Confirmatory factor analysis of the Behavior Rating Inventory of Executive Function (BRIEF) in a clinical sample.

Evidence for the validity of the Behavior Rating Inventory of Executive Function (BRIEF; Gioia, Isquith, Guy, & Kenworthy, 2000) based on internal structure was examined in a sample of children with mixed clinical diagnoses via maximum likelihood confirmatory factor analysis. Four alternative factor models of children's executive function, based on current theories that posit a unidimensional versus fractionated model (Rabbitt, 1997; Shallice & Burgess, 1991), using the revised 9-scale BRIEF configuration that separates two components of the Monitor scale, were examined for model fit. A 3-factor structure best modeled the data when compared directly with 1-, 2-, and 4-factor models. The 3-factor model was defined by a Behavior Regulation factor consisting of the BRIEF Inhibit and Self-Monitor scales, an Emotional Regulation factor consisting of the Emotional Control and Shift scales, and a Metacognition factor composed of the Working Memory, Initiate, Plan/Organize, Organization of Materials, and Task-Monitor scales. The findings support a fractionated, multi-component view of executive function as measured by the BRIEF.     

Gone too far—or not far enough? Comments on the article by Ashton and Lee (2001)

Ashton and Lee argue that Honesty should be added to the Big Five model of personality as a sixth factor, and present a theoretical framework for interpreting Big Five factors and Honesty that helps make sense of the proposed six‐factor structure. The attempt by Ashton and Lee to go beyond the Big Five is applauded, but numerous problems are evident. Adding Honesty to the Big Five is plausible only if one ignores key assumptions that the Big Five model consists of independent factors that are candidates for pervasive lexical universals. The proposal does not take into account significant deviations from the Anglo‐Germanic Big Five that have occurred in emic studies of languages having their origin outside of northern Europe, nor potential substantive interpretations of the widely replicated Negative Valence factor. Future studies should seek improvements or alternatives to the Big Five in a way that keeps constituent factors well discriminated from one another and enhances the likelihood of ubiquity across diverse languages and cultures. Copyright © 2002 John Wiley & Sons, Ltd.     

Alternatives to traditional mentoring in fostering career success

Researchers have called for an examination of the roles that alternatives to traditional mentoring play in individuals’ career success. This study tests how important, but less examined factors, such as employees’ direct leader, personal and work factors such as ability and the formality of the organization, and employees’ engagement in career management strategies relate to career outcomes. Mechanisms intervening in the relationship between mentoring alternatives and career success were examined, including the moderating effect of individual differences (e.g., proactive personality, career motivation, and career stage) and the mediating role of employees’ career self-efficacy. We discuss how our results continue the examination of alternative sources of mentoring and contribute to existing theory. Finally, we elaborate on the practical importance of our results for situations where alternatives to traditional mentoring are needed.     

Intuition: A fundamental bridging construct in the behavioural sciences

The concept of intuition has, until recently, received scant scholarly attention within and beyond the psychological sciences, despite its potential to unify a number of lines of inquiry. Presently, the literature on intuition is conceptually underdeveloped and dispersed across a range of domains of application, from education, to management, to health. In this article, we clarify and distinguish intuition from related constructs, such as insight, and review a number of theoretical models that attempt to unify cognition and affect. Intuition's place within a broader conceptual framework that distinguishes between two fundamental types of human information processing is explored. We examine recent evidence from the field of social cognitive neuroscience that identifies the potential neural correlates of these separate systems and conclude by identifying a number of theoretical and methodological challenges associated with the valid and reliable assessment of intuition as a basis for future research in this burgeoning field of inquiry.     

Testing the measurement equivalence of personality adjective items across cultures

Although previous research has examined cross-cultural differences in personality, many of these studies neglected to first establish that the measures being used were equivalent in meaning across cultures. Using samples of Chinese, Greek, and American respondents, the measurement equivalence of the Big Five Mini-Markers [Saucier, G. (1994). Mini-markers: A brief version of Goldberg’s unipolar Big-Five markers. Journal of Personality assessment, 63, 506–516] was assessed using confirmatory factor analysis. The results indicate that all of the scales demonstrate configural invariance, but fail to show metric or scalar invariance. Several adjectives from these scales were found to exhibit bias at the item-level. The practical implications of these results are discussed and future research is suggested.     

Recurrent Personality Dimensions in Inclusive Lexical Studies: Indications for a Big Six Structure

ABSTRACT Previous evidence for both the Big Five and the alternative six-factor model has been drawn from lexical studies with relatively narrow selections of attributes. This study examined factors from previous lexical studies using a wider selection of attributes in 7 languages (Chinese, English, Filipino, Greek, Hebrew, Spanish, and Turkish) and found 6 recurrent factors, each with common conceptual content across most of the studies. The previous narrow-selection-based six-factor model outperformed the Big Five in capturing the content of the 6 recurrent wideband factors. Adjective markers of the 6 recurrent wideband factors showed substantial incremental prediction of important criterion variables over and above the Big Five. Correspondence between wideband 6 and narrowband 6 factors indicate they are variants of a "Big Six" model that is more general across variable-selection procedures and may be more general across languages and populations.