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.     

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.     

IPI and MMPI predictions of counterproductive job behaviors by racial group

Correctional officers hired by a large urban agency between 1980 and 1985 were administered the Inwald Personality Inventory (IPI) and Minnesota Multiphasic Personality Inventory (MMPI) before being appointed to the job. The 3,349 white, 3,391 black, and 1,547 hispanic male officers were subsequently evaluated on their job status and histories of absence, lateness, and disciplinary interviews. Discriminant function analyses were applied to the IPI and MMPI, alone and together, to assess any race differences in their prediction accuracy for each counterproductive job behavior measure. No significant bias in prediction accuracy was detected, though hispanic males tended to have the highest number of correct predictions. The implementation of prediction equations for these tests would have reduced negative job behaviors by as much as 13%. Analyses of the relative percentages of good performers rated incorrectly were also included.     

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.     

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.     

MMPI Profiles of Problem Peace Officers

The Minnesota Multiphasic Personality Inventory (MMPI) profiles of officers who had been involved in serious disciplinary actions were compared with those of a matched group of officers who had not been involved in such actions. A multivariate analysis of variance (MANOVA) found the profiles of the two groups to be significantly different, with Scales F, 5, 6, and 9 significantly higher and Scale L significantly lower for the problem group. In addition, subjects in the problem group were twice as likely to have a high-point elevation T-score greater than or equal to 70 as their nonproblem counterparts. Overall, these results indicate that any degree of psychopathology, as reflected by MMPI profile elevations, increases the likelihood of serious job performance problems. In addition, a presentation of self as conventional and moderately defended is associated with a lesser likelihood of job difficulty, whereas characteristics such as hypersensitivity, impulsivity, and poor frustration tolerance contribute to significant job problems.     

MMPI profiles of problem peace officers

The Minnesota Multiphasic Personality Inventory (MMPI) profiles of officers who had been involved in serious disciplinary actions were compared with those of a matched group of officers who had not been involved in such actions. A multivariate analysis of variance (MANOVA) found the profiles of the two groups to be significantly different, with Scales F, 5, 6, and 9 significantly higher and Scale L significantly lower for the problem group. In addition, subjects in the problem group were twice as likely to have a high-point elevation T-score greater than or equal to 70 as their nonproblem counterparts. Overall, these results indicate that any degree of psychopathology, as reflected by MMPI profile elevations, increases the likelihood of serious job performance problems. In addition, a presentation of self as conventional and moderately defended is associated with a lesser likelihood of job difficulty, whereas characteristics such as hypersensitivity, impulsivity, and poor frustration tolerance contribute to significant job problems.     

EFFECTS OF MULTIPLE ADMINISTRATIONS OF THE MMPI FOR EMPLOYEE SCREENING

Psychological screening has become commonplace in a number of occupational groups. With the growing popularity of screening and the relative scarcity of appropriate personality measures, re-screening individuals with the same inventory is frequent. This paper examines the effect of re-screening with the Minnesota Multiphasic Personality Inventory (MMPI) on contract workers (n = 1,997) from the nuclear power industry. Participants completed the Inventory as a part of a routine screening procedure. Each participant provided several profiles as a result of regular employment cycles. Although the differences are generally small, some scales show large enough mean changes to warrant concern when interpreting the profiles of those who have taken the profile multiple times. Although scale reliabilities tend to increase, the usefulness of the Inventory appears to decrease with an increasing number of administrations. The effect is one of increasing normality of test profiles. One interpretation of the results is that candidates for jobs become "test-wise," and the scores are the result of a combination of responses to the repeated assessment. It becomes increasingly difficult to identify unfit employees with the Inventory. Given these results, further research on retesting effects of the Inventov, as well as other personality measures, is indicated.     

Concurrent validation of Hutt's Bender Gestalt screening method for schizophrenia, depression, and brain damage

The effectiveness of Hutt's Bender Gestalt scoring system in screening for schizophrenia, depression, and brain damage was investigated in a sample of mixed, psychiatric inpatients. Fifteen patients represented each diagnostic category. After an examination of each patient's Bender Gestalt protocol according to Hutt's criteria, it was found that the true positive and true negative success rates of the screening procedures for depression and brain damage were significantly higher than corresponding base rates. The Lacks Bender Gestalt screening method for brain damage was no more successful than the Hutt method in identifying true positives and true negatives. With the brain-damaged patients excluded, Hutt's screening procedures for both depression and schizophrenia resulted in significantly high rates of successful identification of true positives and true negatives. Moreover, these rates did not significantly differ from those determined by patients' Minnesota Multiphasic Personality Inventory (MMPI) T scores on corresponding scales.     

MMPI correlates of Exner's Egocentricity Index in an adolescent psychiatric population

This research examined the relationship between Exner's Egocentricity Index (EI) and Minnesota Multiphasic Personality Inventory (MMPI) Scales 2, 4, and 9 in an adolescent psychiatric population. Subjects with a low EI had significantly higher MMPI Depression (D) scale elevations compared to those with a high EI. Furthermore, of the adolescents who had Scale 2 scores in the clinical range, 68% also had an EI in the bottom half of the distribution. There was no relationship between the EI and MMPI scales 4 and 9. These findings are discussed in light of the generally poor correlations between MMPI and Rorschach variables.     

Concurrent Validation of Hutt's Bender Gestalt Screening Method for Schizophrenia,Depression, and Brain Damage

The effectiveness of Hutt's Bender Gestalt scoring system in screening for schizophrenia, depression, and brain damage was investigated in a sample of mixed, psychiatric inpatients. Fifteen patients represented each diagnostic category. After an examination of each patient's Bender Gestalt protocol according to Hutt's criteria, it was found that the true positive and true negative success rates of the screening procedures for depression and brain damage were significantly higher than corresponding base rates. The Lacks Bender Gestalt screening method for brain damage was no more successful than the Hurt method in identifying true positives and true negatives. With the brain-damaged patients excluded, Hutt's screening procedures for both depression and schizophrenia resulted in significantly high rates of successful identification of true positives and true negatives. Moreover, these rates did not significantly differ from those determined by patients' Minnesota Multiphasic Personality Inventory (MMPI) T scores on corresponding scales.     

Conversion equations for modified scoring of the MMPI-168

For a sample of 300 patients who had been administered the Minnesota Multiphasic Personality Inventory (MMPI), the MMPI-168 was extracted from the full MMPI and scored to incorporate those items normally excluded by Form R keys. MMPI-168 correlations with the full MMPI ranged from .80 to .97 with a mean of .90, indicating satisfactory statistical validity, and modified scoring was shown to improve predictability for Pa and Sc. Using these data, substitution equations for transforming MMPI-168 raw scores to estimates of full-scale scores were calculated. These transformations did not differ greatly from those reported in previous research except on Pa and Sc, where additional items increase scale length substantially.     

The Inwald Personality Inventory (IPI) and Hilson Research inventories: Development and rationale

This article provides a “behind-the-scenes” account of how and why the Inwald/ Hilson tests were developed. Since the 1970s, personality testing has been adapted and customized for use in selecting applicants for different occupations, including police, public safety, fire and emergency services personnel. The author developed the Inwald Personality Inventory (IPI) in 1979 as the first comprehensive behaviorally-based personality measure designed and validated specifically for use in high risk occupations, such as law enforcement. Over time, studies consistently demonstrated that the IPI was a better predictor of poor job performance than were traditional tests of psychopathology. While antisocial behavior patterns and characteristics measured by the IPI predicted poor job performance, there also developed a need for measures that would predict above-average/excellent performance in the workplace. In 1988, the author designed and validated the first comprehensive test of “positive” work-related characteristics or “emotional IQ,” the Hilson Personnel Profile/Success Quotient (HPP/SQ). Other instruments followed, including the Inwald Survey 5 — Revised (IS5-R) with questions added on domestic violence. This article describes the theoretical rationale, development and validation of several instruments developed by the author and now widely used for high risk occupations and for screening corporate managers and key personnel in occupational settings.     

Correlations Between the MMPI and the Scale for the Assessment of Positive Symptoms and the Scale for the Assessment of Negative Symptoms in Schizophrenic Patients

Our study examined the relationship between the Minnesota Multiphasic Personality Inventory (MMPI) and the Scale for the Assessment of Positive Symptoms (SAPS; Andreason, 1984) and the Scale for the Assessment of Negative Symptoms (SANS, Andreason, 1983) in patients who met the Diagnostic and Statistical Manual of Mental Disorders (3rd ed., rev.; American Psychiatric Association, 1987) diagnostic criteria for schizophrenia (n = 125). A significant correlation was found between the SAPS Delusions scale and Scale 6 (Paranoia), the SAPS Positive Thought Disorder Scale and Scale F (Infrequency), and the SAPS Positive Thought Disorder and Scale 9 (Hypomania). Additional analysis also shows, however, that severity of symptoms was the best predictor of MMPI scores. Consistent with previous studies, the MMPI appears useful for screening but not for the detailed evaluation of symptomatology of schizophrenic patients.     

A Short MMPI Scale to Identify People Likely to Begin Smoking

An item analysis of the Minnesota Multiphasic Personality Inventory (MMPI) was conducted to develop questionnaires that best discriminated (a) individuals who ever smoked versus those who never smoked and (b) ex-smokers from current smokers. The analyses were based on a sample of subjects who took the MMPI during 1964-1967 and reported their smoking status during 1987 Although no items distinguished individuals who quit versus continued to smoke, several items discriminated people who ever smoked from nonsmokers. These items formed two factors: Extroversion and Unconventionalism. These results provide support for the importance of extroversion, impulsivity, and antisocial tendencies as personality predictors of smoking initiation. The utility of this MMPI scale is discussed.     

A voice-operated method for administering the MMPI

Paper/pencil psychological tests such as the Minnesota Multiphasic Personality Inventory (MMPI) are difficult to complete independently by patients with limited hand function. This paper describes a voice recognition system developed to allow patients with no hand function to take the MMPI independently. Profiles generated by this system are not statistically different from those generated by standard MMPI booklet format. Limitations and possible extensions of the system as it currently exists are discussed.     

(Hu)man versus mean revisited: MMPI group data and psychiatric diagnosis.

A meta-analysis of Minnesota Multiphasic Personality Inventory (MMPI) data from 403 control and psychiatric samples was used to (a) examine demographics associated with previously published MMPI studies, (b) test Goldberg's (1972) indexes for predicting normal versus deviant and neurotic versus psychotic group membership, (c) compare multiple regression, discriminant function, and logistic regression analyses commonly used to study the relation between the MMPI and diagnostic group membership, and (d) examine the signal within the MMPI as it relates to current psychiatric diagnosis. Group data were found to be efficient indicators of the relation between the MMPI and diagnosis, although efficiency is compromised by within-sample heterogeneity. The 3 statistical methods examined obtained equivalent results. Regression models related to group prediction are presented.     

The consistency of scores and configural patterns between the MMPI and MMPI-2

This article is an extension of the Ben-Porath and Butcher (1989a) study, investigating the claim that the scores and configural patterns of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) are consistent with those of the Minnesota Multiphasic Personality Inventory (MMPI). College students (200 men and 200 women) were randomly assigned to either the original to original condition (O-O), in which they took the MMPI twice, or the original to revised condition (O-R), in which they took the MMPI and the MMPI-2. Correlations and configural patterns of the O-O condition were compared to those of the O-R condition. Results suggest some score changes between the MMPI and MMPI-2, particularly on Scales L, 5, and 8 for men and Scales L and 5 for women.