Psychometric properties of the mobility inventory for agoraphobia: convergent, discriminant, and criterion-related validity

Aims of this study were (a) to summarize the psychometric literature on the Mobility Inventory for Agoraphobia (MIA), (b) to examine the convergent and discriminant validity of the MIA's Avoidance Alone and Avoidance Accompanied rating scales relative to clinical severity ratings of anxiety disorders from the Anxiety Disorders Interview Schedule (ADIS), and (c) to establish a cutoff score indicative of interviewers’ diagnosis of agoraphobia for the Avoidance Alone scale. A meta-analytic synthesis of 10 published studies yielded positive evidence for internal consistency and convergent and discriminant validity of the scales. Participants in the present study were 129 people with a diagnosis of panic disorder. Internal consistency was excellent for this sample, α = .95 for AAC and .96 for AAL. When the MIA scales were correlated with interviewer ratings, evidence for convergent and discriminant validity for AAL was strong (convergent r with agoraphobia severity ratings = .63 vs. discriminant rs of .10–.29 for other anxiety disorders) and more modest but still positive for AAC (.54 vs. .01–.37). Receiver operating curve analysis indicated that the optimal operating point for AAL as an indicator of ADIS agoraphobia diagnosis was 1.61, which yielded sensitivity of .87 and specificity of .73.     

The career development inventory

The Career Development Inventory is an American instrument designed to measure the vocational maturity of adolescents. Its scales assess Planning Orientation, Resources for Exploration, and Information and Decision-Making. It can be used in evaluating guidance programmes, services and activities, though there are a number of obstacles to using the instrument effectively in evaluation studies, including the limited impact to be expected of a limited programme, and the relative insensitivity of instruments such as the CDI. The other main use of the instrument is diagnostic, either with groups or in individual counselling. It is now being adapted for use in a number of other countries.     

Examining career persistence and career change intent using the career attitudes and strategies inventory

This is the first study to examine Holland and Gottfredson’s [Holland, J. L., & Gottfredson, G. D. (1994). Career Attitudes and Strategies Inventory: An inventory for understanding adult careers. Odessa, FL: Psychological Assessment Resources.] assertion that the Career Attitudes and Strategies Inventory (CASI) is a useful instrument for differentiating career persisters and career changers. Based on Holland’s (1996; Holland and Gottfredson) [Holland, J. L. (1996). Exploring careers with a typology: What we have learned and some new directions. American Psychologist, 51, 397-406.] expectations and empirical evidence it was hypothesized that persisters (expressed intent to remain in current career) would score higher than changers (expressed intent to change career) on the Job Satisfaction, Work Involvement, Skill Development, and Geographical Barriers scales comprising the CASI. Conversely, it was hypothesized that changers would score higher than persisters on the CASI scales measuring Dominant Style, Career Worries, Interpersonal Abuse, Family Commitment, and Risk-Taking Style. To test these hypotheses, 249 career persisters and 200 career changers completed the CASI. Results indicated that changers were more likely to take risks and were more motivated towards skill development, while persisters were more satisfied in their jobs and reported greater career concerns.     

Convergent and discriminant validity of the Marital Disillusionment Scale

The Marital Disillusionment Scale, together with measures of divorce proneness, marital disaffection, work addiction, sensation seeking, intimacy, and marital satisfaction (using the subscales Marital Disharmony and Disaffection), was administered to 116 married people (42 men, 74 women) in a university town in the western USA. Scores on the Marital Disillusionment Scale had significant positive correlations with scores on the Marital Instability Scale (r = .54), the Marital Disaffection Scale (r = .72), and the two subscales Disharmony (r = .53) and Disaffection (r = .75) of the eMarital Satisfaction Inventory. Scores for the Marital Disillusionment Scale were negatively correlated with those for the Personal Assessment of Intimacy in Relationships Inventory (r = -.65) but were not significantly associated with scores for the Work Addiction Risk Test and the Brief Sensation Seeking Scale. The results support the convergent and discriminant validity of the Marital Disillusionment Scale.     

Convergent and discriminant validity of psychopathy factors assessed via self-report: a comparison of three instruments

Psychopathy has been conceptualized as a personality disorder with distinctive interpersonal-affective and behavioral deviance features. The authors examine correlates of the factors of the Psychopathic Personality Inventory (PPI), Self-Report Psychopathy-II (SRP-II) scale, and Antisocial Process Screening Device (APSD) to understand similarities and differences among the constructs embodied in these instruments. PPI Fearless Dominance and SRP-II Factor 1 were negatively related to most personality disorder symptoms and were both predicted by high Dominance and low Neuroticism. In addition, PPI Fearless Dominance correlated positively with antisocial personality features, although SRP-II Factor 1 did not. In contrast, PPI Impulsive Antisociality, SRP-II Factor 2, and both APSD factors correlated with antisocial personality features and symptoms of nearly all personality disorders, and were predicted by low Love. Results suggest ways in which the measurement of the constructs in each instrument may be improved.     

Construction and validation of a physician career development inventory

The development and psychometric characteristics of the Medical Career Development Inventory (MCDI) are described. The MCDI represents the initial construction of a career maturity measure for a homogeneous population of adults who encounter a common set of vocational development tasks. The inventory is intended to measure both degree of vocational development and readiness to cope with the developmental tasks encountered in a physician's career. The MCDI includes 35 items that address coping behaviors germane to dealing with the vocational tasks constituting the career development continuum of physicians. Initial evaluation of the MCDI's psychometric properties with a sample of 160 student-physicians supported the content validity of the items, construct validity of the scales, and criterion validity of the inventory.     

Predictive validity of the medical specialty preference inventory

Medical schools can assist students by providing them with quality career counseling to help them choose a medical specialty. Many schools use interest inventories to help identify students’ specialty interests. This study examined the predictive validity of one such inventory, the Medical Specialty Preference Inventory (MSPI). In a longitudinal design, we used discriminant function analysis to examine how well students’ scores on the MSPI fit their chosen medical specialty one year later. The MSPI correctly predicted students’ future medical specialty choice 58.1% of the time. These results can help career advisors interpret MSPI scores, and identify students’ most likely medical specialty choice, as well as their second most likely choice.     

The convergent and discriminant validity of the Need for Cognition Scale

This article reports two studies that examined the convergent and discriminant validity of the Need for Cognition Scale (Cacioppo & Petty, 1982). Using samples of college students and prison inmates, need for cognition scores were found to be positively associated with measures of self-esteem, masculine sex role attitudes, absorption, and private self-consciousness. Modest negative associations between need for cognition and measures of public self-consciousness and social anxiety were also uncovered. Need for cognition scores were generally unrelated to measures of feminine and androgynous sex role attitudes, shyness, sociability, and loneliness. These findings add further evidence supporting the construct validity of the Need for Cognition Scale and expand our understanding of the construct of need for cognition.     

The convergent and discriminant validity of subjective fit perceptions

This study examined whether employees develop perceptions about 3 different types of fit: person-organization fit, needs-supplies fit, and demands-abilities fit. Confirmatory factor analyses of data from 2 different samples strongly suggested that employees differentiate between these 3 types of fit. Furthermore, results from a longitudinal design of 187 managers supported both the convergent and discriminant validity of the different types of fit perceptions. Specifically, person-organization fit perceptions were related to organization-focused outcomes (e.g., organizational identification, citizenship behaviors, turnover decisions), whereas needs-supplies fit perceptions were related to job- and career-focused outcomes (e.g., job satisfaction, career satisfaction, occupational commitment). Although demands-abilities fit perceptions emerged as a distinct construct, they were not related to hypothesized outcomes (e.g., job performance, raises).     

Exploring the lay representation of forgiveness: Convergent and discriminant validity

Four studies employing a prototype approach tested the convergent and discriminant validity of a lay forgiveness representation. In Study 1, participants nominated a wide range of forgiveness features. In Study 2, participants rated the centrality of forgiveness features, which created a reliable graded structure from central to peripheral features. Study 3 tested the convergent validity of this lay forgiveness representation while controlling for several confounding variables. In Study 4, the discriminant validity of this lay forgiveness representation was tested through a categorization procedure. The findings replicate and extend prior research on forgiveness (Kearns & Fincham, 2004), and support the psychological reality of a lay forgiveness representation distinct from other victim responses.     

Construct validity and personality correlates of the Strelau temperament inventory

Strelau's reinterpretation of Pavlov's concept of nervous system properties has gained increasing attention in Western personality research, both with regard to the psychometric properties of the Strelau Temperament Inventory (STI) and with regard to the interrelations between STI and Western personality dimensions. The present study investigated the construct validity of the Strength of Excitation scale by examining its relationship to experimental indices of strength of the nervous system. Secondly, data on the convergence between STI, EPQ, SSS IV, and trait anxiety measures are presented, using German translations of all the questionnaires. The results confirmed the correlation between strength of excitation and a reaction time based measure of strength of the nervous system. A factor analysis on the questionnaire scales identified two factors. Factor I (activity/stimulation seeking) consisted of extroversion, mobility, strength of excitation and the sensation seeking scales whereas Factor II (instability vs control) was composed of anxiety/neuroticism/ psychoticism and strength of excitation/strength of inhibition/social desirability. These findings agree with Eysenck's and Strelau's theoretical predictions regarding the interrelations of Pavlovian properties and Western personality dimensions.     

Examination of the reliability and validity of the personality assessment inventory

The reliability, discriminant validity, and construct validity of the Personality Assessment Inventory (PAI) — a multidimensional self-report measure of abnormal personality traits — were examined within the Australian context. Subjects included 151 normals, 30 alcoholics, and 30 schizophrenic patients. A subsample of 70 nonpsychiatric adults responded to the PAI items twice over a test-retest interval of 28 days. The resulting median retest coefficient was 0.7, indicating less than optimal stability. The median alpha (KR₂₁) coefficient was 0.8, suggesting somewhat narrow measurement scales. A significant multivariate main effect was obtained across groups after the effects of age and gender were removed. Multiple comparisons for each of the PAI scales revealed significant differences between the respective groups, as discussed. A higher-order scale factoring did not strongly support the purported PAI structure. In reanalyses of the correlation matrices included in the Professional Manual, the purported PAI factor structure was unable to be replicated for the standardization clinical sample (N=1246), and a confirmatory factor analysis using the normative (validation) correlational data (N=1000) revealed poor fit indices, raising further concerns about construct validity.     

The validity of the Crites model of career maturity

To test the validity of the Crites model of career maturity, career maturity and noncareer maturity measures were administered to 312 ninth graders and to 200 technical college students. Scores on all measures were intercorrelated and factor analyzed. The results show that, as predicted, most of the Career Choice Competencies have more in common with each other than they have with Career Choice Attitudes; Career Choice Competencies are fairly highly positively related to each other; Career Choice Attitudes and Career Choice Competencies have more in common with each other in grade 9 than they do in the post-secondary grades; and there is a relationship between career maturity and sex and race of ninth graders and technical college students. The results do not support the hypothesized multidimensional structure of the Crites model or the hypothesis that variables in the Crites model have more in common with each other than they have with noncareer maturity variables. Discussion includes several possible explanations for failure to support the Crites model, and suggestions for further research.     

A content validity study of the defense mechanism inventory

The content validity of the Defense Mechanism Inventory was tested by 20 raters who evaluated each item in terms of which 15 defenses and three ego threats it represented. Items purportedly measuring the global defense categories of principalization, turning against self, and reversal, achieved relatively high rater agreement (over 70%) while projection and turning against Object fared poorly (29% and 39% respectively). Differential content validity was found in the levels and areas of the Inventory, indicating that the context in which items appear affect their representativeness of defensive behaviors. The individual defense mechanisms were disproportionately represented by the Inventory. Ratings suggested that aggressiveness was the major ego threat being measured by the items. Most of the problems appear correctable through rewriting many of the items.     

Predicting career performance of physicians using the biographical inventory approach

Two critical problems face professional and technical schools and their admissions committees: (1) the criterion problem of defining what constitutes a “good” career practitioner, and (2) the predictor problem of assessing in advance which applicants to the various schools are most likely to become these “good” career practitioners (and not just good students). The present project, working with a 333 physician sample, was designed to establish such criteria and predictors in the field of medicine. Seven important composite and summary criteria were established and five of them were successfully predicted with cross-validities at levels beyond .40 and ranging as high as .56 by a 351-item biographical inventory. A triplecross validation item-analysis design was used.     

Convergent and discriminant validity of selected masculinity and femininity scales

Using Campbell and Fiske's (1959) multitrait-multimethod matrix technique and Jackson's (1975) multimethod factor analysis, convergent and discriminant validity were investigated for masculinity and femininity scales from the Adjective Check List, Bem Sex Role Inventory, and PRF ANDRO Scale as compared with measures of dominance and nurturance. Results indicated very good convergent and discriminant validity for the masculinity and femininity scales from the Adjective Check List and Bem Inventory, but not for the PRF ANDRO Scale. Implications of these results for research on sex roles and psychological androgyny are discussed.     

Convergent and discriminant validity of Russell's revised Wechsler memory scale

The convergent and discriminant validity of Russell's Revised Wechsler Memory Scale (RWMS) was investigated in a sample of 228 males referred to a VA Medical Center Psychology Service for evaluation. Results of correlational and regression analyses involving background characteristics (race, age, ward assignment) and scores on other measures (WAIS, MMPI, Graham-Kendall Memory for Designs, Tapping, Trails, Aphasia Screening Test) suggested both strengths and weaknesses in the RWMS. Strenghts included minimal relationships between RWMS scores and personality disturbance, race, or age, and substantially lower correlations with IQ than reported for the original WMS. Weaknesses involved the measurement properties of the retention scores, and uncertain discriminant validity in relation to the various other ability measures.     

Convergent and discriminant validity of the Taylor and Buss measures of physical aggression

Although the Taylor and Buss paradigms have been the most widely used measures of human physical aggression, few attempts have been made to establish validity of the measures. The present investigation attempted to demonstrate convergent and discriminant validity of the paradigms. Fifty-five males engaged in five tasks designed to measure helping, competition, and aggression. Correlations computed among these measures lend support for convergent and discriminant validity of the Taylor and Buss paradigms.