Psychometric Properties of the Italian Version of the Psychological Capital Questionnaire

Two studies were conducted in order to investigate the psychometric properties of Italian version of the Psychological Capital Questionnaire (PCQ). Results from Study 1 (N = 401) provided support of the factorial validity of its four facets (self‐efficacy, optimism, hope, and resilience), as well as of its composite factor measure. Results from Study 2 (N = 465) attested the measurement invariance of the PCQ across one year. Study 2 also explored the relationship between psychological capital, job satisfaction, work engagement, and job performance. Limitations and practical implications are discussed in the article.     

Psychometric properties of the Big Five Questionnaire for Children (BFQ-C) in a Dutch sample of young adolescents

This study examined the reliability and validity of the Big Five Questionnaire for Children (BFQ-C), a recently developed self-report measure for assessing the basic personality dimensions of energy/extraversion, agreeableness, conscientiousness, emotional instability, and intellect/openness in youths (Barbaranelli, Caprara, Rabasca, & Pastorelli, 2003). A sample of adolescents (N = 222) completed the BFQ-C, the Junior version of the Eysenck Personality Questionnaire (JEPQ), and the Strengths and Difficulties Questionnaire. Results showed that the BFQ-C had a clear-cut factor structure, good internal consistency, and sufficient validity as evidenced through its associations with the JEPQ and the measure of strengths and difficulties. An additional finding was that there was little overlap between children’s and parents’ Big Five personality.     

Goldberg's bipolar measure of the Big-Five personality dimensions: reliability and validity

A study was conducted to examine the relations between a recently developed measure of the Big-Five personality dimensions (Goldberg, 1992) and several other instruments: the Eysenck Personality Inventory (Eysenck and Eysenck, 1968), the Personal Attributes Questionnaire (Spence and Helmreich, 1978), and the Masculine Behavior Scale (Snell, 1989). The results indicated that Goldberg's Big Five questionnaire was correlated in predictable ways with these personality instruments. In addition, other results revealed that the Extraversion, Conscientiousness, and Emotional Stability scales on Goldberg's questionnaire were associated with a measure of psychological symptoms. The discussion focuses on how these findings provide corroborative evidence for the reliability and validity of Goldberg's bipolar adjective measure of personality traits, thereby supporting this instrument as a reliable and valid measure of the Big-Five personality dimensions.     

A putatively general factor of personality (GFP) is not so general: A demonstration with the NEO PI-R

Recent research suggests that a general factor of personality (GFP) represents the zenith of a hierarchy of personality structure. For a roommate sample of 602 students, we evaluate the presence and validity of a general factor of personality in a Big Five measure. Findings indicate that a first factor, similar to what has been putatively labeled a GFP, can be extracted from self-report and observer-report, that this self-report first factor has validity for predicting an alleged observer-report GFP, and that this validity is not attributable to socially desirable responding. However, despite the existence of a valid first factor, it is not a general factor of personality because it fails to summarize adequately the complete systematic variance in the structure of personality.     

Psychological entitlement: interpersonal consequences and validation of a self-report measure

Nine studies were conducted with the goal of developing a self-report measure of psychological entitlement and assessing its interpersonal consequences. The Psychological Entitlement Scale (PES) was found to be reliable and valid (Study 1, 2), not associated with social desirability (Study 2), stable across time (Study 3), and correlated negatively with two of the Big Five factors: agreeableness and emotional stability (Study 4). The validity of the PES was confirmed in studies that assessed willingness to take candy designated for children (Study 5) and reported deservingness of pay in a hypothetical employment setting (Study 6). Finally, the PES was linked to important interpersonal consequences including competitive choices in a commons dilemma (Study 7), selfish approaches to romantic relationships (Study 8), and aggression following ego threat (Study 9). Psychological entitlement has a pervasive and largely unconstructive impact on social behavior.     

家庭环境和教师支持对中学生学业拖延的影响：基本心理需求满足与心理资本的链式中介作用

为探讨家庭环境和教师支持对中学生学业拖延的影响机制,采用中学生家庭环境问卷、学生感知教师支持行为问卷、基本心理需求量表、积极心理资本问卷和中学生学业拖延问卷对740名中学生进行调查。结果显示：家庭环境、教师支持和心理资本均对学业拖延有显著影响;家庭环境和教师支持对学业拖延的影响力相当,而个体心理资本的影响力更大;家庭环境和教师支持还能通过基本心理需求满足与心理资本的部分链式中介作用来影响学业拖延。     

The Big Five Questionnaire for Children (BFQ-C): A French validation on 8- to 14-year-old children

This study examined the five-factor structure, reliability and validity of the Big Five Questionnaire for Children (BFQ-C) on a French sample of children from 8 to 14 years old. This questionnaire is a self-report measure for assessing the basic personality dimensions of Extraversion/Energy, Agreeableness, Conscientiousness, Neuroticism/Emotional instability, and Openness/Intellect (Barbaranelli, Caprara, Rabasca, & Pastorelli, 2003). A sample of 386 children completed the BFQ-C and the HiPIC, as did their parents (for BFQ-C only). Results showed that the BFQ-C had a clear five-factor structure, good internal consistency, and good validity.     

Evidence of cross‐cultural invariance of the big five personality dimensions in work settings

This article explores the cross‐cultural invariance (construct validity) of two work‐related personality inventories based upon the Five Factor Model (the HPI and the IP/5F). The results show a good convergent and discriminant validity between scales that measure the Big Five personality dimensions. A factor analysis indicates that all personality scales load on the hypothesized Big Five dimensions. Some implications of these findings for the research and practice of personality measurement in personnel selection are discussed. Copyright © 2003 John Wiley & Sons, Ltd.     

Validation of the Social Appearance Anxiety Scale: factor, convergent, and divergent validity

The Social Appearance Anxiety Scale (SAAS) was created to assess fear of overall appearance evaluation. Initial psychometric work indicated that the measure had a single-factor structure and exhibited excellent internal consistency, test-retest reliability, and convergent validity. In the current study, the authors further examined the factor, convergent, and divergent validity of the SAAS in two samples of undergraduates. In Study 1 (N = 323), the authors tested the factor structure, convergent, and divergent validity of the SAAS with measures of the Big Five personality traits, negative affect, fear of negative evaluation, and social interaction anxiety. In Study 2 (N = 118), participants completed a body evaluation that included measurements of height, weight, and body fat content. The SAAS exhibited excellent convergent and divergent validity with self-report measures (i.e., self-esteem, trait anxiety, ethnic identity, and sympathy), predicted state anxiety experienced during the body evaluation, and predicted body fat content. In both studies, results confirmed a single-factor structure as the best fit to the data. These results lend additional support for the use of the SAAS as a valid measure of social appearance anxiety.     

Building well-being among university teachers: the roles of psychological capital and meaning in life

The present study aims to address the issue of temporal precedence linking psychological capital and meaning in life and, further, to examine the relationship between meaning in life, psychological capital, and well-being among university teachers. Data were collected in three measurement waves; 412 university teachers in China were selected as the final sample, completing the measures of Meaning in Life Questionnaire, Psychological Capital Questionnaire, and Psychological Well-Being Scale at all three time points. The results showed that university teachers’ psychological capital positively predicted their meaning in life over time, but not vice versa; meaning in life and psychological capital positively predicted well-being over time; furthermore, meaning in life partially mediated the effect of psychological capital on well-being among university teachers over time.     

Assessing within-person personality variability via frequency estimation: More evidence for a new measurement approach

Variability in personality has been recognized in recent years as an important aspect of personality both conceptually and empirically. A relatively new and efficient method of obtaining variability information is frequency-based personality assessment (Edwards & Woehr, 2007). The purpose of the present research is to further examine the viability of frequency-based personality measurement as an alternative to traditional (Likert-type) measurement and to assess the usefulness of the variance-based parameters. Toward this end, three studies are presented. Specifically, Study 1 examined relationships between a frequency-based measure of the Big Five personality traits and several motivational variables. Study 2 examined the moderating role of temporal consistency information (provided by frequency-based measurement) on relationships between personality and peer ratings of task performance. Study 3 compared the frequency-based measure to a Likert-type measure with respect to each measure’s susceptibility to deliberate response distortion. Results indicated that consistency information increases the predictive validity of agreeableness and conscientiousness and that a frequency-based format is less susceptible to faking than a Likert-type format for conscientiousness, emotional stability, and openness to experience.     

Authentic leadership,psychological capital,job satisfaction and intention to leave in state-owned enterprises

This study investigated the relations among authentic leadership, psychological capital, job satisfaction and intention to leave within state-owned enterprises in Namibia. Participants were a convenience sample of 452 employees (females?=?49.6%, mean age?=?37.36, SD?=?8.57) state-owned enterprises in Namibia. They completed the Authentic Leadership Questionnaire, Psychological Capital Questionnaire, Job Satisfaction Questionnaire and Turnover Intention Scale. Structural equation modelling was utilised to investigate the relations among authentic leadership, psychological capital, job satisfaction and intention to leave. The findings indicated that authentic leadership was positively associated with psychological capital (i.e. experiences of hope, optimism, self-efficacy and resilience) and job satisfaction. Authentic leadership affected job satisfaction indirectly via psychological capital. Psychological capital had a medium to large indirect effect on employees' intentions to leave. The findings suggest that authentic leadership and psychological capital explain job satisfaction and retention of employees in state-owned enterprises.     

IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS

Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to Morgeson et al. (2007) , we comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta-analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion-related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self-report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self-report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I-O psychology.     

The Development and Validation of a Personological Measure of Work Drive

Using six studies based on 23,823 individuals in diverse settings, we developed and validated a personality measure of Work Drive—a disposition to work long hours and extend oneself for one's job. The factor structure was confirmed in four settings. Work Drive was related to job performance showing incremental validity beyond cognitive aptitude and Big Five personality traits in five validation studies. It predicted academic performance at six different grade levels, even beyond Big Five traits. Construct validity was examined via work values, job involvement, normal personality scales, satisfaction measures, and cognitive ability. Little adverse impact was found. Occupational groups differed on Work Drive. Overall validity and areas of application were discussed.     

Personality Traits Beyond the Big Five: Are They Within the HEXACO Space?

Paunonen (2002) recently developed the Supernumerary Personality Inventory (SPI), a measure of 10 traits that have low loadings within the space of the Big Five personality factors. If the SPI personality traits are representative of the domain of non-Big Five personality traits, then the major source of the variance in the SPI traits would be expected to correlate strongly with the sixth factor of personality, Honesty-Humility. We tested this hypothesis using self-report measures (N = 200) of the SPI traits, of the Big Five, and of the new six-dimensional ("HEXACO") structure. Results indicated that the first unrotated factor underlying the 10 SPI traits was heavily saturated with variance from Honesty-Humility (r = .65). Nevertheless, the 10 SPI traits contained substantial amounts of unique variance not accounted for by the HEXACO or the Big Five variables, highlighting the importance of the facet-level assessment of personality traits.     

The relationship between the entrepreneurial personality and the Big Five personality traits

Although meta-analyses show that the Big Five personality traits predict business intention, creation, and success (Brandstätter, 2011), they also indicate that narrow personality traits, such as innovativeness, predict these outcomes better than broad traits, such as Conscientiousness and Extraversion (Rauch & Frese, 2007). The current study extends previous research to examine the relationship between the Big Five and a wider range of entrepreneurial outcomes (e.g. founding charitable organisations, organising events, and changing organisational practices). Additionally, it establishes the incremental validity of a narrow measure of entrepreneurial personality over the Big Five (META, Ahmetoglu, Leutner, & Chamorro-Premuic, 2011). Both the Big Five and META significantly predict various forms of entrepreneurial success, though META does so more consistently. This suggests that narrow personality traits have incremental validity in predicting entrepreneurial success vis-à-vis the Big Five. Theoretical and applied implications are discussed.     

Probing the Big Five in Adolescence: Personality and Adjustment during a Developmental Transition

The present study probed the links among Big Five personality differences, self-reported personality differences, and adjustment to school among young adolescents. We used a multimethod converging analysis, with three sources of data: (a) adolescent self-report on standardized personality inventories; (b) classroom teacher trait ratings and evaluations of adjustment; and (c) school guidance counselor evaluations of adjustment. Evaluations of adolescent adjustment were systematically related to Big Five personality differences, as assessed by both classroom teachers' and school counselors' ratings. For classroom teachers, adjustment was closely related to evaluations on the Big Five dimension of Conscientiousness. Adolescent self-report on several standardized measures was not related to adult evaluation of school adjustment. We suggest that the five-factor model may be a useful tool for probing adjustment during the transition to adolescence.