Personality, anxiety and functional dysphonia

Psychological factors are considered for the predisposition and perpetuation of functional dysphonia. In the present study 61 patients with functional dysphonia were compared with 61 healthy controls, matched by age, sex, and occupation with respect to Cloninger’s personality model, mood, and anxiety.The patients with functional dysphonia presented significantly higher scores than the healthy controls with respect to “harm avoidance” (HA); depressive symptoms; symptoms of unspecific and general anxiety; symptoms of specific anxiety concerning “health”, “illness”, and “extraversion versus introversion”. No significant differences were found in “novelty seeking” (NS), “reward dependence” (RD), “persistence” (PE), or in state-anxiety and anxiety of social situations. These results were found considering univariate and multivariate analyses and confirm the relationship of psychological factors such as personality traits, mood, and anxiety on one hand and conversion disorder in general and functional dysphonia in particular on the other hand. This important relationship should be considered in the diagnostic and therapeutic interventions of functional dysphonia.     

Predicting the Performance of Government Security Personnel With the IPI and MMPI

The Inwald Personality Inventory (IPI) and Minnesota Multiphasic Personality Inventory (MMPI) were administered to 307 newly hired government security personnel. After 9 to 12 months on the job, each was rated by their immediate supervisor on a 4-point scale of global performance (exceptional, satisfactory, unsatisfactory, or very unsatisfactory). Discriminant function analyses indicated that the IPI was superior to the MMPI in predicting later job performance, but the greatest prediction accuracy was found in discriminant functions based upon both tests together. However, the costs of falsely identifying candidates as poor risks and screening out those who would have been successful increased along with accuracy in predicting the true risks. It was concluded that organizations must ultimately decide upon the degree to which they are willing to sacrifice candidates who may have been successful in order to screen out those who are unsuitable. The implications of psychological screening for organizational selection policy are discussed.     

Identifying components of type-A behaviour: “toxic” and “non-toxic” achieving

Measures of the Type-A behaviour pattern (TABP) have generally failed to distinguish between different components of the construct, some of which may not constitute risk factors at all. Based on the responses of a total of 632 subjects, the present paper reports on the development of student and working adult questionnaires which comprise discrete and unambiguous indices of “toxic” and “non-toxic” behaviour. Both components reflect high achievement motivation, but in the toxic scale this is compounded by hostile competitiveness and impatience. The scales were related in predictable ways to other relevant indices of personality, and while the toxic factor was significantly associated with deterioration in health status during adaptation, the non-toxic factor conferred a protective effect.     

Predicting the performance of government security personnel with the IPI and MMPI

The Inwald Personality Inventory (IPI) and Minnesota Multiphasic Personality Inventory (MMPI) were administered to 307 newly hired government security personnel. After 9 to 12 months on the job, each was rated by their immediate supervisor on a 4-point scale of global performance (exceptional, satisfactory, unsatisfactory, or very unsatisfactory). Discriminant function analyses indicated that the IPI was superior to the MMPI in predicting later job performance, but the greatest prediction accuracy was found in discriminant functions based upon both tests together. However, the costs of falsely identifying candidates as poor risks and screening out those who would have been successful increased along with accuracy in predicting the true risks. It was concluded that organizations must ultimately decide upon the degree to which they are willing to sacrifice candidates who may have been successful in order to screen out those who are unsuitable. The implications of psychological screening for organizational selection policy are discussed.     

The personality assessment system: A radical hypothesis

Two stories are presented. The first story is about a clinical practitioner developing an assessment method beginning with a connection of test “signs” with behavior, and proceeding to a system that could mystify observers. The second story is about the application of scientific methods to explain how the system could work. Together the stories are an example of practice informing science, and science informing practice. The basic hypothesis used is that much of what we call personality is “caused” by differential aptitudes as modified by long-term learning. It is also assumed that people would prefer to use those aptitudes they feel are their better ones and avoid those in which they feel weaker.     

The K-factor: Individual differences in life history strategy

Until recently, variations in life history strategy were studied exclusively at the species level. Although this domain of study has been extended to examine systematic differences in life history strategy among various human ethnic groupings, more recent evolutionary theories of human development and related behavioral genetic work imply substantial within-group individual variation in life history strategy. We constructed a latent variable model identifying a single common factor, denoted as K, which underlies a variety of otherwise disparate life history parameters. This “K-Factor” loaded 0.36 on childhood attachment to the biological father, −0.36 on childhood attachment to any non-biological father figure, 0.38 on adult romantic partner attachment, −0.51 on mating effort, −0.58 on Machiavellianism, and −0.41 on risk propensity. The bivariate correlations of the K-factor with higher-order personality factors were statistically significant, −0.24 with “Big Neuroticism” and −0.67 with “Big Psychoticism”, and approached significance, correlating 0.12, with “Big Extraversion”. The K-factor appears to be an underappreciated individual difference variable of major importance to human development.     

Development and preliminary validation of a semi-structured interview for the screening of law enforcement candidates

A standard practice among most law enforcement agencies is to include psychological screening in the selection of job candidates. Although the use of personality tests in predicting job performance of law enforcement officers has received empirical support (e.g., the Minnesota Multiphasic Personality Inventory, the Inwald Personality Inventory), there is a conspicuous absence of data regarding the reliability and validity of interview procedures. The present study represents the first step in the development of a standardized, semi-structured interview for use in the screening of law enforcement personnel. This interview, the Law Enforcement Candidate Interview, was constructed using content areas drawn from measures used in the screening of law enforcement personnel (e.g., Inwald Personality Inventory) and assessment of personality functioning (Structured Clinical Interview for DSM-III-R Personality Disorders). This interview was then administered by two doctoral students to a group of law enforcement academy cadets (n=34). A modest degree of inter-rater reliability was achieved, although internal consistency was somewhat lacking. Interview scores were correlated with measures of academy performance (final grade-point average and peer and supervisor ranking of academy performance). Results of these analyses suggest the LECI is a modest predictor of academy performance. Potential uses of the LECI and future research indications are outlined.     

THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS

This study investigated the relation of the "Big Five" personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (ρ < .10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology , especially in the subfields of personnel selection, training and development, and performance appraisal.     

FIVE REASONS WHY THE "BIG FIVE" ARTICLE HAS BEEN FREQUENTLY CITED

This study investigated the relation of the "Big Five" personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skill/semi-skilled). Results indicated that one dimension of personality, Conscientiousness, showed consistent relations with all job performance criteria for all occupational groups. For the remaining personality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid predictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small ( p <10). Overall, the results illustrate the benefits of using the 5-factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal.     

Compensation for Inconsistencies: The Effects of Stereotype Strength on Expectations of Applicants’ Job Success and Satisfaction

This research was designed to examine how exposure to information about a man described in terms of gender-typed, cross gender-typed, or androgynous characteristics affected judgments about his potential satisfaction and suitability for male- and female-dominated occupations. In addition, we examined how this exposure affected judgments about another man who was applying for the same job. Drawing from prior theory and research on the schema maintenance through compensation model (e.g., Seta & Seta, 1993; Seta, Seta, & McElroy, 2003), it was predicted and found that participants with strong gender stereotypes develop compensatory expectancies. Specifically, in comparison to control conditions, participants exposed to information about the first applicant that was inconsistent with a typical man’s behavior expected the second applicant to be especially “macho” and to be unsuitable in and dissatisfied with traditionally, female-dominant occupations. Implications for employment interviews were discussed.     

Choosing job-related personality traits: Developing valid personality-oriented job analysis

Although personality assessment has proven utility in pre-employment testing, little is known about how one should choose the personality traits that are most job-related. We developed a Personality-oriented Job Analysis (POJA) process for choosing job-related personality traits. We evaluated this process using 15 expert raters and approximately 330 medical students who each completed six different “jobs” in which their performance was evaluated. There was consistency across experts in POJA ratings of the job-relevance of personality traits. Also, POJA ratings of the personality traits correlated with the actual criterion-validity of the traits. Traits that received the highest POJA ratings tended to predict job performance. To our knowledge, this is the first published work to present evidence of the criterion-validity of POJA.     

A redundancy analysis for the Inwald Personality Inventory and the MMPI

A redundancy analysis between two psychological preemployment screening inventories was conducted with 2,438 male correction officer candidates. One canonical variate accounted for the majority of overlapping variance. When cross-validated, redundancy indices were. 17 for the Inwald Personality Inventory (IPI) and. 15 for the Minnesota Multiphasic Personality Inventory (MMPI). Three areas of overlap-control over actions, external control, and restlessness-were suggested. Less pathological behavioral patterns predictive of future job performance appeared measured only by the IPI. These results, combined with results from predictive validity studies, provide evidence that pathology is not sufficient for identifying "high risk" candidates.     

A Redundancy Analysis for the Inwald Personality Inventory and the MMPI

A redundancy analysis between two psychological preemployment screening inventories was conducted with 2,438 male correction officer candidates. One canonical variate accounted for the majority of overlapping variance. When cross-validated, redundancy indices were. 17 for the Inwald Personality Inventory (IPI) and. 15 for the Minnesota Multiphasic Personality Inventory (MMPI). Three areas of overlap—control over actions, external control, and restlessness—were suggested. Less pathological behavioral patterns predictive of future job performance appeared measured only by the IPI. These results, combined with results from predictive validity studies, provide evidence that pathology is not sufficient for identifying "high risk" candidates.     

The contribution of “cool” and “hot” components of decision-making in adolescence: Implications for developmental psychopathology

Impairments in either “cool” or “hot” processes may represent two pathways to deficient decision-making. Whereas cool processes are associated with cognitive and rational decisions, hot processes are associated with emotional, affective, and visceral processes. In this study, 168 boys were administered a card-playing task at ages 13 and 14 years to assess response perseveration. This task was designed to initially reward playing and gradually associate playing with punishment. Measures of subjective ordering (cool processes) and neuroticism (hot processes) at age 13 years were used to examine how these individual characteristics relate to perseveration over time. A decrease in perseveration from age 13 to 14 was associated with cool processes whereas hot processes were associated with response perseveration only over time. A complementary but simultaneous assessment of cool and hot processes, such as neuropsychological and personality tests, could facilitate treatment planning of children with behavioral problems.     

Positive response distortion by police officer applicants: association of Paulhus Deception Scales With MMPI-2 and Inwald Personality Inventory Validity Scales

Interpretation of positive response distortion (socially desirable responding) in employment evaluations is an important validity issue. This study of police officer applicants examined the construct validity of the Paulhus Deception Scales (PDS)-Moralistic Bias (MB; exaggerated adjustment/agreeableness) and Egoistic Bias (EB; exaggerated power/ status)-in relation to validity scales of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2; L, K, and S) and Inwald Personality Inventory (IPI; Guardedness). In regression analyses, MB was significantly associated with each validity scale (particularly L and Guardedness), whereas EB was significantly, but weakly, associated with L only. MB is consistent with response distortion as reflected in L ("perfect" adjustment/personality) and Guardedness (denial of shortcomings/faults). EB is a unique form of response distortion that is not reflected in MMPI-2 or IPI validity scales. The relevance of EB to self-assessment among police officer applicants is an important practical concern in personnel selection and an important theoretical question for future response distortion research.     

Review, critique, and synthesis of personality theory in motivation to sexually assault

A widely-cited meta-analysis of recidivism amongst adult male perpetrators or sexual assult [Hanson and Bussiere, J. Consult. Clin. Psychol. 66 (1998) 348–362] found that the presence of any personality disorder (APA, Diagnostic and Statistical Manual of Mental Disorders: DSM-III-R. (1987); [APA, Diagnostic and Statistical Manual of Mental Disorders: DSM-IV (1994)] was the only variable to significantly predict sexual recidivism in a category measuring “Psychological Maladjustment” (r₊=.16, n=315). The relationship between personality disturbance and new sexual offenses is undoubtedly a dynamic relationship that deserves exploration. This review and critique of theory covers two theories of personality: (1) a psychoanalytic theory of rapist personality offered by Groth [Men Who Rape: The Psychology of the Offender. (1979), New York: Plenum] and (2) a general biosocial theory or personality disturbance offered by Millon [Disorders of Personality: DSM-IV and Beyond. (1996). New York: Wiley]. Theory offered by Groth is critiqued and limitations considered. Theory offered by Millon is offered and the two approaches are synthesized to suggest possible causes of characteristic psychological disturbance associated with perpetration of sexual assault. Applications for research and practice are considered, and implications of this line of research for risk assessment and sexual assault prevention are reviewed.     

Part of speech and phonological form implied in written-word comprehension: Evidence from homograph disambiguation by normal and aphasic subjects

A sentence construction experiment examining the effect of part of speech and phonological form in written-word comprehension is reported. Normal and aphasic subjects had to write sentences incorporating a given word pair, one word was a homograph (e.g., “bank”) whose meaning was context-biased by the other (e.g., “money”/“river”). The effect of three psycholinguistic factors on subjects' performance was questioned: (i) The relative frequency of one meaning of the homograph as compared to the other meaning; (ii) The lexical/syntactic ambiguity (“ball”/“can”); (iii) The same/different phonological forms of the two meanings (“fair”/“bass”). The results are discussed in the framework of a model in which multiple special-purpose procedures are involved in normal processing, some of them being differentially impaired by brain disease in Broca's and Wernicke's aphasics.     

Impulsiveness and anxiety: Information processing and electroencephalograph topography

Within a general systems model of personality, we are currently studying impulsiveness and other personality traits using multitrait-multimethod multivariate designs. The research involves a wide spectrum of techniques in an effort to find consistent relationships among biological, cognitive, behavioral, and environmental correlates of the personality traits. The goal is to develop unique profiles of personality traits based on these four classes of measurements. Our research has demonstrated that impulsiveness and anxiety are personality traits that have loadings on two orthogonal higher order personality factors that we have labeled action-oriented and mood-feeling. From both an empirical research and a clinical viewpoint, we have identified three subtraits of impulsiveness: cognitive (Ic), motor (Im), and nonplanning (Inp). Inp is hypothesized to relate to frontal lobe brain processes, while Ic and Im are more related to neural mechanisms that (1) control performance on tasks with “timing-and-rhythm” demands and/or (2) are related to seizure disorders. High-impulsive subjects (especially when high on Ic and Im) are less efficient at performing a wide range of psychomotor tasks. We hypothesize that this inefficiency relates to the information-gating properties of the nervous system being out of “synch” with efficient performance of selected tasks. High-impulsive subjects are visual N100 event-related potential augmentors, which would be consistent with this dyssynchrony occurring in the early stages of information processing. We also hypothesize that impulsiveness is related to serotonin (high impulsiveness related to low serotonin levels). Our psychopharmacological-psychophysiological studies of information processing would be consistent with the latter hypothesis.     

Heart rate variability and respiratory concomitants of visual and nonvisual “imagery” and cognitive style

Attention to visual and nonvisual imagery, elicited by an imagery questionnaire, was studied using both within and between subjects analyses of cardiac and respiratory parameters. Visual imagery was accompanied by more regular interbeat heart rate (HR) and shorter, more stable respiratory cycles than nonvisual imagery. “Visually-oriented” thinkers (visualizers), identified by a word association test, manifested less overall variability in HR than “verbally-oriented” thinkers (verbalizers), as well as less variable HR and respiratory period during visual imagery. Visual and nonvisual imagery differed in HR variability for verbalizers and in respiration period for visualizers. The results are discussed in terms of the concepts of attention deployment, “mental load”, cerebral asymmetry, and stylistic personality differences in cognitive functioning.     

Which factors best account for academic success: Those which college students can control or those they cannot?

This study integrates research linking academic performance with individual differences and class attendance. Whereas individual differences (ability, traits) are not controllable by students, students can control their attendance, study and work. Thus we sought to determine the extent to which “control” and “no control” variables predict academic performance. With N = 338, measures of verbal ability, the five-factor model, GPA, academic goals, and study behavior were used to predict exams, attendance, and independent projects completed. Uncontrollable factors accounted for 37% of the variance in exam scores; controllable factors accounted for an additional 6–10%. We also found an interaction such that, relative to low-ability peers, high-ability students’ attendance most enhanced their exam performance. Attendance was best accounted for by GPA, study and work. Projects were best predicted by low verbal ability and by personality traits.