Personality factors in the Eysenck personality questionnaire

Hierarchical factor analyses were carried out on raw scored EPQ data yielded from two samples of subjects, a Gallup adult quota sample of 1198 subjects and 406 university undergraduates. Each sample was split by sex providing six data sets for analysis. Results at the second order level clearly indicated the recovery of practically all the E, N and L items as three distinct factors, P item recovery differed among males and females. Adult female and student female subject groups did not show clear recovery of a substantial majority of P items. Although P, as a factor, did not appear recognisably in the male student sample, this was interpreted as being due either to the low subject: variable ratio and/or to the low subject number (N=171) and its resultant lack of definition of initial P item variance. The P factor appeared most strongly as a second order in the total Gallup, total student, and male Gallup sample.     

Virtual team leadership: The effects of leadership style and communication medium on team interaction styles and outcomes

This study investigated the effects of transformational and transactional leadership styles and communication media on team interaction styles and outcomes. Teams communicated through one of the following three ways: (a) face-to-face, (b) desktop videoconference, or (c) text-based chat. Results indicated that transformational and transactional leadership styles did not affect team interaction styles or outcomes; that the mean constructive interaction score was higher in FTF than videoconference and chat teams, but not significantly higher in videoconference than chat teams; and that teams working in richer communication media did not achieve higher task performance than those communicating through less rich media. Finally, mean team cohesion scores were higher in FTF and videoconference than chat teams, but not significantly higher in FTF than videoconference teams. These results provide further evidence that communication media do have important effects on team interaction styles and cohesion.     

An Apparatus for Observing the Formation of Eye-Hand Coordination

Witkin, H. A., Lewis, H. B., Hertzman, M., Machover, K., Meissner, P. B., &; Wapner, S. Personality Through Perception: An Experimental and Clinical Study. New York: Harper, 1954. Pp. 571. Reviewed by Michael Wertheimer.     

Quality of Life in the U.S. Navy: Impact on Performance and Career Continuance

Previous research has shown the importance of quality of life (QOL) for critical organizational outcomes such as the retention of U.S. Navy personnel (Wilcove, Schwerin, &; Wolosin, 2003 Wilcove, G., Schwerin, M. and Wolosin, D. 2003. An exploratory model of quality of life in the U.S. Navy.. Military Psychology, 15(2): 133–152. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]) and Marines (Hindelang, Schwerin, &; Farmer, 2004 Hindelang, R. L., Schwerin, M. J. and Farmer, W. L. 2004. Quality of life (QOL) in the U.S. Marine Corps: The validation of a QOL model for predicting reenlistment intentions.. Military Psychology, 16(2): 115–134. [Taylor &; Francis Online], [Web of Science ®] , [Google Scholar]). These studies employed a life domains approach addressing a full range of work and non-work life needs as well as specific aspects of each life domain. In contrast, most other research exploring outcomes critical to military organizations focused only on work life needs of personnel (e.g., job satisfaction, organizational commitment, command climate). This study extends previous research by (a) including both performance and career-continuance plans of personnel as outcomes of interest, (b) exploring the contribution of an additional life need—spiritual well-being—to the measurement of QOL, and (c) examining changes in perceptions of QOL over time between 1999 and 2002 among U.S. Navy personnel. Implications of findings to military personnel, families, and manpower and personnel policy as well as future directions for research are discussed.