Structures of Personality and Their Relevance to Psychopathology: II. Further Articulation of a Comprehensive Unified Trait Structure

ABSTRACT There is increasing agreement that the current categorical system of personality disorders (PDs) in the Diagnostic and Statistical Manual of Mental Disorders, Fourth Edition (DSM‐IV; American Psychiatric Association, 2000) should be replaced by a trait dimensional scheme in DSM‐V. In particular, the consensus appears to be converging on a hierarchical Big Four model. The broad factors that form the apex of this hierarchy are essentially maladaptive variants of the Big Five traits of normal personality, minus Openness. We argue that this Big Four model is incomplete, however, in that it fails to model characteristics related to the “odd or eccentric” Cluster A PDs adequately. We report the results of three studies that examine these odd, eccentric characteristics in relation to basic dimensions of normal and abnormal personality. The results of these studies establish the existence of an Oddity factor that is (a) broader than the Cluster A traits and (b) distinct from Openness and the other Big Five dimensions. Consequently, its addition yields an alternative five‐factor model of personality pathology (considering only abnormal traits) and an expanded, integrated Big Six taxonomy that subsumes both normal and abnormal personality characteristics.     

Sex differences in personality are larger in gender equal countries: Replicating and extending a surprising finding

Sex differences in personality have been shown to be larger in more gender equal countries. We advance this research by using an extensive personality measure, the IPIP‐NEO‐120, with large country samples (N > 1000), from 22 countries. Furthermore, to capture the multidimensionality of personality we measure sex differences with a multivariate effect size (Mahalanobis distance D). Results indicate that past research, using univariate measures of effect size, have underestimated the size of between‐country sex differences in personality. Confirming past research, there was a strong correlation (r = .69) between a country's sex differences in personality and their Gender Equality Index. Additional analyses showed that women typically score higher than men on all five trait factors (Neuroticism, Extraversion, Openness, Agreeableness and Conscientiousness), and that these relative differences are larger in more gender equal countries. We speculate that as gender equality increases both men and women gravitate towards their traditional gender roles.     

The Incremental Validity of the Trait Emotional Intelligence Questionnaire (TEIQue): A Systematic Review and Meta-Analysis

A criticism leveled against the conceptualization of emotional intelligence (EI) as a personality trait is that it overlaps considerably with the higher order personality dimensions and, therefore, has weak utility. To investigate this criticism, a systematic review and meta-analysis were conducted to synthesize the literature examining the incremental validity of the 2 adult self-report forms of the Trait Emotional Intelligence Questionnaire (TEIQue). Twenty-four articles reporting 114 incremental validity analyses of the TEIQue were reviewed according to the studies' methodological features. Additionally, data from 18 studies (providing 105 effect sizes) were pooled in a meta-analysis. Results suggest that the TEIQue consistently explains incremental variance in criteria pertaining to different areas of functioning, beyond higher order personality dimensions and other emotion-related variables. The pooled effect size was relatively small, but statistically and practically significant (ΔR² = .06, SE = .0116; 95% CI [.03, .08]). The number of covariates controlled for, the form of the TEIQue, and the focus on higher order personality dimensions versus other individual-difference constructs as baseline predictors did not affect the effect size. Analyses conducted at the factor level indicated that the incremental contribution is mainly due to the well-being and self-control factors of trait EI. Methodological issues and directions for future research are discussed.     

Personality diagnosis with the Shedler-Westen Assessment Procedure (SWAP): integrating clinical and statistical measurement and prediction

This article describes the Shedler-Westen Assessment Procedure (SWAP), a personality assessment instrument intended for use by clinically experienced interviewers, designed to maximize both psychometric precision and clinical relevance. The article focuses on the latest edition of the instrument, the SWAP-II; its use in 2 recently completed large-sample projects; and the ways in which data from these projects are being used to revise and refine concepts of personality pathology and taxonomy. The article first details the development of the SWAP and its psychometric rationale. It then examines the use of SWAP data for purposes of (a) improving diagnostic criteria within the framework of the existing Diagnostic and Statistical Manual of Mental Disorders taxonomy, (b) developing a new classification of personality pathology based on empirically identified diagnostic groupings, and (c) identifying trait dimensions relevant to understanding personality syndromes and disorders. Finally, the article discusses future research directions and challenges.     

Anger and hostility from the perspective of the Big Five personality model

Sanz, J., García‐Vera, M. P. & Magán, I. (2010). Anger and hostility from the perspective of the Big Five personality model. Scandinavian Journal of Psychology, 51, 262–270. This study was aimed at examining the relationships of the personality dimensions of the five‐factor model or Big Five with trait anger and with two specific traits of hostility (mistrust and confrontational attitude), and identifying the similarities and differences between trait anger and hostility in the framework of the Big Five. In a sample of 353 male and female adults, the Big Five explained a significant percentage of individual differences in trait anger and hostility after controlling the effects due to the relationship between both constructs and content overlapping across scales. In addition, trait anger was primarily associated with neuroticism, whereas mistrust and confrontational attitude were principally related to low agreeableness. These findings are discussed in the context of the anger‐hostility‐aggression syndrome and the capability of the Big Five for organizing and clarifying related personality constructs.     

Lean on me: The importance of one's own and partner's intercultural personality for expatriate's and expatriate spouse's successful adjustment abroad

This research explores the role of three intercultural personality traits—emotional stability, social initiative, and open-mindedness—as coping resources for expatriate couples’ adjustment. First, we examined the direct relationships of expatriates’ and expatriate spouses’ personality trait levels with psychological and sociocultural adjustment. Psychological adjustment refers to internal psychological outcomes such as mental health and personal satisfaction, whereas sociocultural adjustment refers to more externally oriented psychological outcomes that link the individual to the new environment. Second, we examined the association of expatriates’ personality trait levels with professional adjustment, which was defined in terms of job performance and organizational commitment. Cross-sectional analyses among 196 expatriates and expatriate spouses (i.e., 98 expatriate couples) revealed that the three dimensions are each associated with specific facets of adjustment. A longitudinal analysis among a subsample (45 couples) partially confirmed these findings. Furthermore, we obtained evidence for a resource compensation effect, that is, the compensatory process whereby one partner's lack of sufficiently high levels of a certain personality trait is compensated for by the other partner's high(er) levels of this traits. Through this resource compensation effect, the negative consequences of a lack of sufficient levels of a personality trait on adjustment can be diminished. Apparently, in the absence of sufficiently high trait levels, individuals can benefit from personality resources in their partners.     

Connecting DSM-5 Personality Traits and Pathological Beliefs: Toward a Unifying Model

Dissatisfaction with the DSM-IV model of personality disorders has led to the development of alternative conceptualizations, including pathological trait models and models linked to particular theoretical approaches, such as Beck and Freeman’s (1990) cognitive framework. An important issue involves the potential to interweave such models into a single, parsimonious system that combines their distinct advantages. In this study, pathological trait and dysfunctional belief data from 616 individuals in a non-clinical sample were evaluated for commensurability using structural equation modeling. These models can be integrated via five higher-order factors, and that specific dimensions of dysfunctional beliefs can be differentiated based on features of the DSM-5 trait model. Overall, these results suggest that traits provide scaffolding for individual differences in pathological personality, within which dysfunctional beliefs offer specific vectors for clinical intervention in a cognitive framework. Implications of the empirical commensurability of trait and cognitive models are discussed.     

Implicit Personality Theory: Myth or fact? An illustration of how empirical research can miss

The present paper examines some problems in the current literature on Implicit Personality Theory (IPT) with specific reference to the controversial publications by Mirels (1976) and Jackson, Chan, and Stricker (1979). Their disputes address the question of whether individuals' estimates of trait co-occurrence accurately reflect actual (empirical) trait co-occurrence in personality ratings. The cogency of the disputes is undermined, however, by both studies' deficiences at the levels of theory, measurement, and statistical analysis. For instance, the indices used for representing estimated and empirical trait co-occurrence are neither adequately justified nor commensurate. For future personality attribution research, we discuss both the theoretical distinction between two (comparative and absolute) judgment formats frequently involved in data gathering and the empirical distinction between sophisticated and unsophisticated research strategies involved in data analysis. Finally, it was concluded that due to the residual effect of the empiricism of the 1950s and 1960s, and a lack of logical coherence between cognitive psychology, psychometric theories, and statistical data manipulations, IPT is still at an early stage of development. Future investigators should therefore develop a rigorous program with the sophistication of so-called “nomological operationalization” for a systematic investigation of IPT.     

Empathic Accuracy

ABSTRACT People are motivated to understand each other's psychological states as well as each other's personality traits. As a consequence, the more traditional study of accuracy in trait inference can be complemented by, and potentially benefit from, the insights provided by the more recent study of empathic accuracy. Findings in this area suggest that future research should devote more attention to (a) the history of the perceiver-target relationship; (b) the perceiver's desired future relationship with the target; (c) the possibility that perceivers have little or no “metaknowledge” regarding their own empathic ability; and (d) the possibility that, under certain conditions, perceivers might be motivated to be inaccurate, rather than accurate, in their inferences about other people's dispositions.     

Validity of Resumé Reviewers' Inferences Concerning Applicant Personality Based on Resumé Evaluation

Recruiters infer personal traits from job applicants' resumés and use these inferences in evaluating job applicants' employability. No research to date, however, has determined if resumé reviewers' inferences of applicants' personality drawn solely from resumé biographical data are valid. In the present study, resumé reviewers (N=52) examined one of two applicant resumés and then described the applicant's personality based on the Big 5 taxonomy. Validities of reviewers' inferences concerning applicant personality were assessed by correlating resumé reviewers' judgments with applicants' self‐reported Big 5 personality scores. Results suggested that valid personality inferences are possible based solely on resumé evaluation. We also found evidence suggesting that attending a brief training session may enhance reviewers' accuracy when inferring applicants' personality from resumé information.     

A circle of traits: A perceptual mapping of the NEO-PI-R

The five factor model, a dominant model of personality today, is based on the pre-structuring of test-components and factor analytic (FA) interpretations. These procedures have been criticised, especially FA’s limitation to accurately identify the underlying structure of constructs. This paper examined whether the NEO-PI-R revealed the same trait structures when analysed through alternative statistical procedures. Non-metric multidimensional scaling (NMDS) was employed alongside FA techniques (N = 384). FA indicated the presence of five factors, but NMDS suggested a more parsimonious arrangement, comprising three (similar to Eysenck’s PEN model), or even two “super structures”. Furthermore, a circular trait arrangement was a reasonable alternative, suggesting that traits can be meaningfully (re)classified based on their kind and their integrative centrality. Over-reliance on FA models might not be the most appropriate approach for a better understanding of personality.     

Opening Up Openness: A Theoretical Sort Following Critical Incidents Methodology and a Meta-Analytic Investigation of the Trait Family Measures

Existing taxonomies of Openness's facet structure have produced widely divergent results, and there is limited comprehensive empirical evidence about how Openness-related scales on existing personality inventories align within the 5-factor framework. In Study 1, we used a critical incidents sorting methodology to identify 11 categories of Openness measures; in Study 2, we meta-analyzed the relationships of these categories with global markers of the Big Five traits (utilizing data from 106 samples with a total sample size of N = 35,886). Our results identified 4 true facets of Openness: aestheticism, openness to sensations, nontraditionalism, and introspection. Measures of these facets were unadulterated by variance from other Big Five traits. Many traits frequently conceptualized as facets of Openness (e.g., innovation/creativity, variety-seeking, and tolerance) emerged as trait compounds that, although related to Openness, are also dependent on other Big Five traits. We discuss how Openness should be conceptualized, measured, and studied in light of the empirically based, refined taxonomy emerging from this research.     

The development and validation of a measure of character: The CIVIC

The present research study sought to develop and validate a character scale – the Comprehensive Inventory of Virtuous Instantiations of Character using a total sample size of 3679 across five studies. In Study 1, character trait items were generated using an integrative classification system. In Study 2, character trait scales were further refined and their factor structure examined, revealing eight higher-order character dimensions or character cores: appreciation, intellectual engagement, fortitude, interpersonal consideration, sincerity, temperance, transcendence, and empathy. Study 3 established convergent validity of character traits with extant measures and discriminability from personality facets, social desirability, and moral cognitive development. Study 4 revealed that character cores were more strongly related to evaluative constructs than personality dimensions. Study 5 demonstrated that character cores predicted performance and psychological well-being outcomes above and beyond personality. The implications of our findings for the assessment and taxonomy of character are discussed.     

Alignment in Multimodal Interaction: An Integrative Framework

When people are engaged in social interaction, they can repeat aspects of each other’s communicative behavior, such as words or gestures. This kind of behavioral alignment has been studied across a wide range of disciplines and has been accounted for by diverging theories. In this paper, we review various operationalizations of lexical and gestural alignment. We reveal that scholars have fundamentally different takes on when and how behavior is considered to be aligned, which makes it difficult to compare findings and draw uniform conclusions. Furthermore, we show that scholars tend to focus on one particular dimension of alignment (traditionally, whether two instances of behavior overlap in form), while other dimensions remain understudied. This hampers theory testing and building, which requires a well-defined account of the factors that are central to or might enhance alignment. To capture the complex nature of alignment, we identify five key dimensions to formalize the relationship between any pair of behavior: time, sequence, meaning, form, and modality. We show how assumptions regarding the underlying mechanism of alignment (placed along the continuum of priming vs. grounding) pattern together with operationalizations in terms of the five dimensions. This integrative framework can help researchers in the field of alignment and related phenomena (including behavior matching, mimicry, entrainment, and accommodation) to formulate their hypotheses and operationalizations in a more transparent and systematic manner. The framework also enables us to discover unexplored research avenues and derive new hypotheses regarding alignment.     

Initial Attraction to Organizations: The influence of trait inferences

Organization personality perceptions have been defined as the set of personality characteristics associated with organizations. Previous research supports five distinct factors of organization personality perceptions: Boy Scout, Innovativeness, Dominance, Thrift, and Style. The purpose of this research was to understand how individuals' initial attraction to firms is influenced by their perceptions of the degree to which firms display these traits. Results of the present investigation indicated that organization personality perceptions accounted for significant variance in initial organizational attraction, after controlling for perceptions of the degree to which the jobs at the organizations offer traditional attributes. In addition, several self‐rated Big Five personality characteristics interacted with dimensions of organization personality perceptions to influence attraction. Implications for the use of organization personality in future recruitment research are discussed.     

A Cybernetic Theory of Psychopathology

Abstract

Cybernetics, the study of principles governing goal-directed, self-regulating systems, offers a useful approach to understanding psychopathology or psychological dysfunction, overcoming limitations of other naturalistic approaches. Whereas influential theories of psychopathology have relied on definitions of dysfunction rooted in evolution and fitness, we define psychopathology in terms of cybernetic dysfunction, failure to make progress toward important goals. Cybernetic function in organisms is not identical to evolutionary function, despite their causal phylogenetic relationship. We define psychopathology as persistent failure to move toward one’s goals, due to failure to generate effective new goals, interpretations, or strategies when existing ones prove unsuccessful. This definition allows a thorough integration of dimensional approaches to psychopathology and personality and provides a new perspective on the nosology of mental disorder. We review evidence that the major dimensions of psychopathology correspond to major trait dimensions of personality, but we assert that extremity on these dimensions is neither necessary nor sufficient for psychopathology, which requires cybernetic dysfunction. Drawing from psychological and neurobiological research on personality and psychopathology, we present a theory of the mechanisms underlying the five major dimensions of psychopathology, some of their subdimensions, and the general risk factor for psychopathology. We conclude by discussing implications of our theory for research, diagnosis, and mental health interventions.     

Anxiety reactivity and anxiety perseveration represent independent dimensions of anxiety vulnerability: an in vivo study

Trait anxiety is a relatively stable disposition reflecting an individual's tendency to experience anxious symptomatology, typically measured using questionnaires such as the Spielberger Trait Anxiety Inventory (STAI-T). While trait anxiety commonly is considered a unitary construct, recent questionnaire research suggests that two different dimensions of anxiety vulnerability account for independent variance in trait anxiety scores. These dimensions are anxiety reactivity (AR), reflecting the intensity of anxiety reactions to stressors, and anxiety perseveration (AP), reflecting the persistence of anxiety symptoms. This study investigated whether in vivo measures of these two facets independently contribute to anxiety vulnerability. Seventy-two participants were exposed to a novel stress task designed to yield measures of AR and AP. Regression analysis determined that these in vivo measures were unrelated to each other, and each accounted for independent variance in trait anxiety scores. The implications of these findings for the assessment and understanding of anxiety vulnerability are discussed.