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.     

Personality of male Anglican clergy in England: Revisited using the 16PF5

Cattell's latest version of the 16PF (16PF5) was completed by a random sample of 580 male Anglican clergy whose names and addresses were provided by the Church Commissioners' payroll. These data demonstrate a distinctive profile for clergy that differs significantly from that of the general male population on 12 personality factors. In addition, these data indicate agreement on seven scales, and disagreement on eight scales, between the profiles of male clergy as measured on the old study using the 16PF4 and this study using the new version.     

Are Successful Applicants to the Priesthood Psychologically Healthy?

The current investigation evaluated psychological and personality profiles of successful applicants to a major Roman Catholic religious order. The MMPI-2 and 16PF were administered to 68 applicants between 1990 and 2004 who subsequently entered seminary. Results indicate that these applicants to the priesthood were generally well-adjusted as well as being socially responsible, interpersonally sensitive and sociable. Findings also suggest some tendency for defensiveness and repression. Furthermore, dealing with perceived negative impulses such as anger and hostility may also be a concern for many of these men.     

Personality scale and item correlates of WAIS abilities

A cross-validation methodology was employed to identify 16PF scales and items that significantly correlated with performance on the verbal, spatial, and memory/numerical abilities measured by the WAIS in a nonpsychiatric sample of 489 adults. For both men and women larger personality-ability correlations resulted in all analyses for verbal ability than for spatial or memory/numerical ability. The 16PF scale analysis offered results generally consistent with Cattell's research. The item analyses produced rather similar results for both sexes for verbal and spatial abilities. For verbal ability three major correlates resulted: communicative competence, equanimity/low anxiety, and a desire for times alone. Though few in number the item correlates of spatial ability suggested a dispassionate, nontemperamental style of interaction with one's environment as the major correlate. Memory/ numerical ability was somewhat independent of 16PF item responses for women, but was associated with fastidiousness in men. Possible cause-effect relationships were suggested and implications for future research discussed.     

The Personality Profile of Male and Female Trainee Readers in the Church of England Compared to Anglican Clergy: The 16PF

Cattell's 16PF questionnaire was completed by 57 male and 75 female trainee Readers of the Church of England and the profiles revealed significant differences between the personality attributes of trainee Readers and the general population. These data were compared to the profiles of clergy of the Church of England and, again, significant differences of personality were found and discussed in relation to ministry.     

Cross-cultural second order factor structures of the 16PF

Cross-cultural personality research has generated a great amount of data on individual difference patterns in diverse cultures. One of the major instruments used in this research has been Cattell's 16PF. A major question in this research is whether the underlying personality structure is equivalent for different cultures. The present study evaluated the second order factor structure of the 16PF in 101 subjects of European ancestry and 117 subjects of Japanese ancestry. The factor structure for the Japanese was significantly different from that of the caucasian group. The caucasian results did not differ from those reported by Cattell and his associates. The implications of these results for personality theory and for cross-cultural evaluation were briefly discussed.     

Personality characteristics and profiles of employed and outplaced executives using the 16PF

This article examines the psychological profiles of recently terminated executives. The 16PF was used to explore the personality characteristics of outplaced executives. It hypothesizes that recently terminated executives have fundamentally different personality profiles than those of employed executives. The personality profiles of recently terminated executives were compared to personality profiles of a normative group of employed business executives and the personality profiles of a group of executives terminated in 1982. Results indicated that recently terminated executives are identifiable as statistically different from employed executives on 4 of the 16 personality factors. There was no statistical difference between recently terminated executives and the 1982 sample, however, recently terminated executives demonstrated fewer discrepancies from employed executives. Outplacement firms and psychologists working with recently terminated executives need to assist their clients in exploring and modifying these personality profile differences.     

A six orthogonal factor model of adolescent personality derived from the HSPQ

Attention is drawn to recent major critiques of Cattell's ‘16 PF’ model of personality. Various six/seven-factor models of personality (assuming intelligence is included) derived from the 16 PF or its precursors are described. The equation of Eysenck's E and N factors with Cattell's second-order factors of ‘exvia’ and ‘anxiety’ is mentioned. An examination is made of the problems of factored scale construction and the ‘number of factors’ issue, especially when item responses are analysed.Three previous second-order factor solutions to the HSPQ are presented. These show a remarkable degree of concordance among themselves and with an item analysis of the HSPQ conducted by the writers. This item analysis also reveals serious doubts about the primary trait structure proposed by Cattell and Cattell (1969). It is suggested that, for adolescents, the four studies, with some support from the 16 PF analyses, point to a six-factor structure for personality consisting of anxiety ( = Eysenck's N); tender-tough-mindedness ( = Eysenck's Psychoticism); carefulness-casualness and two aspects of extraversion-introversion: (a) preference for working with people rather than with things. (b) Classical extraversion (the last or both (a) and (b) being analogous to Eysenck's E) and finally intelligence, if this can be classified as an aspect of personality.     

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.     

Subjective ratings of Cattell's 16 Personality Factors

Summary: The Sixteen Personality Factors Questionnaire (16PF) was administered to 69 subjects. Each subject was asked to rate himself on the 16 personality factors on the 16PF. The 16PF scores and the self-ratings were compared by canonical analysis. Three significant relationships were identified. The relationships primarily involved indices of social interaction from the 16PF and indices of internal traits from the self-ratings.     

A Comparison of the Psychometric Properties of the 16PF4 and 16PF5 Among Male Anglican Clergy

Cattell's latest version of the 16PF (16PF5) was completed by a random sample of 580 male Anglican clergy whose names and addresses were provided by the Church Commissioners' payroll. These data demonstrated the robustness and reliability of the new instrument for this specialist population compared to the poor psychometric qualities of the 16PF4 as judged by the same criteria.     

管理人员个性的因子分析及其科学评价问题的研究

本研究通过对管理人员进行卡特尔个性测验,经过因素分析得出管理人员个性的主要因素子。通过多重方差分析,发现不同级别的管理人员主要的个性差异。这些人性特征是选择和评价管理人员的主要方面。     

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.     

Are Successful Applicants to the Roman Catholic Deaconate Psychologically Healthy?

The current investigation evaluated psychological and personality profiles of successful applicants to the deaconate in several Roman Catholic dioceses in California. The MMPI-2 and 16PF were administered to 25 applicants between 2004 and 2006 who subsequently entered the permanent deaconate program. Results indicate that these applicants to the deaconate were generally well-adjusted as well as being socially responsible. Findings also suggest some tendency for defensiveness, repression, naivete, and a strong need for affection, as well as for being emotionally stable, genuine, and cooperative.     

Well-being and motivational person-environment fit: A time-sampling study of emotions

The report is based on the data of seven studies (altogether 188 persons varying in gender, age, and education level) with the author's time-sampling diary, by which the subjects record their momentary mood, the behaviour setting, other persons present, activities, causal attributions of experienced emotions, and affected motives about four times a day for a period of 30 days. For each pattern of four 16PF second-order factors (median split), the relative frequencies of references to six classes of motives (i.e. the personal motive profiles) and for each of 16 behaviour settings, the relative frequencies by which each of those motives was satisfied in the whole sample of persons (environmental motive profiles) were derived from the diary data. The degree of motivational person–environment fit (P–E fit; correlation of personal and environmental motive profiles) was calculated for each combination of personality structure and behaviour setting. As predicted, a person's well-being in a behaviour setting clearly depends on the motivational P–E fit which explains the intra-individual variance of well-being (across situations) and the intra-situational variance (across persons) in addition to the variance explained by emotional stability and extraversion.     

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.     

Higher‐Order Factor Structures and Intercorrelations of the 16PF5 and FIRO‐B

This study investigated the intercorrelations and the independent and combined factor structures of the Sixteen Personality Factor Questionnaire Fifth Edition (16PF5) and the Fundamental Interpersonal Orientation‐Behaviour Scale (FIRO‐B). Four thousand four hundred and fourteen U.S. participants completed these measures as part of executive assessments between 1994 and 2003. Exploratory factor analyses supported the five‐factor higher‐order structure of the 16PF5; however, the three‐component structure for the FIRO‐B was not supported. A six‐factor structure was found to underlie the variance in the measures in combination. Five of these were close to the 16PF5 higher‐order structure, but a sixth factor labelled Social Independence also emerged. This new factor consisted of the 16PF5 primaries of Liveliness and Social Boldness, and the FIRO‐B Wanted Control scale.     

“Profiles of motor competence and its perception accuracy among children: Association with physical fitness and body fat”

The main goals of this study were to identify profiles in school-aged children based on actual Motor Competence (MC) and accuracy of Perceived Motor Competence (PMC) and to examine how children with different profiles differ in terms of Physical Fitness (PF) and Body Fat percentage (BF%). The MC of a total of 287 children (51.6% boys, aged between 6 and 10 years-old) was assessed using the Motor Competence Assessment (MCA) instrument, and the accuracy of the PMC was measured using motor tasks (standing long jump, throwing, kicking, and walking backwards). PF and BF% were assessed using the 20m shuttle run test and TANITA, respectively. Cluster (C) analysis revealed four profiles, two of which were aligned – high MC-accurate PMC (C4) and low-inaccurate (C2), and two that were non-aligned – high-inaccurate (C1) and low-accurate (C3). Children in C4 performed better on PF and had less BF% than children in C3 and C2.     

Comparison of MCMI-II and 16PF Validity Scales

We administered the Millon Clinical Multiaxial Inventory-II (MCMI-II; Millon, 1987) and the Sixteen Personality Factors Inventory (16PF; Cattell, Eber, & Tatsuoka, 1970) to 131 outpatients in marital therapy and tested the correlation between the validity scales of the two instruments. The results indicated that MCMI-II Disclosure and Debasement scales were positively correlated with the 16PF Fake-Bad scale and negatively correlated with the 16PF Fake-Good scale. The MCMI-II Desirability scale was significantly correlated with the 16PF Fake-Good scale.