Longitudinal hierarchical linear modeling analyses of California Psychological Inventory data from age 33 to 75: an examination of stability and change in adult personality

Twenty aspects of personality assessed via the California Psychological Inventory (CPI; Gough & Bradley, 1996) from age 33 to 75 were examined in a sample of 279 individuals. Oakland Growth Study and Berkeley Guidance Study members completed the CPI a maximum of 4 times. We used longitudinal hierarchical linear modeling (HLM) to ask the following: Which personality characteristics change and which do not? Five CPI scales showed uniform lack of change, 2 showed heterogeneous change giving an averaged lack of change, 4 showed linear increases with age, 2 showed linear decreases with age, 4 showed gender or sample differences in linear change, 1 showed a quadratic peak, and 2 showed a quadratic nadir. The utility of HLM becomes apparent in portraying the complexity of personality change and stability.     

Assessment of creativity with the ACL: An empirical comparison of four scales

Several scales have been developed from the Adjective Check List to assess creativity, with almost no comparative data to evaluate them. In this study, two samples, one of research scientists and one of advanced architecture students, were assessed using the A CL scored for the Domino, Gough, Schaefer, and Yarnell scales of creativity. The results indicated a fair amount of equivalence among the four scales, with a tendency for the Domino and the Gough scales to have better convergent and discriminant validity.     

Narcissism and Other‐Derogation in the Absence of Ego Threat

The relation between narcissism and other‐derogation has been examined primarily in the context of ego threat. In three studies, we investigated whether narcissistic individuals derogate others in the absence of ego threat. In Study 1, 79 judges watched four videotaped dyadic interactions and rated the personality of the same four people. In Study 2, 66 judges rated the personality of a friend. In Study 3, 72 judges considered the average Northeastern University student and rated the personality of this hypothetical person. Across the three studies, targets' personality characteristics were described on the 100‐item California Adult Q‐Sort (CAQ; Block, 2008). Judges' ratings of targets were compared to a CAQ prototype of the optimally adjusted person to assess target‐derogation. Judges' narcissism and other‐derogation were positively related in Studies 1 and 2. Narcissism positively predicted and self‐esteem negatively predicted target‐derogation after controlling for each other in Study 3. Narcissistic individuals derogate others more than non‐narcissistic individuals regardless of whether ego threat is present or absent.     

Well-being and motivational person-environment fit: A time-sampling study of emotions

The report is based on the data of seven studies (altogether 188 persons varying in gender, age, and education level) with the author's time-sampling diary, by which the subjects record their momentary mood, the behaviour setting, other persons present, activities, causal attributions of experienced emotions, and affected motives about four times a day for a period of 30 days. For each pattern of four 16PF second-order factors (median split), the relative frequencies of references to six classes of motives (i.e. the personal motive profiles) and for each of 16 behaviour settings, the relative frequencies by which each of those motives was satisfied in the whole sample of persons (environmental motive profiles) were derived from the diary data. The degree of motivational person–environment fit (P–E fit; correlation of personal and environmental motive profiles) was calculated for each combination of personality structure and behaviour setting. As predicted, a person's well-being in a behaviour setting clearly depends on the motivational P–E fit which explains the intra-individual variance of well-being (across situations) and the intra-situational variance (across persons) in addition to the variance explained by emotional stability and extraversion.     

Judgments of impairment and distress associated with symptoms of internalizing and externalizing disorders

The pattern of dysfunction (i.e. impairment vs. distress) judged to be associated with disorders empirically identified by Krueger, Caspi, Moffitt and Silva (1998) as internalizing (e.g. major depressive episode; agoraphobia) was compared to the pattern characterizing disorders classified as externalizing (e.g. antisocial personality disorder; alcohol dependence). In Study 1, lay raters (N=270) judged the social impairment, occupational impairment, and personal distress associated with symptoms of seven internalizing and four externalizing disorders. As predicted, symptoms composing internalizing disorders were perceived as involving a greater degree of distress, and a lesser degree of impairment, relative to symptoms composing externalizing disorders. In Study 2, conducted with a small sample of clinician judges (N=21), symptoms composing internalizing disorders were again judged as involving a greater degree of distress (but, in this case, not a lesser degree of impairment) relative to symptoms composing externalizing disorders. This research provides a novel means of validating the distinction between internalizing and externalizing groups of disorders.     

Personality and culture,the Social Science Research Council,and liberal social engineering: The Advisory Committee on Personality and Culture, 1930–1934

The field of personality and culture was given a significant impetus during the 1930s with the establishment of the Advisory Committee on Personality and Culture (1930–1934) by the Social Science Research Council. This committee provided an early formulation of personality and culture that emphasized the interdisciplinary focus on the processes of personality formation within small‐scale social settings. The committee's formulation also coupled personality and culture with a liberal social engineering approach geared toward cultural reconstruction. Major social scientists and clinicians were involved in the activities of the committee, including Edward Sapir, W. I. Thomas, E. W. Burgess, E. A. Bott, Robert S. Woodworth, Harry Stack Sullivan, C. M. Hincks, and Adolf Meyer. © 2009 Wiley Periodicals, Inc.     

Role of personality and affect on the social support and work family conflict relationship

The relationship between support and work family conflict has been studied extensively, but previous studies have not examined if personality moderates this relationship. In this research, we examine the moderating influence of personality on the relationship between contextual support and work-family conflict across two studies. In Study 1, we examine if core self-evaluations (CSE) moderate the relationship between four different types of workplace support, 1. family friendly work policies (FFOP), 2. family supportive organizational climate (FSOC), 3. perceived organizational support (POS), and 4. perceived supervisor support (PSS), and work interfering with family conflict (WIF) using a sample of working adults (N=435). In Study 2, we examine if Big Five personality traits and negative affect moderate the relationship between co-worker support and (WIF) using a large national sample (N=1130) of working respondents from the “midlife in the US” (MIDUS) study of health and well-being. Taken together, the current research examines the moderating effect of several key personality variables on the relationship between important forms of social support and work family conflict. Results based on these two samples indicate CSE moderates the relationship between POS and WIF, and PSS and WIF, but does not moderate the relationship between FFOP and WIF, or FSOC and WIF. Further, conscientiousness and agreeableness moderate the relationship between co-worker support and WIF. Co-worker support and WIF is stronger for individuals with higher levels of negative affect. We discuss the implications for research and practice relating to work family conflict.     

The Role of Personality Profiles in the Longitudinal Relationship Between Work-related Well-being and Life Satisfaction Among Working Adults in Switzerland

Drawing on the concept of spillover between work and life domains and using a person-centred approach, the present study examined the role of Big Five personality trait profiles in moderating the relationship between work-related well-being and life satisfaction over a 1-year period in a sample of working adults in Switzerland (N = 1204). Latent profile analysis was first carried out to derive and compare alternative latent personality profile models. Subsequently, a two-wave cross-lagged structural equation model using three personality profiles (resilient, average, and oversensitive) as moderators was tested. Work stress and job satisfaction were used as negative and positive indicators of work-related well-being. The results showed that in the overall sample, only Time 1 life satisfaction predicted Time 2 job satisfaction. We found a moderating role for the personality profiles, where the effect of Time 1 work stress on Time 2 life satisfaction became salient in the oversensitive profile, while a significant effect of Time 1 life satisfaction on Time 2 work stress was found in the resilient profile. The current study showed that different combinations of personality traits may determine the way in which work-related well-being and general well-being relate to each other. © 2019 European Association of Personality Psychology     

Personal Characteristics that Distinguish Creative Scientists from Less Creative Scientists

What are the personal characteristics that distinguish the creative scientist from the less creative scientist? This study used the concept of implicit theory in a four‐part study of scientists and graduate students in science. In the first part, we collected 1382 adjective words that describe the personal characteristics of the creative scientist from 354 scientists. In the second part of the study, 542 additional scientists assessed these adjectives. We determined that the personal characteristics of the creative scientist fit into four factors: personality, thinking ability, research ability, and uniqueness. In the third part of the study, we found that the concepts of thinking ability and uniqueness would positively predict 221 graduate students' self‐perceived creativity, and research ability would positively predict their creative motivation. The last part of the study involved having 283 creative scientists and 264 less creative scientists from 30 research institutions rated by three colleagues on the above four factors. A logistic regression found that thinking ability was best able to identify creative scientists while personality best predicted less creative scientists.     

Predicting borderline personality disorder features from personality traits, identity orientation, and attachment styles in Italian nonclinical adults: issues of consistency across age ranges

The aims of this study were to assess whether Borderline Personality Disorder (BPD) features could be predicted by Big Five traits, impulsivity, identity orientation, and adult attachment patterns in a sample of 1,192 adult nonclinical participants, and to evaluate the consistency of these regression models across four age groups (<30 years, 30-39 years, 40-49 years, and >50 years, respectively). In the full sample, measures of neuroticism (N), impulsivity, and anxious insecure attachment were substantial predictors of BPD features (adjusted R(2) = .38, p < .001). Attachment scales were significant predictors of BPD features across all age groups, but different scales were relevant in different age groups. Our results suggest that in nonclinical populations, BPD may represent a complex constellation of personality traits and disturbed attachment patterns.     

Connecting the dots: Illusory pattern perception predicts belief in conspiracies and the supernatural

A common assumption is that belief in conspiracy theories and supernatural phenomena are grounded in illusory pattern perception. In the present research we systematically tested this assumption. Study 1 revealed that such irrational beliefs are related to perceiving patterns in randomly generated coin toss outcomes. In Study 2, pattern search instructions exerted an indirect effect on irrational beliefs through pattern perception. Study 3 revealed that perceiving patterns in chaotic but not in structured paintings predicted irrational beliefs. In Study 4, we found that agreement with texts supporting paranormal phenomena or conspiracy theories predicted pattern perception. In Study 5, we manipulated belief in a specific conspiracy theory. This manipulation influenced the extent to which people perceive patterns in world events, which in turn predicted unrelated irrational beliefs. We conclude that illusory pattern perception is a central cognitive mechanism accounting for conspiracy theories and supernatural beliefs.     

The development and validation of a measure of character: The CIVIC

The present research study sought to develop and validate a character scale – the Comprehensive Inventory of Virtuous Instantiations of Character using a total sample size of 3679 across five studies. In Study 1, character trait items were generated using an integrative classification system. In Study 2, character trait scales were further refined and their factor structure examined, revealing eight higher-order character dimensions or character cores: appreciation, intellectual engagement, fortitude, interpersonal consideration, sincerity, temperance, transcendence, and empathy. Study 3 established convergent validity of character traits with extant measures and discriminability from personality facets, social desirability, and moral cognitive development. Study 4 revealed that character cores were more strongly related to evaluative constructs than personality dimensions. Study 5 demonstrated that character cores predicted performance and psychological well-being outcomes above and beyond personality. The implications of our findings for the assessment and taxonomy of character are discussed.     

A systemic-wholistic approach to differential aging: longitudinal findings from the Berlin Aging Study

Wholistic perspectives on differential change focus on multiple-indicator information at a person level. They supplement the modeling of average trajectories at a variable level. The authors extended cross-sectional work in the Berlin Aging Study (J. Smith & P. B. Baltes, 1997) to 6-year longitudinal cluster analyses (n = 132). At baseline, 3 subgroups were identified with distinct within-person psychological profiles across cognitive, personality, and social integration constructs. Over time, highly similar subgroup profiles were found, and about two thirds of the participants could be classified as remaining in the same subgroups. Baseline subgroups differed in level and slope of change and in 2 outcomes, well-being and mortality. Independent of subgroup membership, subgroup-to-subgroup change was associated with greater decline and predicted poststudy mortality. These findings demonstrate the usefulness of a wholistic approach for long-term prediction of outcomes and within-person systemic variability.     

Personality as Predictor of Work-Related Outcomes: Test of a Mediated Latent Structural Model1

The role of personality in predicting work-related outcomes was examined using structural equation modeling. Data were taken from a national United States sample (n= 1,098) of accounting professionals. Latent personality constructs based on scales from the California Psychological Inventory (Gough, 1957) were specified and tested in a confirmatory measurement model, along with the attitudinal constructs of communication adequacy, role stress, job satisfaction, and propensity to quit. The results of confirmatory factor analyses indicated that the hypothesized personality constructs of extraversion, control, and flexibility were adequately supported by the data, as were each of the attitudinal constructs. Results from the tested structural model indicated that personality effects on propensity to quit were fully mediated by role stress and job satisfaction. Results are discussed in terms of successfully modeling completely latent, multifaceted personality constructs and better understanding the propensity to quit.     

Folk Concepts, Natural Language, and Psychological Constructs: The California Psychological Inventory and the Five-Factor Model

ABSTRACT Both the California Psychological Inventory (CPI; Gough, 1987) and the five-factor model of personality have roots in folk concepts of personality. The present article offers a conceptual analysis of CPI scales in terms of the five-factor model. In the first study, judges rated the item content of CPI scales in terms of the five factors. In the second, CPI scales were correlated with the factors as measured by the NEO Personality Inventory (NEO-PI; Costa & McCrae, 1985b) in a sample of 348 men and women ages 19 to 92. Both studies showed meaningful links between CPI scales and four of the factors; Agreeableness appeared to be underrepresented in CPI scales. The utility of systematic rational item analysis in terms of the five factors and the evolving relation of folk concepts to psychological constructs are discussed.     

Interpersonal perception and personality disorders: Utilization of a thin slice approach

Study 1 expands upon previous research by looking at the ability of untrained raters to detect pathological traits within a normal population of college students. In Study 1, 30-s video clips of 81 target persons were shown to 42 raters. Ratings of traits of personality disorders made by thin slice raters reliably predicted scores on the personality pathology measures obtained from the targets themselves and from close peers. Study 2 is a preliminary examination of how pathological rater traits impacts thin slice accuracy. In Study 2, peer and self-report data were examined regarding 87 thin slice raters. Raters who exhibited traits of narcissistic personality disorder were significantly less accurate in making personality predictions regarding targets. Three clusters of personality items were identified based on rater characteristics related to accuracy in predicting behavior.     

Latent profiles of work motivation in adolescents in relation to work expectations,goal engagement,and changes in work experiences

Motivation plays a key role in successful entry into working life. Based on a cross-sectional and a one-year longitudinal study, we used a person-centered approach to explore work-related motivation (i.e., autonomous goals, positive affect, and occupational self-efficacy) among 577 students in 8th grade (Study 1) and 949 adolescents in vocational training (Study 2). Based on latent profile analysis, in both studies we identified four groups that were characterized by different levels of overall motivation and one group characterized by low positive affect and mean levels in autonomous goals and self-efficacy. Profiles characterized by high levels of motivation showed the highest levels of positive work expectations and goal engagement and the lowest levels of negative work expectations in Study 1 and the highest levels of person-job fit, work engagement, and job satisfaction in Study 2. Moreover, latent difference score analysis showed that motivational profiles predicted changes in person-job fit and work engagement across one year but not in job satisfaction. The results imply that career counselors should be aware of characteristic motivational patterns of clients that may require specific counseling approaches.     

The influence of personality on HE students’ confidence in their academic abilities

Students’ confidence in their academic abilities, measured with the Individual Learning Profile (ILP) scale, was examined in relation to their personality traits and grades. To validate the ILP, in Study 1, factor analysis of data from 3003 students extracted six factors (Reading and Writing, Hard IT, Numeracy, Time Management, Speaking, and Easy IT) with good internal reliability. Subsequently, in Study 2, 130 students completed the refined ILP, and scales measuring the Big Five, Perfectionism, Anxiety, and Self-Esteem. Between 10% and 31% of the variance in four ILP factors, but not IT skills, could be predicted by personality traits, but Self-Esteem and Anxiety were not influential. Higher conscientiousness and openness positively predicted higher confidence in reading and writing, while agreeableness and three aspects of perfectionism predicted confidence in numeracy skills. Being introverted and female were predictive of lower confidence in speaking, as were low conscientiousness and the perfectionistic desire to be organised. Conscientiousness, Extraversion, and the perfectionistic desire to be organised were strong predictors of confidence in time-management skills, which in turn predicted first-year GPA. The reliability of the ILP was examined over the course of a one-year interval.     

Do as you’re told! Facets of agreeableness and early adult outcomes for inner-city boys

With data from the middle cohort of the Pittsburgh Youth Study, a prospective longitudinal study of inner-city boys, we examined whether Big Five agreeableness facets could be reliably recovered in this sample, and whether facets predicted educational, occupational, social, and antisocial life outcomes assessed a decade later. Caregivers described their adolescent boys’ personalities using the Common California Q-Set; twelve years later, participants were interviewed and court records were obtained. Factor analyses recovered two facets: compliance and compassion. Compliance predicted more schooling and lower risk of unemployment, teenage fatherhood, and crime; compassion related to longer committed relationships. Findings highlight the value of studying personality at the facet level.     

The construct and criterion validity of emotional intelligence and its potential utility for management studies

In this study, the authors reviewed the definition of emotional intelligence (EI) and argued that El is conceptually distinct from personality. In Study 1, the authors showed that EI was related to yet distinct from personality dimensions and that it had incremental predictive power on life satisfaction. The authors examined the construct validity of self-reports and others' ratings of EI using two samples in Study 2. In a student sample, parents' ratings explained additional variance in the students' life satisfaction and feelings of powerlessness after controlling for the Big Five personality dimensions. In the work sample, peer ratings were found to be significant predictors of job performance ratings provided by supervisors after controlling for the Big Five personality dimensions. Other implications for future research on EI are discussed.