Using item-level covariance to detect response distortion on personality measures

The covariance index is a response validity scale created with the purpose of detecting intentional distortion in self-report measures. Based on evidence that strong response sets increase the covariance between responses, a method was developed to identify increased covariance at the individual level. Two studies were conducted to evaluate the validity of this new measure across laboratory and field settings. Results showed that individuals who scored higher on the covariance index in situations where strong response sets were present were those who had distorted responses the most and whose scores on personality measures had worse validity. In addition, the new validity scales improved identification of distorted responses beyond traditional social desirability scales.     

Testing the efficacy of a new procedure for reducing faking on personality tests within selection contexts

The authors propose a new procedure for reducing faking on personality tests within selection contexts. This computer-based procedure attempts to identify and warn potential fakers early on during the testing process and then give them a chance for recourse. Two field studies were conducted to test the efficacy of the proposed procedure. Study 1 participants were 157 applicants competing for 10 staff positions at a large university located in a southern city in the People's Republic of China. In Study 1, potential fakers received a warning message, whereas nonfakers received a nonwarning (control) message. Study 2 participants were 386 Chinese college students applying for membership of a popular student organization at the same university where Study 1 was conducted. In Study 2, the warning and control messages were randomly assigned to all applicants. Results showed some promise for the proposed procedure, but several practical issues need to be considered.     

Faking on self-report emotional intelligence and personality tests: Effects of faking opportunity, cognitive ability, and job type

We assessed the combined effects of cognitive ability, opportunity to fake, and trait job-relevance on faking self-report emotional intelligence and personality tests by having 150 undergraduates complete such tests honestly and then so as to appear ideal for one of three jobs: nurse practitioner, marketing manager, and computer programmer. Faking, as expected, was greater (a) in higher-g participants, (b) in those scoring lower under honest conditions (with greater opportunity to fake), and (c) on job-relevant traits. Predicted interactions accounted for additional unique variance in faking. Combining all three factors yielded a “perfect storm” standardized difference of around 2, more than double the overall .83 estimate. Implications for the study of faking are discussed.     

Intentional and identity processes: A social constructionist investigation using student journals

In contrast to traditional theories of career development that focus on decision-making processes in relation to market work, [Richardson, M. S. (2004). The emergence of new intentions in subjective experience: A social/personal constructionist and relational understanding. Journal of Vocational Behavior, 64, 485-498], informed by social constructionism and considering both work and relationships, suggests that the process of emerging intentional states or intentional process is central to the broader task of constructing a life. This study was designed to investigate this process. The research situation consisted of three structured group discussions with students in a graduate class. Journals written after the group discussions constituted the data for the study. Based on the first stage of data analysis, the scope of investigation was expanded to include emerging identity states or identity process and the emotional experience of the group discussions. In the second phase of data analysis, intentional process and identity process data were analyzed for themes and the emotional experience data were coded. Results of both phases of data analysis are discussed in relation to future research and implications for practice.     

Reducing faking on personality tests: Testing a new faking‐mitigation procedure in a U.S. job applicant sample

Faking has remained a major concern for organizations using self‐report personality measures for selection. Scholars recenlty developed a new middle‐warning faking‐mitigation procedure. The present replication study was the first field test in the United States using 193 applicants for an entry‐level position in a New York‐based consulting firm. Results replicated most of Fan et al.'s findings including (a) the middle‐warning significantly lowered fakers' personality scores over retesting, whereas the control message had little influence on nonfakers; (b) the above warning effect carried over to personality scales that were not retested; and (c) the persistent tendency of potential fakers rising to the top of personality score distribution was weakened. In addition, applicants' perceptions were not being negatively affected by the warning.     

Item placement on a personality measure: effects on faking behavior and test measurement properties

Although personality tests are widely used to select applicants for a variety of jobs, there is concern that such measures are fakable. One procedure used to minimize faking has been to disguise the true intent of personality tests by randomizing items such that items measuring similar constructs are dispersed throughout the test. In this study, we examined if item placement does influence the fakability and psychometric properties of a personality measure. Study participants responded to 1 of 2 formats (random vs. grouped items) of a personality test honestly and also under instructions to fake or to behave like an applicant. Results indicate that the grouped item placement format was more fakable for the Neuroticism and Conscientiousness scales. The test with items randomly placed fit the data better within the honest and applicant conditions. These findings demonstrate that the issue of item placement should be seriously considered before administering personality measures because different item presentations may affect the incidence of faking and the psychometric properties of the measure.     

Use of item ratings to examine personality test item cognitive response processes

This research examines the processes respondents use to answer personality test items. A total of 158 true/false items from four scales of the Personality Research Form and the California Psychological Inventory were used as stimuli. University students (N = 120) responded to each item and indicated one of nine strategies used in deciding on a response. Obtained response strategy ratings for items were reliable and their frequencies corresponded closely to previous findings with other items. Subsequently, the associations between item response strategy frequencies and item-total correlations were computed. Congruent with previous research, better items avoided behaviours or experiences and evoked responding based on traits and on referring to the statements of others. The associations between item response strategies and other indices of item quality are discussed and implications regarding scale development are offered.     

Comparing applicants and incumbents: Effects of response distortion on mean scores and validity of personality measures

This study examined the negative effect of likely applicant distortion on mean scores and validity of personality measures. The personality test scores and performance ratings of applicants were directly compared to those of incumbents with the same occupation in four different samples. The results showed that applicant mean scores were higher and validity coefficients were lower than for incumbents.     

Reconceptualizing personality disorder categories using personality trait dimensions: introduction to special section

The categorical model of personality disorders has been widely criticized, and many argue for it to be reconceptualized or replaced by a dimensional model rooted in personality trait research. Such criticisms have forged a much needed integration between the previously distinct research areas of normal and abnormal personality. The five articles in this special section provide compelling evidence for the usefulness of personality traits for describing and explaining the complexities of personality disorders among widely varying samples using very different assessment strategies.     

Personality disorder and violence: understand violence risk: an introduction to the special section personality disorder and violence

This paper introduces the Special Section on personality disorder and violence. The first paper evaluates the impact of removing the Psychopathy Checklist (PCL-R) as a mandatory element of a major approach to the assessment of violence risk-the HCR-20. The second paper considers violence to self as well as violence to others; it examines the influence of dysfunctional personality traits in a sample of female offenders. The third paper provides a systematic framework for risk formulation, discussing how to bridge the gap between nomothetic research and the individual case. This paper concludes by arguing that there is a need to shift perspective from asking "what?" dysfunctional traits are relevant to future violence to "why?" are particular traits relevant. The "why?" question is particularly germane in the forensic arena where expert testimony must endeavor to provide a causal explanation of risk processes at the level of the individual.     

Stereotypes and steroids: using a psychobiosocial model to understand cognitive sex differences

To further our understanding of cognitive sex differences, we studied the relationship between menstrual phase (via serum estradiol and progesterone levels) and cognitive abilities and cognitive performance in a sample of medical students in eastern Turkey. As expected, we found no sex differences on the Cattell "Culture Fair Intelligence Test" (a figural reasoning test), with females scoring significantly higher on a Turkish version of the Finding A's Test (rapid word knowledge) and males scoring significantly higher on a paper-and-pencil mental rotation test. The women showed a slight enhancement on the Finding A's Test and a slight decrement in Cattell scores during the preovulatory phase of their cycle that (probably) coincided with a rise in estrogen. There were also small cycle-related enhancements in performance for these women on the mental rotation test that may reflect cyclical increases in estrogen and progesterone. Additional analyses showed an inverted U-shaped function in level of estradiol and the Cattell Test. Finally, for women who were tested on Day 10 of their menstrual cycle, there was a negative linear relationship between their Cattell scores and level of progesterone. Stereotypes about the cognitive abilities of males and females did not correspond to performance on the mental rotation or Finding A's Test, so the sex-typical results could not be attributed to either stereotype threat or stereotype activation. For practical purposes, hormone-related effects were generally small. Variations over the menstrual cycle do not provide evidence for a "smarter" sex, but they do further our understanding of steroidal action on human cognitive performance.     

Alliance rupture and repair processes in borderline personality disorder: A case study using dialogical sequence analysis

Objective: This study examined alliance rupture and repair processes in borderline personality disorder (BPD) and how the content of sessions interacts with the quality of the alliance.

Design: A mixed methods single case study design was employed incorporating quantitative and qualitative measures of process and outcome.

Methods: This case study examined a 22-year-old female with BPD who received 16 sessions of Cognitive Analytic Therapy. Measures of alliance, symptoms and global functioning were taken across multiple time-points. Selected sessions were analysed using dialogical sequence analysis (DSA), a theory-driven method of psychotherapy research that analyses utterances according to their author, addressee and referential object.

Results: Quantitative data indicated symptom reduction without functional improvement. DSA demonstrated that the first exchanges in therapy were reflective of key relational themes. The case suggests that, rather than simply negotiating tasks and goals, repairing ruptures involves systematically linking the manifest topic to the client’s core problems.

Conclusions: This case study points to the mediating role that the content of sessions has on alliance quality. Results underline the importance of the therapist stance, the need for a shared formulation to make sense of relational processes and the use of responsively timed interventions to decrease desperation and improve self-reflection.     

Item response theory in personality assessment: a demonstration using the MMPI-2 depression scale

Item response theory (IRT) analyses have, over the past 3 decades, added much to our understanding of the relationships among and characteristics of test items, as revealed in examinees response patterns. Assessment instruments used outside the educational context have only infrequently been analyzed using IRT, however. This study demonstrates the relevance of IRT to personality data through analyses of Scale 2 (the Depression Scale) on the revised Minnesota Multiphasic Personality Inventory (MMPI-2). A rich set of hypotheses regarding the items on this scale, including contrasts among the Harris-Lingoes and Wiener-Harmon subscales and differences in the items measurement characteristics for men and women, are investigated through the IRT analyses.     

Marital therapy: The importance of the assessment of the individuals on personality tests

The importance of assessing individuals in a marital conflict is seen as vital. The theoretical position that there are big ‘T’ and little ‘t’ individuals indicated that some members of the relationship are more eager for thrill seeking and being outgoing while little ‘t’ individuals are more eager for harmony and conservative personality traits. This has long been established. There are extremes of this but also these traits are on a continuum. While opposites attract in a relationship, the more individuals have in common, the more likely the marital relationship will work except in one area, that of seeking control or dominance. Here, opposites are likely to be more successful. Areas where there are likely to be difficulties between big ‘T’ and little ‘t’ individuals are in the rates of infidelity where big T's may predominate, also in sexual dissatisfaction and problems, attitudes to love, marital abuse and spouse abuse, child rearing issues, drug and alcohol abuse, the handling of money, household chores and division of labour, recreation interests, and religious differences. While not all of these may come into conflict or may be part of a big ‘T’ or little ‘t’ personality, there is a weighing in one direction rather than in the other. In order for rehabilitation between marital partners, it is important for each to understand the strengths and weaknesses of the other's personality, be they big ‘T’ or little ‘t’ individuals. Approaches by counsellors, psychologists to these individual differences are discussed.     

Individual differences in response to automation: the five factor model of personality

This study examined the relationship of operator personality (Five Factor Model) and characteristics of the task and of adaptive automation (reliability and adaptiveness-whether the automation was well-matched to changes in task demand) to operator performance, workload, stress, and coping. This represents the first investigation of how the Five Factors relate to human response to automation. One-hundred-sixty-one college students experienced either 75% or 95% reliable automation provided with task loads of either two or four displays to be monitored. The task required threat detection in a simulated uninhabited ground vehicle (UGV) task. Task demand exerted the strongest influence on outcome variables. Automation characteristics did not directly impact workload or stress, but effects did emerge in the context of trait-task interactions that varied as a function of the dimension of workload and stress. The pattern of relationships of traits to dependent variables was generally moderated by at least one task factor. Neuroticism was related to poorer performance in some conditions, and all five traits were associated with at least one measure of workload and stress. Neuroticism generally predicted increased workload and stress and the other traits predicted decreased levels of these states. However, in the case of the relation of Extraversion and Agreeableness to Worry, Frustration, and avoidant coping, the direction of effects varied across task conditions. The results support incorporation of individual differences into automation design by identifying the relevant person characteristics and using the information to determine what functions to automate and the form and level of automation.