Depressive Tendencies and Susceptibility to Anxiety: Differential Personality Correlates

Although the constructs of depression and anxiety are conceptually and clinically separable, they have been difficult to separate psychometrically. The present study is an attempt to statistically disentangle the two constructs and to evaluate their differential correlates. A common factor analysis of the items in a depression and an anxiety inventory was conducted using data collected from two samples—208 college students and eighty-seven 18-year-olds participating in the Block Longitudinal Study. In both samples two factors, interpreted as depressive tendencies and susceptibility to anxiety, were found; the factor loadings on each factor were highly correlated across the two samples. No sex differences were found in these factor structures. Factor-based scores comprised of well-differentiating items were computed for participants in the Block sample. Using partial correlation analyses, observer-measured as well as self-report-based personality correlates of the specific variance associated with depressive tendencies and with susceptibility to anxiety, respectively, were contrasted. The results indicated that a strong interpersonal component discernible in depression was less noticeable in anxiety.     

Predicting Performance with Contextualized Inventories,No Frame‐of‐reference Effect?

A recent meta‐analysis showed that contextualized personality inventories have incremental predictive validity over generic personality inventories when predicting job performance. This study aimed to investigate the differences between two types of contextualization of items: Adding an ‘at work’ tag versus completely modifying items. One hundred thirty‐nine pharmacy assistants from 29 pharmacies filled out a generic, a tagged, and a completely modified personality inventory. The assistants also provided participant reactions for each of the personality inventories. Performance ratings were collected from the supervising pharmacists. We expected to find incremental criterion validity for both the tagged inventory and the completely modified inventory for predicting job performance. However, the results showed an unexpected decrease in predictive validity for the contextualized inventories. Contextualized inventories were liked less than the generic inventory, but were considered somewhat more face valid and predictive by the participants.     

How general is the “General Factor of Personality”? Evidence from the Texas Adoption Project

Using data from samples of 300 and 220 adoptive families from the Texas Adoption Project, aspects of generality of a “General Factor of Personality” (GFP) were examined: across different personality inventories, across different levels of analysis (items, scales) within an inventory, across self- and others’ judgments, and across sexes, ages, and generations. Considerable, though not complete, generality was found. The average correlation between GFPs from items and scales of a given inventory was .90; between GFPs from the scales of different inventories was .48. Also examined were the heritability of a GFP, its degree of correlation with a general cognitive factor, and its ability to predict real-life criteria such as educational level, marital stability, and substance abuse.     

Introduction to the Special Issue: Personality and the Prediction of Job Performance: More Than the Big Five

The effects of motivated distortion on forced-choice (FC) and normative inventories were examined in three studies. Study 1 examined the effects of distortion on the construct validity of the two item formats in terms of convergent and discriminant validity. The results showed that both types of measures were susceptible to motivated distortion, however the FC items were better indicators of personality and less related to socially desirable responding when participants were asked to respond as if applying for a job. Study 2 considered the criterion-related validity of the inventories in terms of predicting supervisors' ratings of job performance, finding that distortion had a more deleterious effect on the validity of the normative inventory with some enhancement of the validity of the FC inventory being observed. Study 3 investigated whether additional constructs are introduced into the measurement process when motivated respondents attempt to increase scores on FC items. Results of Study 3 indicated that individuals higher in cognitive ability tend to have more accurate theories about which traits are job-related and therefore are more successful at improving scores on FC inventories. Implications for using personality inventories in personnel selection are discussed.     

An S-R inventory of dominance for research on the nature of person-situation interactions1

The development and validation of an S-R inventory of dominance is described. The inventory was found to have high reliability, adequate convergent and discriminant validity, and a meaningful factor structure. In samples of 18 and 164 college students the interaction between persons and situations contributed more to total score variance than did either persons or situations taken separately. Moreover, the percentage of variance due to the person-situation interaction for dominance was found to be substantially larger than those obtained for other personality characteristics that have been studied with S-R inventories. These considerations suggest that this new S-R inventory is particularly appropriate for future research on dominance and the nature of person-situation interactions.     

The Validity of Task Coverage Ratings by Incumbents and Supervisors: Bad News

In this study incumbents from three different jobs were asked to rate lists of their job tasks on various constructs (e.g., time, importance) and then estimate the percentage of their job tasks (task coverage) included in the task list. Incumbents made these ratings under one of two conditions. In two instances, two months after making an initial task coverage rating for the entire list of tasks, the same incumbents were asked to estimate the task coverage of a reduced list of tasks (i.e., half to two-thirds of the tasks were removed from the list presented for rating). In a third instance one group of incumbents completed an entire inventory while a second group completed a reduced inventory. The average task coverage rating for the entire inventories were high (percent estimates ranging in the 80's–90's) and the average of the reduced inventories was much higher than expected (percent estimates in the 70's). It was concluded that incumbents and supervisors were not able to accurately estimate task coverage.     

Factor Structure of the MCMI Basic Personality Scales and Common-Item Artifact

The eight basic personality scales of the Millon Clinical Multiaxial inventory (MCMI) were derived from Millon's theory of personality, but the adequacy of the MCMI for measuring Millon's personality constructs has never been assessed. One major problem with using factor analysis to illuminate the structure of the MCMI personality scales is that artifactual structure may result from item overlap among the scales. To analyze this, item-overlap coefficients were factored and compared to the factor structures of five subject samples. For the eight basic personality scales, three factors emerged for the overlap matrix and each of the five sample matrices: Aloof-Social, Aggressive-Submissive, and Lability-Restraint. It was concluded that these three factors are inconsistent with Millon's theory and that they will be found artifactually across a wide variety of populations due to overlapping items.     

The higher-order factor structures of five personality inventories

This study examined the internal higher-order structures of five personality inventories (the Hogan Personality Inventory, the Occupational Personality Questionnaire, the Sixteen Personality Factor Questionnaire, the Personality and Preferences Inventory, Profile Match). A sample of 356 individuals from the UK working population completed various combinations of the five inventories. Overall, the results indicated sensible and interpretable factor structures for the inventories. Cross-inventory factor analyses of the extracted factors revealed a variant of the Big Five model underpinning them, enabling examination of inventory convergence and divergence. Our study also examined and compared representations of the General Factor of Personality in each of the inventories.     

Assessment of mindfulness by self-report: the Kentucky inventory of mindfulness skills

A self-report inventory for the assessment of mindfulness skills was developed, and its psychometric characteristics and relationships with other constructs were examined. Participants included three samples of undergraduate students and a sample of outpatients with borderline personality disorder Based on discussions of mindfulness in the current literature, four mindfulness skills were specified: observing, describing, acting with awareness, and accepting without judgment. Scales designed to measure each skill were developed and evaluated. Results showed good internal consistency and test-retest reliability and a clear factor structure. Most expected relationships with other constructs were significant. Findings suggest that mindfulness skills are differentially related to aspects of personality and mental health, including neuroticism, psychological symptoms, emotional intelligence, alexithymia, experiential avoidance, dissociation, and absorption.     

A factorial study of the multiphasic,strong, kuder,and bell inventories using a population of adult males

In a centroid factor analysis of the Multiphasic, Strong, Kuder, and Bell inventories using a population of 400 adult males, eight common factors dealing with aspects of personality as measured by these instruments were isolated. Seven of the factors were meaningful and one was a residual. This study indicates little overlap between the two personality and the two interest inventories. It would appear that factors found in these instruments measuring aspects of personality are dichotomous in nature and are not common to the two types of instruments included in this study. That is, two of the factors were common to the two personality inventories, and five of the factors were common to the two interest inventories.Abstract of dissertation submitted at Syracuse University, January, 1949, in partial fulfillment of requirements for the degree of Doctor of Education.     

Five Factor Biodata Inventory: resistance to faking

Faking on a biographical inventory compared to a traditional personality inventory was assessed in measuring the Five Factor Model of Personality. 705 subjects were randomly assigned to either an Answer Honestly or Faking condition. All subjects were recruited from psychology classes at two New Jersey State colleges. Women comprised 68.6% of the participants. The average age of the subjects was 24 yr. 383 subjects took part in the Answer Honestly condition. 322 participated in the Faking condition. In the Faking condition, subjects responded as if applying for the position of librarian. All subjects completed a biodata inventory, the NEO-Five Factor Inventory, a social desirability scale, a letter-cancellation task, and self-reported their grade point average. Criterion-related validity was assessed for both test scores across samples. Comparisons between samples indicated that subjects inflated scores on both inventories in socially desirable directions. Biodata Inventory scores were less elevated under the Faking conditions than the NEO-Five Factor Inventory scores.     

Construct validity and generalizability of the Kirton Adaption–Innovation Inventory

The factor structure of the Kirton (1976) Adaption–Innovation inventory was examined by use of confirmatory factor analysis. A three-factor structure was found, characterized by distinct, yet positively associated, facets, thereby challenging the oft-assumed unidimensional conceptualization of adaption–innovation. The measures were found to achieve satisfactory levels of reliability for the separate facets and to exhibit strong evidence for convergent and discriminant validity. This was demonstrated for the full 32-item inventory, as well as 20-item and 13-item abridgments. Subjects were postgraduate students from the United Kingdom (N = 149), Australia (N = 142), and the United States (N = 131). The three-factor solution was found to generalize across all three samples in the sense of yielding identical factor loadings, error variances, and correlations among facets. Differences in the means of factors were found across samples.     

The General Factor of Personality: The “Big One,” a self-evaluative trait,or a methodological gnat that won’t go away?

Though recent research indicates that the Big Five can be subsumed under a “General Factor of Personality” (GFP), considerable dissention remains about whether the GFP is a substantive trait (either a “mega”-trait or simply, positive self-evaluation), or a response artifact. To disentangle these potential explanations, we estimated GFP saturation based on scales within a single inventory (which may share response artifacts) versus between different inventories (wherein the GFP would be more substantive). Drawing on meta-analytic findings across 370 independent samples of 155,781 individuals, GFP saturation was reduced substantially when based on between inventory data (26%) compared to within inventory data (50%). These results indicate that the GFP functions as a response artifact that may be reduced by administering scales from different inventories. However, some GFP variance also appears to represent stable tendencies that span across inventories. Overall, the GFP appears to be partly a stable, self-evaluative trait and partly a set of response tendencies specific to a particular personality inventory. We discuss the implications of these results for academic and applied personality measurement.     

A quantitative review of the comprehensiveness of the five-factor model in relation to popular personality inventories

Reports of associations between the five-factor model (FFM) and the scales of popular personality inventories have generated controversy regarding the comprehensiveness of the FFM. The controversy is fueled by a preoccupation with capturing scale variance and differentiating between specific scales, whereas the focus should instead be on whether the FFM captures the common variance and the dimensions that exist in personality constructs. Analyses of published data revealed that the portions of scale variance captured by the FFM (mean = 38%) were substantial when evaluated in relation to the portions of common variance that exist in most personality inventories (mean = 50%). Furthermore, interbattery factor analyses indicated that the factor structures in most personality inventories can be closely replicated using data derived solely from scale associations with the FFM. Exceptions to this finding occurred for only 2 of 28 personality inventories. The findings support the comprehensiveness of the FFM.     

The Multidimensional Anger Inventory

Previous research suggests that anger has important social and health consequences, particularly cardiovascular health. The pathogenic aspects of anger have not been identified, however, in part because of a reliance on unidimensional measures of anger. The present article describes psychometric data for an inventory that is sensitive to the multidimensional nature of the anger construct. It was hypothesized that the newly developed Multidimensional Anger Inventory (MAI) would include scales reflective of the following dimensions of anger: frequency, duration, magnitude, mode of expression, hostile outlook, and range of anger-eliciting situations. The mode of expression dimension was expected to contain separate anger-in, anger-out, guilt, brood, and anger-discuss measures. The inventory was administered to two populations: male and female college students and male factory workers. Factor analyses of the MAI within the two samples showed that the frequency, duration, and magnitude dimensions clustered together to form an anger-arousal factor that accounted for 64% and 71% of the variance in the two samples, respectively. The range of anger-eliciting situations and hostile outlook emerged as separate dimensions, as hypothesized. Mode of anger expression was best described by two dimensions labeled anger-in and anger-out. Psychometric analyses of the scale showed that it possessed adequate test-retest reliability (r = 0.75) and high internal consistency (alpha = .84 and .89 for the two samples). The validity of the scale was supported by the expected pattern of relations with other inventories designed to assess anger or hostility. Comparisons of MAI scores between (college versus factory) and within (male versus female) populations were made.     

How general across inventories is a general factor of personality?

Two recent analyses addressing the generality of a general factor of personality (GFP) across different personality inventories came to markedly different conclusions. By applying the methods used by the one that found a GFP to the data used by the one that did not, it was shown that a substantial GFP could be obtained in the latter case. It was also shown that similar GFPs could be derived from sets of more broadly or more narrowly defined questionnaire scales, or from self- and others’ reports on a given inventory. Finally, it was shown that a GFP defined from eight personality inventories showed a modest degree of correlation with criterion variables such as ratings by others and act-frequency clusters.     

The value of relative-time-spent ratings in task-oriented job analysis

Recent studies have called for the abandonment of the relative-time-spent scale in task inventories. This recommendation is based on findings that the job profile created with the scale data is highly correlated with the profile created from a much simpler “Do you perform this task?” checklist. We examined this issue using 3 inventories and 42 jobs (N=2252). Profile correlations were computed on only the tasks actually performed by incumbents to avoid possibly inflated rs due to including irrelevant tasks. The specificity of task inventory items was proposed as an explanation for the high correlation between the two job profiles. Specificity of items was examined by looking at both the type (job duties versus tasks) and the amount (number of items in job profile and average number of items relevant to each job) of items used in the inventory. Correlations between time spent and checklist profiles were in the .80's and .90's regardless of the number of irrelevant tasks or the specificity of tasks. We agree with previous military research and conclude that the relative-time-spent scale has limited incremental utility beyond a dichotomous checklist.     

Factor structure of the Smith irrational beliefs inventory: results of analyses on six independent samples

This study reports the results of six factor analyses (alpha factoring, direct oblimin rotation, Delta= .4) on six items from the Smith Irrational Beliefs Inventory. Six independent samples of 1851 college students (521 men, 1,280 women, 50 sex unstated) were tested. Three factors emerged with identical content for each analysis. Distorted Egocentrism was defined by two items reflecting feelings of entitlement and the naive assumption that events should always turn out favorably the way one desires; Task Exaggeration/Catastrophizing was defined by two items directly depicting a tendency to view challenges as overwhelming and catastrophic; and Isolated Low Self-esteem was defined by two items expressing the feeling that one has unacceptable feelings that could lead to isolation or rejection. Previous research on other irrational belief inventories has yielded inconsistent results, with multifactorial solutions emerging for clinical samples and unifactoral solutions for student samples. That the present six factor analytic studies yielded a consistent multifactoral set of irrational beliefs for a very large student sample suggests that factors do emerge when items are initially screened and the subject population is carefully defined.