher than evening types on activity factor. In the second study, the association between morningness and activity personality factor was verified through the objective‐actigraphic monitoring of the rest‐activity cycle. Actigraphy allowed us to operationalise both circadian typology, through the computing of midpoint of sleep (early values, expressed in hours and minutes, correspond to an advanced phase of the sleep/wake cycle), and activity factor by the means of motor activity recording. Fifty‐one individuals (30 females) wore an actigraph on the nondominant wrist continuously for 1 week. A negative correlation was observed between midpoint of sleep and mean diurnal motor activity, demonstrating that an early phase of the sleep/wake cycle (i.e. morningness preference) was related to higher diurnal motor activity. Assessed both subjectively and objectively, the results of both studies highlight a significant relationship between morningness and activity personality factor.     

DSM-III-R personality disorders and the five-factor model of personality: an empirical comparison.

The relationship between the five-factor model (FFM) of personality and the Diagnostic and Statistical Manual of Mental Disorders (rev. 3rd ed.; DSM-III-R) personality disorders was examined in a sample of 54 psychiatric outpatients. Correlations between raw scores on the NEO-Personality Inventory (NEO-PI) and the number of DSM-III-R personality disorder symptoms rated present using a semistructured interview were computed. In addition, correlations between NEO-PI scores and scores on two self-report personality disorder inventories were also examined to determine which results replicated across instruments. Results indicated that the FFM personality dimensions of Neuroticism, Extraversion, and Agreeableness were most apparent in the DSM-III-R conceptualizations of the personality disorders.     

Peaks and Valleys: Predicting interests in leadership and managerial positions from personality profiles

This study investigates the relationship between personality and leadership and managerial interests at different levels of the vocational interest taxonomy. Personality scale scores from four different inventories were used to predict vocational interests of 574 adults. Influencing/enterprising interests, leadership and supervisory interests, and job‐specific managerial interests (e.g., CEO, Media Executive, Human Resources Director) served as criterion measures. A multiple regression‐based pattern recognition procedure recently devised by Davison and Davenport was applied to identify configurations of personality scores relating to these interest criteria. The personality profile pattern predictive of influencing and leadership interests was stable across different managerial domains. Results indicate that personality profile patterns drive the predictive power of personality scores, and that they explain a larger proportion of the variance in influencing and leadership interests compared with individuals' absolute trait levels.