Item grouping and item randomization in personality measurement

This paper describes a study examining the impact of item order in personality measurement on reliability, measurement equivalence and scale-level correlations. A large sample of university students completed one of three forms of the International Personality Item Pool version of the Big Five personality inventory: items sorted at random, items sorted by factor, and items cycled through factors. Results showed that the underlying measurement model and the internal consistency of the IPIP-Big Five scale was unaffected by differences in item order. Also, most of the scale-level correlations among factors were not significantly different across forms. Implications for the administration of tests and interpretation of test scores are discussed, and future research directions are offered.     

The motivational effects of thinking and worrying about the effects of smoking cigarettes

We tested a strategy to encourage cigarette smokers to think more frequently about the negative consequences of smoking, reasoning that increased thought might lead to greater worry and motivation to quit. College students who smoked daily were randomly assigned to one of three conditions in which they wore watches for one week that sounded an alarm randomly four times each day. When alerted, the students read one of eight cards that either had a written statement about studying (control condition), a statement about the negative effects of smoking behaviour (text condition), or a negative smoking statement accompanied by a picture (e.g., a blackened lung; image condition). Measures collected at week's end revealed that the smoking cards had no effects on perceived risk, but they increased worry and reports of intrusive thoughts, and had a small but reliable effect on plans to quit. Correlational data also supported the relationship between worry and motivation to quit, and we discuss the possible benefits of “normal” worrying and strategies for capitalising on the worry–motivation relationship to encourage smokers to abandon cigarettes.     

The Multitasking Preference Inventory: Toward an Improved Measure of Individual Differences in Polychronicity

This article describes the initial development of a new measure of individual polychronicity, a construct indicating a preference for multitasking as opposed to performing only one task at a time. Following a brief review of past definitional issues, a revised definition is offered and a new measure of polychronicity—the Multitasking Preference Inventory (MPI)—is created based on this definition. Three studies describe the creation, pilot testing, and psychometric refinement of an initial pool of items (Study 1); a convergent and discriminant validity analysis (Study 2); and initial findings with respect to the criterion-related validity of scores on the MPI (Study 3). Together, these findings provide preliminary evidence for the reliability of scores on the MPI and the validity of the MPI in predicting variables relevant to multitasking.     

The Team Personality–Team Performance Relationship Revisited: The Impact of Criterion Choice,Pattern of Workflow,and Method of Aggregation

Using meta-analytic evidence, this study tested trait- and task-based theoretical approaches to team personality management, using both team behaviors and team outcomes as criteria. Trait theories state that maximization of the team trait is harmful for Extroversion (complementary team fit) but beneficial for Conscientiousness, Agreeableness, and Emotional Stability (supplementary fit). Task-based theories state that tasks with few work exchanges are best reflected by mean trait scores, whereas tasks with frequent work exchanges are best represented by other types of scores (e.g., minimum score). Correlations between different aggregations of team personality and team performance were coded, as well as the study criterion choice and the pattern of workflow (as moderators). Partial support for both trait and task theories were found. Team Conscientiousness and Agreeableness provided supplementary fit primarily with team behaviors, but there was mixed evidence that Extroversion provided complementary fit. Furthermore, minimum and variance measures of the team trait related to team performance in tasks with frequent work exchanges, but not in tasks with few work exchanges. Results suggest several limitations with existing measurement methods, which are discussed.     

Normative Scoring of Multidimensional Pairwise Preference Personality Scales Using IRT: Empirical Comparisons With Other Formats

In this article, we offer some suggestions as to why tetrads and pentads have become the dominant formats for administering multidimensional forced choice (MFC) items but, in turn, raise questions regarding the underlying psychometric model and means of addressing item quality and scoring accuracy. We then focus our attention on multidimensional pairwise preference (MDPP) items and present an item response theory–based approach to constructing and modeling MDPP responses directly, assessing information at the item and scale levels, and a way of computing standard errors for trait scores and estimating scale reliability. To demonstrate the viability of this method for applied use, we show that the correspondence between MDPP scores derived from direct modeling with those obtained using single statement and unidimensional pairwise preference measures administered in a laboratory setting. Trait score correlations and criterion related validities are compared across testing formats and rating sources (i.e., self and other), and the usefulness of our model-based approach is further demonstrated by some illustrative results involving computerized adaptive tests (CAT).     

Calibrating Situation Awareness and Confidence Within a Multinational Coalition Operation

In the present article the calibration of situation awareness and confidence within a multinational coalition was examined. The results revealed differential levels of situational awareness and calibration across the members of the coalition. These findings are discussed in terms of both linguistic and cultural differences within the coalition and the potential implications that poor calibration can have for decision-making and overall team performance.     

Toward a Positive Military Psychology

The present study used an informant method of psychiatric assessment to evaluate Saddam Hussein, and these results were compared to a posthumous assessment of Adolf Hitler. Eleven Iraqi adults who lived under Hussein's influence for a median of 24 years completed the Coolidge Axis II Inventory, a measure of 14 personality disorders. The mean consensus among the 11 raters was r = .57. It revealed that Hussein probably reached diagnostic threshold for the sadistic (T score M = 81.0), paranoid (T score M = 79.3), antisocial (T score M = 77.4), and narcissistic (T score M = 74.2) personality disorders. The correlation between the consensus profile for Hussein and a consensus profile of 5 Hitler experts was r = .79, indicating a very strong similarity between the two profiles. It was concluded that Saddam Hussein had many of the same personality disorders or their features as Adolf Hitler, although sadistic features were stronger in Hussein than Hitler. It appeared that a “Big Four” personality disorders constellation emerged for these two dictators, and they were sadistic, antisocial, paranoid, and narcissistic. It was also found that Hussein might have had some traits or features of paranoid schizophrenia. Implications for diplomacy and negotiations with persons with similar personality profiles are proffered.     

Getting What the Occupation Gives: Exploring Multilevel Links Between Work Design and Occupational Values

The history of work design research is voluminous and compelling. Thousands of studies have demonstrated the wide‐reaching and powerful impact the design of work can have on a host of meaningful outcomes. Yet, absent in much of this research is an explicit consideration of the context within which work is performed and how this context might impact work design. Drawing from the theory of work adjustment, we describe the different ways in which occupations are linked to work design. In a sample of 805 individuals from 230 occupations, our multilevel examinations show the occupational‐level values of achievement, independence, altruism, status, and comfort are related to a variety of work characteristics. In addition, we found that work characteristics are key mechanisms through which these occupational values affect individual‐level job satisfaction. Implications of these results for work design theory and practice are discussed.     

Conceptions of criminal and delinquent acts

We estimate a series of multivariate logistic regression models specifying the effects of gender and other variables on the initiation and escalation of alcohol and other substance use/abuse in a sample of young adults from a general population. After controlling for race, ethnicity, father's education, and a tendency to over‐ or underendorse statements, effects of gender on circumstances surrounding initiation/escalation of binge drinking, marijuana use, and use of other illicit drugs were observed to be congruent with the literature on gender‐related sociodevelopmental processes and empirical studies of the circumstances surrounding substance use. Among substance users/abusers, gender was implicated in self‐reports of the relevance of peer influence, needs to enhance self‐importance and a sense of power, conflictive consequences, sensation‐seeking, and reduction of distress in the processes surrounding initiation and escalation of use.