On the Construct Validity of Integrity Tests: Individual and Situational Factors as Predictors of Test Performance

Although integrity tests are widely applied in screening job applicants, there is a need for research for examining the construct validity of these tests. In the present study, a theoretical model examining the causes of destructive behavior in organizational settings was used to develop background data measures of individual and situational variables that might be related to integrity test scores. Subsequently, 692 undergraduates were asked to complete these background data scales along with (a) two overt integrity tests – the Reid Report and the Personnel Selection Inventory, and (b) two personality‐based measures – the delinquency and socialization scales of the California Psychological Inventory. When scores of these measures were correlated with and regressed on the background data scales, it was found that relevant individual variables, such as narcissism and power motives, and relevant situational variables, such as alienation and exposure to negative peer groups, were related to scores on both types of integrity tests. However, a stronger pattern of validity evidence was obtained for the personality‐based measures and, in all cases, situational variables were found to be better predictors than individual variables. The implications of these findings for the validity of inferences drawn from overt and personality‐based integrity tests are discussed.     

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.     

Personality profiling of South African rugby union players

This study aimed to investigate whether differences exist in the personality profiles of professional and semi-professional rugby union players. Participants were 73 male rugby players, 52 professional players and 21 semi-professional players. All participants completed the NEO Five-Factor Personality Inventory (NEO-FFI) as part of the WebNeuro Sport online assessment. An independent sample t-test showed a statistically significant difference in neuroticism between the professional and semi-professional players. The magnitude-based inference method confirmed the results of the independent sample t-test with a moderate effect. The potential practical value of these findings is that the Neuroticism scale of the Big Five personality dimensions can be used as a screening tool for indicating which players a team would want to recruit and invest time and money in since these players will most likely be capable of progressing to the top level in their sport.     

Personality characteristics associated with romantic attachment: a comparison of interview and self-report methodologies

This study compared the personality attributes associated with self-report versus interview assessment of romantic attachment. Twenty-three-year-olds (N = 83) completed the Romantic Attachment Interview, the Experiences in Close Relationship Inventory, and measures of response bias, self-enhancement, and self-insight. Five psychologists evaluated the participants' personality. Although both self-report and interview assessment were related to attachment-relevant personality attributes, interview assessment was slightly more likely to explain unique variance in personality, especially regarding intrapsychic attributes. Self-enhancement was negatively related to secure attachment and positively related to dismissing attachment. The opposite pattern emerged for self-insight. A subgroup of 12 vulnerable individuals who described themselves as securely attached on self-report was judged as dismissing according to interview assessment. These individuals scored low on self-insight and high on self-enhancement and psychological vulnerability. The results are discussed with reference to the relative strengths of different measures of romantic attachment and relations among dismissing attachment, self-enhancement, and narcissism.     

Screening for personality disorders

A brief but valid self-report measure to screen for personality disorders (PDs) would be a valuable tool in making decisions about further assessment and in planning optimal treatments. In psychiatric and nonpsychiatric samples, we compared the validity of three screening measures: the PD scales from the Inventory of Interpersonal Problems, a self-report version of the Iowa Personality Disorder Screen, and the selfdirectedness scale of the Temperament and Character Inventory. Despite their different theoretical origins, the screeners were highly correlated in a range from .71 to .77. As a result, the use of multiple screeners was not a significant improvement over any individual screener, and no single screener stood out as clearly superior to the others. Each performed modestly in predicting the presence of any PD diagnosis in both the psychiatric and nonpsychiatric groups. Performance was best when predicting a more severe PD diagnosis in the psychiatric sample. The results also highlight the potential value of multiple assessments when relying on self-reports.     

Big Five factors of personality and replicated predictions of behavior

Measures of the Big Five factors of personality were used to predict a variety of criterion variables thought to represent behaviors of some social and cultural significance (e.g., alcohol consumption, grade point average). Analyses focused on replicated predictions across 2 independent samples of participants (Ns = 276 and 142) with 3 different measures of the Big Five (the NEO Five-Factor Inventory, the Revised NEO Personality Inventory, and the Five-Factor Nonverbal Personality Questionnaire, the latter an experimental nonverbal personality inventory). The results indicated substantial consistency in behavior predictions across the different Big Five assessments. The data are interpreted as supporting both the construct validity of the personality measures used and the role of the Big Five factors as determinants of certain complex behaviors.     

The Millon Adolescent Personality Inventory profiles of depressed adolescents

The evidence indicates that adolescent depression may be more difficult to recognize than its adult counterpart, although the reasons for this difficulty remain unclear. The research in this area is in part impeded by the lack of adolescent-specific measures of personality functioning. In this study the personality styles, expressed concerns, and behavioral tendencies of depressed adolescents were investigated by means of the Millon Adolescent Personality Inventory (MAPI), a relatively new personality inventory designed specifically for this age group. Three hundred sixty-six high school students completed the Beck Depression Inventory (BDI) and the MAPI, resulting in 332 valid and reliable MAPI profiles. The data were reduced to two factors, accounting for 65.1% of the total variance, by means of a principal components analysis. The two factors were interpreted as two dimensions of personality functioning associated with depression in adolescents. The first dimension suggested a socially withdrawn, overtly recognizable depression, whereas the second presents acting-out tendencies that may overshadow depressive symptomatology. The findings are integrated with the theoretical positions represented in the literature. Theoretical and practical implications for the use of the MAPI with depressed adolescents are discussed.     

Stability of the Millon Clinical Multiaxial Inventory among psychiatric inpatients

This study investigated the stability of the Millon Clinical Multiaxial Inventory (MCMI) in a sample of psychiatric inpatients over a longer time period and from different perspectives than previous reliability studies. Test-retest reliability was assessed from three perspectives: correlation/regression, equivalence of dimensional structures across testings upon different admissions, and stability of personality style across testings. Some stability from a correlational perspective was found, with higher stability estimates indicated for the basic personality scales in comparison with the clinical symptom scales which is consistent with Millon's theory. The internal structure of the MCMI was essentially identical across testings. Although source of reinforcement and instrumental or coping style were stable across testings beyond chance, the MCMI profiles of a considerable number of subjects were inconsistent across testings. Correspondingly, clinicians should be cautious in using the MCMI to make categorical decisions regarding personality style with inpatients who are tested at admission and who have had repeated hospitalizations.     

The relationship between personality organization as assessed by theory-driven profiles of the Dutch Short Form of the MMPI and self-reported features of personality organization

In this study, we investigated the relationships between features of personality organization (PO) as assessed by theory driven profiles of the Dutch Short Form of the MMPI (DSFM; Luteijn & Kok, 1985) and 2 self-report measures of personality pathology, that is, the Dutch Inventory of Personality Organization (Berghuis, Kamphuis, Boedijn, & Verheul, 2009) and the Dutch Schizotypy Personality Questionnaire-Revised (Vollema & Hoijtink, 2000), in a sample of 190 outpatient psychiatric patients. Results showed that the single scales of all 3 measures segregated into 2 theoretically expected and meaningful dimensions, that is, a dimension assessing severity of personality pathology and an introversion/extraversion dimension. Theory-driven combinations of single DSFM subscales as a measure of level of PO distinguished characteristics of patients at various levels of PO in theoretically predicted ways. Results also suggest that structural personality pathology may not be fully captured by self-report measures.     

Predicting proactive behaviour at work: Exploring the role of personality as an antecedent of whistleblowing behaviour

This paper reports on the role of personality as an antecedent of proactive behaviour at work in the form of whistleblowing. In the interest of triangulation, two studies were used, along with two personality measures. The results of Study 1, conducted among 503 municipality employees, show that the NEO Five‐Factor Inventory dimensions of extraversion and agreeableness are significantly associated with whistleblowing, with odds ratios of 1.13 and 0.91, respectively. The result from Study 2, conducted among a representative sample of employees, shows that the circumplex of interpersonal problems dimension domineering was significantly associated with whistleblowing, with an odds ratio of 1.66. The results suggest that personality, in the form of high extraversion and dominance and low agreeableness, do play a role as antecedents of whistleblowing.     

THE "BIG FIVE" PERSONALITY FACTORS IN THE IPI AND MMPI: PREDICTORS OF POLICE PERFORMANCE

Rational and empirical linkages were formed between the "Big Five" personality factors and two personality inventories: the Inwald Personality Inventory (IPI), which is a personality inventory designed especially for use in the selection of corrections officers, and the Minnesota Multiphasic Personality Inventory (MMPI). A criterion-related validation of the study was then conducted to assess the validity of these two measures of the Big Five in predicting various measures of police performance. Results indicated that while both inventories provided adequate measures of Neuroticism, Extraversion, Agreeableness, and Conscientiousness, neither inventory consistently contributed incremental validity over the Civil Service exam.     

Use of Western and Indigenously Developed Personality Tests in Asia

Cet article passe en revue les recherches transculturelles sur les grandes évaluations de la personnalité dans les pays asiatiques, à savoir le MMPI, l'EPQ, le STAI et le NEO-PI-R. On aborde la question de l'application interculturelle de tests traduits. L'Inventaire d'Evaluation de la Personnalité Chinois (CPAI) est mentionné comme exemple de travaux autochtones qui ont mis en évidence des dimensions originales ou importantes. Développéà l'origine en tant qu'outil d'évaluation culturellement approprié au peuple chinois, le CPAI a ensuite permis de mettre à l'épreuve l'universalité des théories occidentales de la personnalité. Le facteur spécifique du CPAI relatif aux liens interpersonnels est utile pour l'étude d'un aspect de la personnalité qui est absent des mesures de la personnalité importées. On examine aussi les défis à venir qui attendent la recherche et les applications concernant l'évaluation de la personnalité en Asie.
This paper reviews the cross-cultural research on major personality measures in Asian countries, including the MMPI, EPQ, STAI, and the NEO-PI-R. Considerations in the cross-cultural application of translated tests are discussed. The Chinese Personality Assessment Inventory (CPAI) is cited as an example of indigenous measures that have identified culturally salient or unique dimensions. Although developed originally as a culturally relevant assessment tool for Chinese people, the CPAI has also become a means to examine the universality of Western personality theories. The unique Interpersonal Relatedness factor of the CPAI is useful to the study of an aspect of personality that has been absent in imported personality measures. Future challenges for research and applications of personality assessment in Asia are discussed.     

Personality disorders and response to outpatient treatment of chronic pain

As part of a comprehensive interdisciplinary evaluation conducted prior to participation in an outpatient chronic pain treatment program, the psychological status of 101 persons was assessed. The majority of participants was found to have a form of personality disorder, determined by conservative cutoff scores applied to their Millon Clinical Multiaxial Inventory (MCMI) profiles. DSM-III-R Cluster C disorders (i.e., Avoidant, Dependent, Obsessive-Compulsive, and Passive-Aggressive) were overrepresented in this sample. Subsequent analyses revealed that personality disorders were related to higher levels of self-reported distress and pain at both the beginning and the end of outpatient treatment. Differential responses to treatment were observed on self-report measures; however, few relations were found between personality disorder and physical therapist ratings of impairment and improvement. Implications for the assessment of personality disorders in outpatient pain treatment programs are discussed and appropriate intervention strategies are considered.     

Distinctive Personality Profiles of the Interpersonal Style Inventory

To identify a few homogeneous subgroups with distinct personality profiles, the Interpersonal Style Inventory (ISI) was administered to two samples, each composed of 100 university undergraduates. Ward's hierarchical algorithm and the buildup nonhierarchical cluster analytic program was applied to measures of profile similarity among members of each sample. Of the six clusters that were isolated in the first sample, five were matched at significant levels across the two methods. In the second sample, six clusters were matched across clustering procedures at significant levels. Comparisons across samples disclosed five good matches between clusters generated by the Ward hierarchical algorithm, but only one for the nonhierarchical analytic procedures, These results indicate that most IS1 personality profiles can be classified into five or six categories for purposes of interpretation or prediction.     

Domains and facets: hierarchical personality assessment using the revised NEO personality inventory

Personality traits are organized hierarchically, with narrow, specific traits combining to define broad, global factors. The Revised NEO Personality Inventory (NEO-PI-R; Costa & McCrae, 1992c) assesses personality at both levels, with six specific facet scales in each of five broad domains. This article describes conceptual issues in specifying facets of a domain and reports evidence on the validity of NEO-PI-R facet scales. Facet analysis-the interpretation of a scale in terms of the specific facets with which it correlates-is illustrated using alternative measures of the five-factor model and occupational scales. Finally, the hierarchical interpretation of personality profiles is discussed. Interpretation on the domain level yields a rapid understanding of the individual interpretation of specific facet scales gives a more detailed assessment.     

Decision-making competence in everyday life: The roles of general cognitive styles,decision-making styles and personality

Research indicates that decision-making competence in everyday life is associated with certain decision-making styles. The aims of this article are to extend this research by examining (a) the extent to which general cognitive styles explain variance in decision-making competence over and above decision-making styles, and (b) the extent to which personality explains variance in decision-making competence over and above both types of style variable. Participants (N = 355) completed measures of everyday decision-making competence (Decision Outcomes Inventory), decision styles (Decision Style Questionnaire; Maximization Inventory), cognitive styles (the Cognitive Styles Inventory; Rational-Experience Inventory), and the Big Five personality variables (IPIP Big-Five factor scales). The results indicate that cognitive styles offer no incremental validity over decision-making styles in predicting decision-making competence, but that personality does offer substantial incremental validity over general cognitive styles and decision-making styles. Jointly decision-making styles and personality account for a substantial amount of variance in everyday decision-making competence.     

人格与青少年犯罪的关系研究

简要介绍了有关青少年犯罪的人格理论,然后按照研究中所采用的不同的人格测量工具：明尼苏达多相人格测验、艾森克人格问卷、卡特尔16项人格因素测验和加利福尼亚人格问卷,以及大五人格问卷分类综述了近10年来人格与青少年犯罪的关系研究。近五年的研究主要采用大五人格结构,将变量中心法和个体中心法相结合,以及将人格和环境因素相结合来研究人格对青少年犯罪的影响作用。进一步的研究需要在人格测量和研究设计上予以改进,深入揭示人格对青少年犯罪的影响机制     

Personality differentiation and prediction of persistence in physical science and engineering

Discriminant analyses techniques were applied to freshmen California Psychological Inventory (CPI) and Holland Vocational Interest Inventory (VPI) data for 914 male students and were used to predict curricular membership after two years of university education. The results suggest that those who persist in physical science, engineering or other curriculum are significantly discriminable from one another on the basis of freshman personality data, and that these personality variables show reasonable predictive stability when applied to a cross validation sample. Physical scientists appear to be markedly differentiated from engineers or others along an introspection-intellectual versus social conventional dimension. The predictive power of CPI and VPI personality variables while statistically exceeding chance is considerably less than that previously reported for ability or interest measures.     

Predicting workplace victim status from personality

This study examined the extent that workplace victim status can be predicted from personality traits. The sample comprised 60 victims and a control group of 60 non-bullied work colleagues, matched on a number of organizational and personal criteria, from two large organizations (one public, one private) in Eire. Both groups completed a semi-structured interview and the ICES Personality Inventory (Bartram, 1994, 1998). Significant differences emerged between victims and nonvictims on all major ICES scales. Victims tended to be less independent and extroverted, less stable, and more conscientious than non-victims. From the development of a weighted composite personality profile, results illustrated that ICES personality traits strongly predicted victim status. The findings suggest that, using a five-factor framework, personality traits may give an indication of those in an organization most likely to be bullied and an indication as to why these individuals become victims.