Cognitive functioning of older people in relation to social and personality variables

Age differences in performance on memory measures and in subjective ratings of memory adequacy were examined in the context of 12 social, personality, adjustment, and lifestyle measures. Participants were 285 men and women, aged 65 to 93, of middle- and working-class backgrounds. A series of multivariate and univariate analyses revealed that a large proportion of the age differences and virtually all of the social-class differences on memory measures could be accounted for by contextual variables, with education, intellectual activity, extroversion, neuroticism, and lie scores (on the Eysenck Personality Inventory) all accounting for more of the variance in memory performance than did age. Self-rated memory adequacy was not correlated with performance, and although the expected finding of lower ratings by older participants was obtained with the working-class group, the opposite was true for the middle-class group. Implications of these results for understanding age differences in memory are discussed.     

Beyond cognitive ability: Improving the prediction of performance

New measures of practical intelligence and personality traits were assessed for their ability to improve the prediction of performance beyond cognitive ability. Measures of practical intelligence from the newly developed Constructive Thinking Inventory and traits measuring emotional stability and expedience were used as independent variables in regression analyses predicting academic performance, training performance and leadership ratings of 86 student leaders. The constructive thinking scales added significantly to the prediction of academic performance, beyond measures of cognitive ability. Constructive thinking also accounted for unique variance predicting training performance and leadership ratings. Personality traits were unrelated to performance or leadership.     

Personality and judgements of abstract,pop art,and representational paintings

This study was concerned with the question of which personality variables are most predictive of judgements of particular types of painting. One hundred and twenty‐one participants rated 24 slides of abstract, pop art, and representational paintings. They then completed two questionnaires which measured sensation seeking (SS) and the ‘Big Five’ personality dimensions. Thrill and Adventure Seeking was positively correlated with a liking of representational art while Disinhibition was associated with positive ratings of abstract art and pop art. Neuroticism was positively correlated with positive ratings of abstract and pop art, while conscientiousness was linked to liking of representational art. Openness to Experience was linked to positive ratings of all three art types. Agreeableness was negatively linked to liking of pop art. It was also found that art education and frequency of visits to art galleries were linked to positive ratings of abstract paintings. Regressional analyses showed about a fifth of the variance could be accounted for by personality and demographic variables. Personality variables were most strongly linked to positive judgements of representational art and least related to ratings of pop art. Overall the sensation seeking variables accounted for more of the variance than the big five dimensions. Copyright © 2001 John Wiley & Sons, Ltd.     

Validation of personality and cognitive measures for insurance claims examiners

Claims Examiners are critical for the profitability of large insurance companies. Mistakes in hiring these people can result in improperly processed claims and/or turnover, and this yields negative financial consequences for the company. This paper describes research evaluating the validity of selection procedures for the position of claims examiner at Blue Cross and Blue Shield of Oklahoma. A job analysis indicated that both cognitive skills and personal abilities are necessary for successful performance as a claims examiner. The job analysis also indicated that both subjective and objective criterion measures reflect important aspects of job performance. The criterion data included nine supervisory ratings, employee nominations, average percent of performance, absences, disciplinary actions, and sick leave. In a concurrent validation strategy, we tested a sample of experienced incumbents (N=50) using four cognitive ability tests (Basic Skills Tests: BST) and two measures of personality (Hogan Personality Inventory and PROFILE). Scales from two personality inventories were combined to form the Claims Examiner Inventory (CEI). Scores from the CEI and three of the four cognitive tests correlated significantly with the average percent of performance and six of the supervisory ratings, including the average supervisory rating. In addition to the cognitive measures, the personality measure contributed significantly to the prediction of percent of performance achieved with R=.64. These results are consistent with other research findings that support the use of both personality and cognitive measures as predictors of job performance.     

What predicts wisdom-related performance? A first look at personality,intelligence, and facilitative experiential contexts

Wisdom has long been suggested as a desired goal of development (see e.g. Clayton and Birren, 1980; Erikson, 1959; Hall, 1922; Staudinger and Baltes, 1994). Questions concerning the empirical investigation of wisdom and its ontogeny, however, are largely still open. It is suggested that besides person characteristics, certain types of experience may facilitate wisdom-related performance. A sample of clinical psychologists (n=36) and highly educated control professionals (n=54) ranging in age from 25 to 82 years responded verbally to two wisdom-related tasks involving life planning and completed a psychometric battery of intelligence and personality measures. Three primary findings were obtained. First, training and practice in clinical psychology was the strongest predictor of wisdom-related performance (26%) and, in addition, showed some overlap with personality variables in this predictive relationship. Second, 14% of the variance in wisdom-related performance was accounted for by standard psychometric measures of personality and intelligence. Personality variables were stronger predictors than variables of intelligence. Important personality predictors were Openness to Experience and a middle-range location on the Introversion–Extraversion dimension. Third, wisdom-related performance maintained a sizable degree of measurement independence (uniqueness). Predictive relationships were consistent with research on naive conceptions of wisdom and our own theoretical account of the ontogenesis of wisdom-related performance. © 1998 John Wiley & Sons, Ltd.     

Book Review

Performance-based measures and ratings of executive functions were examined in a sample of adolescents with attention deficit/hyperactivity disorder (ADHD) and comparison controls. Performance-based measures of executive function included inhibition, working memory, set shifting, and planning, and ratings of these same executive functions were completed by parents and teachers. Adolescents with ADHD demonstrated lower executive function performance than controls and displayed elevated ratings on the executive function ratings by parents and teachers. Significant associations were obtained between the performance-based measures and the parent and teacher ratings, but each measure was not uniquely associated with its respective scale on the rating scales. When performance-based measures and ratings were examined as predictors of ADHD status, the parent and teacher ratings entered as significant predictors of ADHD status. Further commonality analyses indicated that performance-based measures accounted for little unique variance in predicting ADHD status and also displayed little overlap with the behavioral ratings. These findings highlight the diagnostic utility of behavioral ratings of executive function in predicting ADHD status; however, behavioral ratings should not be assumed to be a proxy for performance on measures of executive function in clinical practice.     

The Impact of Contextual Self‐Ratings and Observer Ratings of Personality on the Personality–Performance Relationship1

This study examined 2 possible ways of increasing the predictive validity of personality measures: using observer (i.e., supervisor and coworker) ratings and work‐specific self‐ratings of Big Five personality factors. Results indicated that among general self‐ratings of Big Five personality dimensions, Conscientiousness was the best predictor of in‐role performance, and Agreeableness and Emotional Stability were the best predictors of organizational citizenship behavior (OCB). Observer ratings of personality accounted for incremental variance in job performance (in‐role performance and OCB) beyond that accounted for by general self‐ratings. However, contrary to our expectations, work‐specific (i.e., contextual) self‐ratings of personality generally did not account for incremental variance in job performance beyond that accounted for by general self‐ratings.     

The relationship between the EPI extraversion score and impulsiveness on a perceptual-motor task

This paper describes an investigation of the relationship between extraversion and impulsiveness. These two traits were measured respectively by the Eysenck Personality Inventory (EPI) and the IES Arrow-Dot test. The subjects were 50 males and 50 females matched for age. Arrow-Dot impulsiveness was found to correlate significantly with extraversion in both samples. In the female sample Arrow-Dot impulsiveness correlated only significantly with the ‘impulsiveness’ component of extraversion. In the male sample both the ‘impulsiveness’ and ‘sociability’ components of the extraversion factor contributed about equally to its variance.     

Personality and compatibility: a prospective analysis of marital stability and marital satisfaction

The antecedents of marital stability (divorce or remaining married) and marital satisfaction (within the group that remains married) were investigated with a panel of 300 couples who were followed from their engagements in the 1930s until 1980. Twenty-two of the couples broke their engagements; of the 278 couples who married, 50 got divorced at some time between 1935 and 1980. Personality characteristics (measured by acquaintance ratings made in the 1930s) were important predictors of both marital stability and marital satisfaction. The three aspects of personality most strongly related to marital outcome were the neuroticism of the husband, the neuroticism of the wife, and the impulse control of the husband. In combination, the 17 major antecedent variables were moderately predictive of a criterion variable composed of both marital stability and marital satisfaction (R = .49). The three major aspects of personality accounted for more than half of the predictable variance. The remaining variance was accounted for by attitudinal, social-environment, and sexual history variables.     

Metamemorial predictors of memory performance in young and older adults

The relationship between aspects of knowledge about memory and immediate and delayed recall on prose and word-list tasks was examined. Ss were 100 young and 100 older adults. Vocabulary ability was screened. Memory knowledge was assessed by the Metamemory in Adulthood (MIA) scale and the Short Inventory of Memory Experiences (SIME). Capacity and change measures of the MIA correlated with most dimensions of the SIME for both age groups. The anxiety measure of the MIA correlated with SIME measures only for the young. Regression analyses showed that strategy (MIA) predicted performance only for young adults, change (MIA) predicted performance only for older adults, and capacity (MIA) predicted performance for both age groups. Metamemory variables accounted for equivalent amounts of variance in both prose and word-list tasks, although there was an indication that prediction was slightly better for prose. Future researchers need to address the apparent increase in affect-related predictors of memory performance.     

Simple Co‐Occurrence Statistics Reproducibly Predict Association Ratings

What determines human ratings of association? We planned this paper as a test for association strength (AS) that is derived from the log likelihood that two words co‐occur significantly more often together in sentences than is expected from their single word frequencies. We also investigated the moderately correlated interactions of word frequency, emotional valence, arousal, and imageability of both words (r's ≤ .3). In three studies, linear mixed effects models revealed that AS and valence reproducibly account for variance in the human ratings. To understand further correlated predictors, we conducted a hierarchical cluster analysis and examined the predictors of four clusters in competitive analyses: Only AS and word2vec skip‐gram cosine distances reproducibly accounted for variance in all three studies. The other predictors of the first cluster (number of common associates, (positive) point‐wise mutual information, and word2vec CBOW cosine) did not reproducibly explain further variance. The same was true for the second cluster (word frequency and arousal); the third cluster (emotional valence and imageability); and the fourth cluster (consisting of joint frequency only). Finally, we discuss emotional valence as an important dimension of semantic space. Our results suggest that a simple definition of syntagmatic word contiguity (AS) and a paradigmatic measure of semantic similarity (skip‐gram cosine) provide the most general performance‐independent explanation of association ratings.     

Personality and Cognitive Ability as Predictors of Typical and Maximum Managerial Performance

Despite long-established distinctions between typical and maximum performance variables on both the predictor and criterion side, little previous research has directly addressed the extent to which these distinctions translate into differential predictor-criterion relationships. Using a sample of candidates for managerial positions, we examined relations of predictors conceptually linked to typical (i.e., broad, narrow, and compound personality traits) and maximum (i.e., broad and narrow cognitive abilities) performance with corresponding criterion measures (N = 84–873). Supervisory ratings of managerial performance served as the typical performance criterion, whereas maximum performance was assessed via an assessment center. Confirmatory factor analyses supported the distinction between typical and maximum performance. Results also confirmed our hypothesis that cognitive abilities are more strongly correlated with maximum performance than with typical performance and largely supported the expectation of the opposite pattern with personality traits as predictors.     

Prediction of job satisfactoriness for workers with severe handicaps from aptitudes,personality, and training ratings

The predictive validity of General Aptitude Test Battery and Sixteen Personality Factor Questionnaire scores were compared to standard training ratings made by vocational instructors against the criterion of work performance measured by the Minnesota Satisfactoriness Scales for a sample of 106 employees with severe handicaps. The psychometric test variables were not correlated with the criterion; however, the training ratings were consistently predictive of the job satisfactoriness scores. These results suggest that the employment potential of job applicants with disabilities can be assessed more accurately using situational training ratings, as opposed to standardized psychometric test scores.     

Assessing nonprofessional mental health workers with the GAIT

Coed groups of undergraduates took the Group Assessment of Interpersonal Traits (GAIT) twice with either a 3-week or a 9-week interval. Peer ratings of the nine GAIT scales were unrelated to sex. Test-retest correlations were significantly positive for the short-interim Ss (N = 41) but were generally low for the long-interim Ss (N = 29). Peer-rated GAIT Therapeutic Talent variables (Understand, Accepting-Warm, Open) were significantly correlated with the self-reported Comrey Personality Scale of Empathy, and GAIT Open was significantly correlated with Comrey Activity. GAIT Open, Accepting-Warm, and Best Counselor ratings were significantly correlated with total verbal responses (as counted from audiotapes of the GAIT interactions). The highly intercorrelated GAIT Therapeutic Talent variables may not be discriminated by peer raters. It is suggested that peer GAIT Therapeutic Talent ratings may be tapping an underlying global dimension, Help-Oriented Activity. Attention is called to the need for standardizing Gait ratings and for retaining the economy and ease of the GAIT.     

Predicting Supervisor Ratings of Job Performance Using the NEO Personality Inventory

The resurging interest in identifying personality predictors of job performance has led researchers to use the five-factor model of personality as an important conceptual tool. Two recent meta-analyses illustrated the potential predictive power of the model within an employment context. In this study, we evaluated the relations between a well-validated self-report measure of the five-factor model and supervisor ratings of performance. Fifty-two women and 159 men completed the NEO Personality Inventory (Costa & McCrae, 1985) and were independently rated on various performance dimensions by their supervisors. Scores on the Conscientiousness scales correlated with all the performance ratings over this diverse number of occupational groups. Low Neuroticism and high Extraversion scores also predicted high performance. Low straightforwardness (a facet of agreeableness) was associated with ability to accomplish work-related goals and to adapt to changing work conditions. The results support the utility of the five-factor model as a predictor of job performance.     

Initial examination of a multidimensional model of trauma-related guilt: Applications to combat veterans and battered women

Guilt is conceptualized as a multidimensional construct consisting of negative affect and a set of interrelated cognitions. Guilt magnitude is thought to be a function of the magnitudes of six variables posited as primary components of guilt: a negative event, distress, perceptions of responsibility, lack of justification, wrongdoing, and false beliefs about preoutcome knowledge. The model was tested with samples of Vietnam veterans and battered women. Participants rated their reactions to and perceived roles in trauma-related events. Among Vietnam veterans, distress ratings were highly correlated with guilt severity. Cognitive guilt-component variables were significantly correlated with guilt in both groups. In multiple regression, guilt components accounted for 61% of variance in veterans' guilt and 44% of variance in women's guilt. Among veterans, distress ratings were highly correlated with measures of PTSD and depression. In both groups, cognitive guilt-component variables were positively correlated with psychopathology. Results support the view that beliefs about one's role in trauma are important factors in posttrauma adjustment.     

Multivariable-multimethod analysis of the dimensions of interpersonal behavior

This study attempted to assess the degree of empirical convergence of various measures of the dimensions of interpersonal behavior when method variance is controlled. A total of 83 undergraduates (38 males, 45 females) were administered the Personality Research Form (PRF) and several self-report measures of social anxiety and effectiveness. In addition, they participated in a forced-interaction task with a confederate, from which ratings of anxiety and effectiveness were obtained. A two-step principal-components procedure was used in order to control method variance. Substantial cross-domain convergence was found in three of the four second-order components, two of which (Social Competence and Impulse Expression vs Control) clearly represented dimensions of interpersonal behavior. Strong support was found for the validity of several PRF components as well as of other instruments used as measures of constructs. Results suggest that the purported failure of trait constructs in accounting for behavioral variance may be more the result of methodological factors than of theoretical inadequacy.     

The impact of career exploration and interview readiness on interview performance and outcomes

In a longitudinal study of 78 graduate business students, three aspects of career exploration—environment exploration, self-exploration, and the amount of information acquired—were examined as predictors of interview performance (interview rating and self-rating) and outcomes (call-back interviews and job offers). Environment exploration and the amount of information acquired related significantly with the recruiter's rating of interview performance and interview outcomes; self-exploration correlated with the recruiter's rating of interview performance. Interview readiness variables (perceived past performance, verbal persuasion, and feelings of self-efficacy) correlated modestly with career exploration variables, interview performance ratings, and interview outcomes.     

Autonomic learning

Academic achievement was resolved into its intellectual and motivational components. IQ, personality variables, and parameters of operant and classical conditioning of autonomic nervous system controlled variables were examined in 99 black inner-city high school seniors. Six physiological variables(respiration, heart rate, finger plethysmogram, frontalis muscle potential, palmar skin conductance, and palmar skin potential) were analyzed by computer using analog-to-digital conversion and a Points of Interest (PI) program. Psychological measures were full WAIS IQ, Edwards Personality Inventory(EPI), Cattell Sixteen Personality Factor Questionnaire(16PF), McClelland need Achievement test(n Ach), Object Sorting test, Minnesota Counseling Inventory(MCI), Level of Aspiration Board, and Rotter—Miller Locus of Control. Achievement(Ach) was defined as the residuals of total grade point average(GPA) regressed on IQ. Each of 19 variables which discriminated significantly between high and low achievers was employed in step-wise regression analyses for GPA and Ach separately. In a regression analysis of variance of GPA, IQ=20.44%, EPI=9.08%, and physiological measures =21.37%(operant conditioning =18.70%; classical conditioning =2.67%). Combined measures of motivation(psychological and physiological) =30.45% of the variance in GPA. The entire psychological and physiological test battery, including IQ, contributed a total of 50.89% of the variance in GPA. In a regression analysis of variance in achievement, psychological measures, other than IQ(six EPI and one 16PF), =11.0% and physiological measures =30.3%. As a replication, this study demonstrated significant correlation between autonomic conditioning and school achievement.