The use of personality test norms in work settings: Effects of sample size and relevance

The value of personality test norms for use in work settings depends on norm sample size (N) and relevance, yet research on these criteria is scant and corresponding standards are vague. Using basic statistical principles and Hogan Personality Inventory (HPI) data from 5 sales and 4 trucking samples (N range=394–6,200), we show that (a) N>100 has little practical impact on the reliability of norm‐based standard scores (max=±10 percentile points in 99% of samples) and (b) personality profiles vary more from using different norm samples, between as well as within job families. Averaging across scales, T‐scores based on sales versus trucking norms differed by 7.3 points, whereas maximum differences averaged 7.4 and 7.5 points within the sets of sales and trucking norms, respectively, corresponding in each case to approximately ±14 percentile points. Slightly weaker results obtained using nine additional samples from clerical, managerial, and financial job families, and regression analysis applied to the 18 samples revealed demographic effects on four scale means independently of job family. Personality test developers are urged to build norms for more diverse populations, and test users, to develop local norms to promote more meaningful interpretations of personality test scores.     

The General Factor of Personality (GFP) Relates to Other Ratings of Character and Integrity: Two validity studies in personnel selection and training of the Dutch armed forces

In two studies, we tested whether scores on the general factor of personality (GFP) are associated with other ratings of character and integrity. In Study 1, a total of 3,670 applicants for a military job filled out personality surveys and went through a selection interview. GFPs extracted from two different personality surveys showed meaningful relationships with the job suitability judgments based on the interviews. In Study 2, supervisors rated the integrity of participants (N = 167) who followed a 4‐month military training at the Royal Dutch Military Police. GFPs extracted from three different surveys were correlated with integrity. The findings imply that the GFP is associated with behavioral outcomes, and that the GFP is potentially relevant for personnel selection and appraisal.     

Exploring the Hierarchical Structure of the MMPI–2–RF Personality Psychopathology Five in Psychiatric Patient and University Student Samples

In this study our goal was to examine the hierarchical structure of personality pathology as conceptualized by Harkness and McNulty's (1994) Personality Psychopathology Five (PSY–5) model, as recently operationalized by the MMPI–2–RF (Ben-Porath & Tellegen, 2011) PSY–5r scales. We used Goldberg's (2006) “bass-ackwards” method to obtain factor structure using PSY–5r item data, successively extracting from 1 to 5 factors in a sample of psychiatric patients (n = 1,000) and a sample of university undergraduate students (n = 1,331). Participants from these samples had completed either the MMPI–2 or the MMPI–2–RF. The results were mostly consistent across the 2 samples, with some differences at the 3-factor level. In the patient sample a factor structure representing 3 broad psychopathology domains (internalizing, externalizing, and psychoticism) emerged; in the student sample the 3-factor level represented what is more commonly observed in “normal-range” personality models (negative emotionality, introversion, and disconstraint). At the 5-factor level the basic structure was similar across the 2 samples and represented well the PSY–5r domains.     

Using Personality Testing for Personnel Selection: Faking and Test-Taking Inductions

This research assessed whether warning subjects that faked responses could be detected would reduce the amount of faking that might occur when using a personality test for selection of police officers. Also, personality test subscales which best differentiated honest from dissimulated responses were determined. Subjects (N=120) were randomly assigned to a straight-take (that is, respond honestly), fake good, or modified fake good group. Both fake good groups were instructed to respond to the test so as to appear favourably for the job; additionally, the modified fake good group was warned that faking could be detected and could reduce hiring chances. Multivariate analyses revealed significant differences on the Denial and Deviation subscales between the three conditions (p <0.01). The pattern of differences suggested that the threat of faking detection reduced faking. Potential application of these findings in personnel selection was discussed.     

Development and Initial Validation of the Five-Factor Model Adolescent Personality Questionnaire (FFM–APQ)

This research reports on the 4-phase development of the 25-item Five-Factor Model Adolescent Personality Questionnaire (FFM–APQ). The purpose was to develop and determine initial evidence for validity of a brief adolescent personality inventory using a vocabulary that could be understood by adolescents up to 18 years old. Phase 1 (N = 48) consisted of item generation and expert (N = 5) review of items; Phase 2 (N = 179) involved item analyses; in Phase 3 (N = 496) exploratory factor analysis assessed the underlying structure; in Phase 4 (N = 405) confirmatory factor analyses resulted in a 25-item inventory with 5 subscales.     

Personality characteristics of research volunteers

We evaluated Big Five personality factor differences between research volunteers and nonvolunteers. In the first study, 158 military officers were asked to participate in a mail survey. The personality scores of the officers were available from an archival data set. In our second study, adult siblings from large families were invited to participate in extensive clinical epidemiological evaluations. The personality scores of volunteers (N = 55) and nonvolunteers from the same families (N = 29) were estimated from sibling ratings made by those who participated in the study. In both studies, respondents, compared to nonrespondents, were found to be significantly lower in Neuroticism and higher in Conscientiousness. The second study further indicated respondents as being higher in Extraversion and Agreeableness. Copyright © 2007 John Wiley & Sons, Ltd.     

EFFECTS OF JOB ATTRIBUTES AND RECRUITING PRACTICES ON APPLICANT DECISIONS: A COMPARISON1

Previous research on the factors which affect applicant decisions concerning jobs has focused on the effects of either job attributes or recruiting practices. The present study examined the simultaneous impact of job attributes and recruiting practices on the likelihood of job acceptance by actual job applicants. Path analysis revealed that job attributes but not recruiting practices influenced the likelihood of job acceptance by graduating college students (N= 200). Given that college students might be expected to be the job applicants most swayed by recruiting practices because of their lack of work experience, the results suggest that the emphasis placed on recruiting practices as determinants of applicant decisions may be overstated in the literature.     

Who Seeks Job Resources,and Who Avoids Job Demands? The Link Between Dark Personality Traits and Job Crafting

Although job crafting has been linked repeatedly to positive employee and organizational outcomes, its detrimental side has not been well explored. To understand the way dark personality traits affect the type of crafting in which employees engage, this research focuses on two frameworks: the PEN (psychopathy, extraversion, and neuroticism) framework and the Dark Triad (narcissism, psychopathy, and Machiavellianism). In Study 1, we collected data on the PEN traits and job crafting from 155 individuals in various occupations. We found that neuroticism was negatively related to seeking structural job resources, whereas psychoticism was negatively related to seeking social job resources. We also found that extraversion was positively related to seeking structural and social job resources and to seeking challenging job demands. In Study 2, we examined how the Dark Triad traits predicted job crafting among police officers (N = 135). The results showed that narcissism was positively related to seeking social job resources and challenges, whereas psychopathy was negatively related to seeking social resources. Age and narcissism were positive predictors of reducing job demands. We conclude that personality plays an important role when choosing how to craft one's job. We discuss the practical implications of these findings.     

Job Experience and Big Five Personality Dimensions

Using a sample of engineers (N=80), the correlation between job experience and the personality dimensions was estimated. The results showed very small correlations. Based on these results, we suggest that composites created with job experience and personality measures can be useful for personnel selection.     

Factor Structure and Construct Validity of the Temporal Experience of Pleasure Scales

Feelings of pleasure felt in the moment of goal attainment (consummatory pleasure) are thought to be dissociable from feelings of desire connected with the motivated approach of goals (anticipatory pleasure). The Temporal Experience of Pleasure Scales (TEPS; Gard, Gard, Kring, & John, 2006) was developed to assess individual differences in these distinct processes. Recently, an independent evaluation of the psychometric characteristics of a Chinese-translated TEPS suggested a more complex factor structure (Chan et al., 2012). This study aimed to reexamine the factor structure and convergent and divergent validity of the TEPS in two previously unexamined multiethnic samples. University students in the United Kingdom (N = 294) completed the TEPS and university students in Australia (N = 295) completed the TEPS as well as a battery of conceptually related questionnaires. A confirmatory factor analysis of Gard et al.'s (2006) 2-factor model produced inadequate fit, which model-modification indexes suggested might be due to item cross-loadings. This issue was examined further using an exploratory factor analysis, which revealed a clear 2-factor solution despite cross-loadings among some items. Finally, mixed evidence for convergent–divergent validity was obtained, in terms of relationships between the TEPS and measures of anhedonia, approach-motivation, and positive emotion.     

Concurrent Validity of the Personality Assessment Inventory Borderline Scales in Patients Seeking Dialectical Behavior Therapy

Drawing on a large, nationally representative sample of young adults (the National Longitudinal Study of Adolescent Health; N = 15,701; M age = 29.10), we evaluated the psychometric properties of the Mini-IPIP, a 20-item inventory designed to concisely assess the 5 factors of personality. The results suggest that the Mini-IPIP has a 5-factor structure; most of the scales have acceptable reliability; all the scales have partial or full metric invariance; and the scales exhibit some degree of criterion validity. However, the absence of scalar invariance for many of the scales suggests caution when comparing personality scores among groups defined by sex or race and ethnicity. We offer practical considerations for researchers interested in using this inventory with this sample, and also suggestions for modification of the Mini-IPIP.     

Personality measurement, faking, and employment selection

Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings.     

A Meta‐Analytic Investigation of Job Applicant Faking on Personality Measures

This study investigates the extent to which job applicants fake their responses on personality tests. Thirty‐three studies that compared job applicant and non‐applicant personality scale scores were meta‐analyzed. Across all job types, applicants scored significantly higher than non‐applicants on extraversion (d=.11), emotional stability (d=.44), conscientiousness (d=.45), and openness (d=.13). For certain jobs (e.g., sales), however, the rank ordering of mean differences changed substantially suggesting that job applicants distort responses on personality dimensions that are viewed as particularly job relevant. Smaller mean differences were found in this study than those reported by Viswesvaran and Ones (Educational and Psychological Measurement, 59 (2), 197–210), who compared scores for induced “fake‐good” vs. honest response conditions. Also, direct Big Five measures produced substantially larger differences than did indirect Big Five measures.     

Do Birds of a Feather Flock Together? An Examination of Calling,Congruence, Job Design and Personality as Predictors of Job Satisfaction and Tenure

This study explored whether congruence, calling, job characteristics or personality were better predictors of job satisfaction and tenure. The sample consisted of 1968 employees across four different job roles: sales engineers (N=309), graphic designers (N=383), teachers (N=481) and clergy (N=795). Data was collected as part of a selection and development centre battery. Results found evidence of calling, with clergy reporting significantly higher levels of work satisfaction and tenure, despite the absence of some personality predictors (i.e. conscientiousness) and job characteristics (task identity, feedback). In general personality [particularly conscientiousness (+) and neuroticism (-)] along with job characteristics (variety and autonomy) were the most likely predictors of satisfaction across the different roles. No evidence could be found that congruence predicted work satisfaction or tenure. Results have implications for renewed interest in the role of calling according to its original definition and question the role of congruence in determining best fit especially in the context of vocational assessments.     

Hello From the New Editor

The research goal was to identify potential “contextual” predictors of job performance for military officers. Exploratory factor analysis of job component ratings by military officers (n = 105) in the Irish Defence Forces revealed two “contextual” and two task-related factors. There were no differences in the extent to which contextual job components were a part of the jobs across four military units, but for one contextual factor, contextual components were a significant part of some jobs. Other research shows contextual components increment validity beyond both g and task-related job components. In this first reported study using a sample of military officers to examine contextual job behaviors, the findings suggest contextual components may also increment validity in officer selection models.     

Time Is Money: Polychronicity as a Predictor of Performance Across Job Levels

This series of studies examined the construct and criterion-related validity of polychronicity (i.e., preferences and attitudes associated with multitasking) in managerial and nonmanagerial jobs. A person–situation approach was taken to understand the individual differences and job demand characteristics that help explain the relationship between polychronicity and job performance. Hypotheses were tested with two samples of employees in different organizations (N?=?222 and 168, respectively). Results provide support for polychronicity as a predictor of job performance and a correlate of other individual differences measures (e.g., personality, job-relevant skills). In addition, polychronicity accounted for variance in job performance beyond personality, biodata, and ability. Results are discussed in the context of future research and applications for identifying contexts in which polychronicity is a salient predictor.     

Mapping the Personality Psychopathology Five Domains Onto DSM–IV Personality Disorders in Dutch Clinical and Forensic Samples: Implications for DSM–5

The Personality Psychopathology Five (PSY–5) model represents 5 broadband dimensional personality domains that align with the originally proposed DSM–5 personality trait system, which was eventually placed in Section III for further study. The main objective of this study was to examine the associations between the PSY–5 model and personality disorder criteria. More specifically, we aimed to determine if the PSY–5 domain scales converged with the alternative DSM–5 Section III model for personality disorders, with a particular emphasis on the personality trait profiles proposed for each of the specific personality disorder types. Two samples from The Netherlands consisting of clinical patients from a personality disorder treatment program (n = 190) and forensic psychiatric hospital (n = 162) were used. All patients had been administered the MMPI–2 (from which MMPI–2–RF PSY–5 scales were scored) and structured clinical interviews to assess personality disorder criteria. Results based on Poisson or negative binomial regression models showed statistically significant and meaningful associations for the hypothesized PSY–5 domains for each of the 6 personality disorders, with a few minor exceptions that are discussed in detail. Implications for these findings are also discussed.     

Where does work stress come from? A generalizability analysis of stress in police officers

Differences among workers and workplace stressors both contribute to perceiving work as stressful. However, the relative importance of these sources to work stress is not well delineated. Moreover, the extent to which work stress additionally reflects unique matches between specific workers and particular job stressors is also unclear. In this study, we use generalizability theory to specify and compare sources of variance in stress associated with police work. US police officers (N?=?115) provided ratings of 60 stressors commonly associated with policing duties. Primary and secondary stress appraisal ratings reflected differences among officers in tendencies to generally perceive work stressors as stressful (14–15% officer effect), and also agreement among officers in viewing some stressors as more stressful than others (18–19% stressor effect). However, ratings especially reflected distinct pairings of officers and stressors (38–41% interaction effect). Additional analyses revealed individual differences and stressor characteristics associated with each variance component, including an officer?×?stressor interaction – compared to officers low in neuroticism, highly neurotic officers provided lower primary appraisal ratings of stressors generally seen as not serious, and also higher primary appraisal ratings of stressors that were seen as serious. We discuss implications of the current approach for the continued study of stress at work.     

Examining the Factor Structure of the Self-Compassion Scale in Four Distinct Populations: Is the Use of a Total Scale Score Justified?

This study examined the factor structure of the Self-Compassion Scale (SCS) using a bifactor model, a higher order model, a 6-factor correlated model, a 2-factor correlated model, and a 1-factor model in 4 distinct populations: college undergraduates (N = 222), community adults (N = 1,394), individuals practicing Buddhist meditation (N = 215), and a clinical sample of individuals with a history of recurrent depression (N = 390). The 6-factor correlated model demonstrated the best fit across samples, whereas the 1- and 2-factor models had poor fit. The higher order model also showed relatively poor fit across samples, suggesting it is not representative of the relationship between subscale factors and a general self-compassion factor. The bifactor model, however, had acceptable fit in the student, community, and meditator samples. Although fit was suboptimal in the clinical sample, results suggested an overall self-compassion factor could still be interpreted with some confidence. Moreover, estimates suggested a general self-compassion factor accounted for at least 90% of the reliable variance in SCS scores across samples, and item factor loadings and intercepts were equivalent across samples. Results suggest that a total SCS score can be used as an overall mesure of self-compassion.     

The Five-Factor Model, Conscientiousness, and Driving Accident Involvement

ABSTRACT Personality researchers and theorists are approaching consensus on the basic structure and constructs of personality. Despite the apparent consensus on the emergent five-factor model (Goldberg, 1992, 1993), less is known about external correlates of separate factors. This research examined the relations between Conscientiousness, one dimension of the model, and driving accident involvement. Using multiple measures in independent samples drawn from college students (N= 227) and a temporary employment agency (N= 250), the results generally demonstrate a significant inverse relation between Conscientiousness and driving accident involvement; individuals who rate themselves as more self-disciplined, responsible, reliable, and dependable are less likely to be involved in driving accidents than those who rate themselves lower on these attributes. The findings are consistent with other research demonstrating the relations among Conscientiousness and other tasks and job performance. Suggestions for future research are discussed.