Construction and cross-validation of an MMPI Black-White scale

A robust set of MMPI items, sensitive to the effect of race (Blacks versus Whites), was constructed by compiling the results of six prior studies. Thirty-two items comprised the MMPI B-W scale. The scale was cross-validated on psychiatric patients and police cadets. Statistically significant mean differences were found between races in both groups, with 83% and 60% correct racial classification, respectively. These findings suggested that when used as a clinical instrument, the MMPI might pick up nonpathology-related racial variance contributing to scale devotion biased against the black respondent, but the degree of nonpathology-related racial scale score covariance has yet to be determined. For future research, the B-W scale was proposed as a set of standard queries in studies assessing connotative meaning for Black-White contrast groups, and to index "functional" as opposed to "objective" race membership.     

Race Differences on a Reading Comprehension Test With and Without Passages

Previous research has found that test takers can score above chance level on reading comprehension tests even when the passages are omitted. The present research investigated whether the effect would vary as a function of race. In Study 1, 386 participants completed a reading test with the passages omitted. General mental ability and race were significantly correlated with test performance. In Study 2, 827 job applicants completed the test as part of an entry-level selection battery. Eliminating items for which large race differences existed in Study 1 had no real effect on the size of the Black-White mean difference.     

Using Cognitive Interviewing for the Semantic Enhancement of Multilingual Versions of Personality Questionnaires

We discuss the use of cognitive interviewing with bilinguals as an integral part of cross-cultural adaptation of personality questionnaires. The aim is to maximize semantic equivalence to increase the likelihood of items maintaining the intended structure and meaning in the target language. We refer to this part of adaptation as semantic enhancement, and integrate cognitive interviewing within it as a tool for scrutinizing translations, the connotative meaning, and the psychological impact of items across languages. During the adaptation of a work-based personality questionnaire from English to Arabic, Chinese (Mandarin), and Spanish, we cognitively interviewed 12 bilingual participants about 136 items in different languages (17% of all items), of which 67 were changed. A content analysis categorizing the reasons for amending items elicited 11 errors that affect 2 identified forms of semantic equivalence. We provide the resultant coding scheme as a framework for designing cognitive interviewing protocols and propose a procedure for implementing them. We discuss implications for theory and practice.     

中国人善良人格的结构研究

善良人格是一个具有中国文化特色的人格心理学主题。为了探究善良人格的结构和内涵,研究基于人格词汇学假设,通过开放式和半开放式问卷调查,经由意义分善良; 善良人格; 人格结构; 中国人析和初测保留了85个善良人格词汇; 在此基础上,进行探索性和验证性因素分析,揭示了中国人的善良人格是一个包括诚信友善、利他奉献、宽容和善、重情重义的二阶四因子结构。信度和效度分析表明,编制的善良人格问卷的信、效度良好,符合心理测量学的基本要求。     

ETHNIC GROUP DIFFERENCES IN COGNITIVE ABILITY IN EMPLOYMENT AND EDUCATIONAL SETTINGS: A META-ANALYSIS

The cognitive ability levels of different ethnic groups have interested psychologists for over a century. Many narrative reviews of the empirical literature in the area focus on the Black-White differences, and the reviews conclude that the mean difference in cognitive ability ( g ) is approximately 1 standard deviation; that is, the generally accepted effect size is about 1.0. We conduct a meta-analytic review that suggests that the one standard deviation effect size accurately summarizes Black-White differences for college application tests (e.g., SAT) and overall analyses of tests of g for job applicants in corporate settings. However, the 1 standard deviation summary of group differences fails to capture many of the complexities in estimating ethnic group differences in employment settings. For example, our results indicate that job complexity, the use of within job versus across job study design, focus on applicant versus incumbent samples, and the exact construct of interest are important moderators of standardized group differences. In many instances, standardized group differences are less than 1 standard deviation. We conduct similar analyses for Hispanics, when possible, and note that Hispanic-White differences are somewhat less than Black-White differences.     

The development of the Meaning in Life Index (MILI) and its relationship with personality and religious behaviours and beliefs among UK undergraduate students

The scales available for assessing meaning in life appear to be confounded with several related constructs, including purpose in life, satisfaction with life, and goal-directed behaviour. The Meaning in Life Index (MILI), a new instrument devised as a specific measure of meaning in life, was developed from responses to a pool of 22 items rated by a sample of 501 undergraduate students in Wales. The nine-item scale demonstrated sufficient face validity, internal consistency, and scale reliability to commend the instrument for future use. With respect to personality, the MILI scores were most strongly predicted by neuroticism (negatively), and less strongly by extraversion (positively) and psychoticism (negatively). With respect to several religious behavioural variables, those who attended church at least weekly returned significantly higher MILI scores than those who attended church less frequently. Intrinsic religiosity was the only orientation to be significantly associated with the MILI scale scores, although the magnitude of the association was smaller than anticipated. These results suggest that meaning in life is associated more strongly with individual differences in personality than with specific religious behaviours and attitudes. The implications of these results are discussed in terms of individual's personal values and attitudes that might underlie their experience of a meaning in life.     

童年期心理虐待与忽视对高中生自杀意念的影响：述情障碍的中介作用和寻求意义感的调节作用

为了探讨童年期心理虐待与忽视与自杀意念之间的关系及其作用机制,本研究采用心理虐待与忽视量表、多伦多述情障碍量表、青少年自杀意念量表及生命意义感量表中的寻求意义感分量表对1074名高中生进行调查。结果表明：（1）童年期心理虐待与忽视对自杀意念有正向预测作用,并且能够通过述情障碍的中介作用影响高中生自杀意念;（2）寻求意义感调节了这一中介过程的直接路径和后半段路径,对后半段路径的调节作用存在性别差异。     

Effects of Changed Item Order: A cautionary note to practitioners on jumping to computerized adaptive testing for personality assessment

This study aims to investigate the effects of item order used with computerized adaptive testing (CAT) in the domain of personality assessment. Based on items from the German version of the Eysenck Personality Profiler, four test versions were designed from seven scales and presented to four experimental groups (n=362). One conventional and three adaptive versions were created, each beginning with items representing either medium or extreme trait levels. Results showed significant differences in average gained person parameters for three out of seven scales between the adaptive versions, as well as differences in average reaction times for answering the items. Results indicated context effects as a problem for using CAT to measure personality.     

Ethnic group differences in measures of job performance: a new meta-analysis

The authors conducted a new meta-analysis of ethnic group differences in job performance. Given a substantially increased set of data as compared with earlier analyses, the authors were able to conduct analyses of Black-White differences within more homogeneous categories of job performance and to reexamine findings on objective versus subjective measurement. Contrary to one perspective sometimes adopted in the field, objective measures are associated with very similar, if not somewhat larger, standardized ethnic group differences (ds) than subjective measures across a variety of indicators. This trend was consistent across quality, quantity, and absenteeism measures. Further, work samples and job knowledge tests are associated with larger ds than performance ratings or measures of absenteeism. Analysis of Hispanic-White standardized differences shows that they are generally lower than Black-White differences in several categories.     

Do personality scale items function differently in people with high and low IQ?

Intelligence differences might contribute to true differences in personality traits. It is also possible that intelligence might contribute to differences in understanding and interpreting personality items. Previous studies have not distinguished clearly between these possibilities. Before it can be accepted that scale score differences actually reflect personality differences, personality items should show measurement invariance. The authors used item response theory to test measurement invariance in the five-factor model scales of the International Personality Item Pool (IPIP) and NEO-Five-Factor Inventory (NEO-FFI) across two groups of participants from the Lothian Birth Cohort 1936 with relatively low and high cognitive abilities. Each group consisted of 320 individuals, with equal numbers of men and women. The mean IQ difference of the groups was 21 points. It was found that the IPIP and NEO-FFI items were measurement invariant across all five scales, making it possible to conclude that any differences in IPIP and NEO-FFI scores between people with low and high cognitive abilities reflected personality trait differences.     

Ethnic and gender subgroup differences in assessment center ratings: a meta-analysis

Assessment centers are widely believed to have relatively small standardized subgroup differences (d). However, no meta-analytic review to date has examined ds for assessment centers. The authors conducted a meta-analysis of available data and found an overall Black-White d of 0.52, an overall Hispanic-White d of 0.28, and an overall male-female d of -0.19. Consistent with our expectations, results suggest that Black-White ds in assessment center data may be larger than was previously thought. Hispanic-White comparisons were smaller than were Black-White comparisons. Females, on average, scored higher than did males in assessment centers. As such, assessment centers may be associated with more adverse impact against Blacks than is portrayed in the literature, but the predictor may have less adverse impact and be more "diversity friendly" for Hispanics and females.     

Cohort differences in Big Five personality factors over a period of 25 years

The notion of personality traits implies a certain degree of stability in the life span of an individual. But what about generational effects? Are there generational changes in the distribution or structure of personality traits? This article examines cohort changes on the Big Five personality factors Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience, among first-year psychology students in The Netherlands, ages 18 to 25 years, between 1982 and 2007. Because measurement invariance of a personality test is essential for a sound interpretation of cohort differences in personality, we first assessed measurement invariance with respect to cohort for males and females separately on the Big Five personality factors, as measured by the Dutch instrument Five Personality Factors Test. Results identified 11 (females) and 2 (males) biased items with respect to cohort, out of a total of 70 items. Analyzing the unbiased items, results indicated small linear increases over time in Extraversion, Agreeableness, and Conscientiousness and small linear decreases over time in Neuroticism. No clear patterns were found on the Openness to Experience factor. Secondary analyses on students from 1971 to 2007 of females and males of different ages together revealed linear trends comparable to those in the main analyses among young adults between 1982 onward. The results imply that the broad sociocultural context may affect personality factors.     

The personality of meaning in life: Associations between dimensions of life meaning and the Big Five

The goal of the current study was to identify aspects of personality that are associated with different ways in which people find meaning in life. This was achieved using constrained principal component analysis (CPCA) on data from 322 university students, who completed the Sources of Meaning and Meaning in Life questionnaire and the Big Five Aspects Scale. CPCA demonstrated that personality traits and life meaning are associated, but not redundant, with one another. Specifically, respondents with high scores on lower-level aspects of Openness to Experience tended to derive meaning from questioning, learning and challenging tradition, whereas those with high scores on aspects of Conscientiousness and Extraversion tended to derive meaning from success at work, health, and family. Results suggest that personality traits are associated with variations in the domains used to derive meaning in life, and demonstrate the utility of CPCA as an innovative statistical technique for the study of individual differences.     

THE DEVELOPMENT OF NONMETRIC SPACE ANALYSIS: A LETTER TO PROFESSOR JOHN ROSS

A series of recent studies (Cliff, 1968, 1969; Cliff, Bradley, and Girard, 1970) describe a mathematical model for the cognitive processes involved in an individual's endorsements (or nonendorsements) of personality inventory items. In this model, the inventory items are assumed to occupy positions in a multidimensional space of subjective meaning, and the probability of endorsement is assumed to be some mathematical funotion of these positions.     

Relating Test-Taking Attitudes and Skills and Stereotype Threat Effects to the Racial Gap in Cognitive Ability Test Performance

This research extended past studies on race effects and stereotype threat (ST) effects outside the academic domain, as well as exploring the mediating role of test-related cognition, motivation, and emotionality in the Black-White cognitive ability test performance differences. One hundred seventy-two undergraduates took a simulated personnel selection test and responded to measures of attitudinal and test-taking skills prior to and after the test. Half of the participants were told that the test provided the hypothetical employer diagnostic information about their reasoning abilities and limitations; they were also asked to report their racial status prior to taking the test. Significant race differences favoring Whites were found for mathematical and logical performance, holding ability constant. A metacognitive strategy, regulation of cognition, partially mediated race effects on mathematical and verbal performance. Contrary to previous findings, no traditional significant ST effects were found; however, a 3-way interaction revealed that proficiency in test-taking strategies mitigated the Black-White mathematical score gap to a greater extent for those in the ST condition.     

Absorption: Construct Explication by Q-Sort Assessments of Personality

This study reports on observer-assessed personality correlates of the personality disposition of absorption. A total of 45 young females and 43 young males were measured via the Tellegen Absorption Scale, with the relations of absorption to the independently evaluated items of the California Q-sort then being examined. Results indicate that for both sexes, the disposition to enter states of high absorption coexists with an implicative pattern of personality items consistent with the core conceptual definition of the disposition as defined by Tellegen (1992)—the willingness to destructure conventional modes of cognitive and perceptual processing. Sex differences in the correlates of absorption were also observed, suggesting that the phenotypical expression of the latent construct of absorption is moderated by sex.     

Need for Meaning,Meaning Confusion,Meaning Anxiety,and Meaning Avoidance: Additional Dimensions of Meaning in Life

Two aspects of meaning in life have drawn much attention in previous research: presence of meaning and search for meaning. We proposed four additional aspects concerning individuals’ thoughts and feelings about meaning in life: need for meaning, meaning confusion, meaning avoidance, and meaning anxiety. We developed items to measure these dimensions. Exploratory and confirmatory factor analysis indicated that the data fit the factors well. Convergent and discriminant validities of the four dimensions were demonstrated though their distinct patterns of correlations with other variables, such as personality traits, need satisfaction, personal aspirations, life satisfaction, anxiety and depression. Moreover, cluster analysis revealed that individuals could be divided into meaningful groups according to these dimensions, with each group demonstrating unique psychological features. Implications for future studies on meaning in life are discussed.