The stability of adult personality varies across age: Evidence from a two-year longitudinal sample of adult New Zealanders

We model developmental patterns in the stability of Big-Six personality markers over a two-year period in a multi-cohort panel study of adult New Zealanders (n = 3910). Structural Equation Models testing patterns of linear, quadratic and cubic effects identified considerable variation in the stability of most aspects of personality across the adult age range (20–80 years). Agreeableness showed a slight linear decrease in consistency with increasing age. Extraversion, Conscientiousness, Neuroticism, Openness to Experience, and Honesty–Humility exhibited quadratic ‘inverted U’ patterns of rank-order stability. Unlike Agreeableness, the two-year consistency of these other personality dimensions increased from young adulthood towards middle age, then decreased as people progressed toward old age. Implications for personality research and emerging trends are discussed.     

Attitude alignment increases trust,respect, and perceived reasoning ability to produce attraction

When others disagree with us, we like them more if they shift their attitude toward ours (i.e., engage in attitude alignment), but why? This article examined the effects of partner attitude alignment on dyadic (trust, inferred attraction) and personal (respect, perceived reasoning ability) evaluations. In two experiments, participants received feedback that imagined (Experiment 1) or real (Experiment 2) partners engaged (vs. did not engage) in attitude alignment; rated partners on trust, inferred attraction, respect (Experiments 1 and 2), and perceived reasoning ability (Experiment 2); and reported attraction. Individuals were more attracted to partners who engaged in attitude alignment because they viewed them as more trustworthy and worthy of respect and as possessing greater reasoning ability. The role of inferred attraction was unclear.     

对齐法在单因子和三因子多组比较中允许的不等参数率

在传统的多组验证性因子分析中,进行因子均值比较的前提条件是模型满足强测量不变性假设,但该假设在实证研究中很难满足。这时,Asparouhov和Muthén(2014)提出的对齐法是一种可供备选的多组分析法。通过蒙特卡洛模拟研究,探究了在对齐法精确估计模型参数前提下所允许的不等参数率范围。研究发现：在平均组样本量充足,识别算法为固定识别算法等理想状态下,对齐法在单因子模型多组比较中所允许的不等参数率可以是100%;在三因子模型中所允许的不等参数率上限是20%至30%;在此范围内,对齐法允许更多高程度不等参数;在组数目从30、15或9降至3时,对齐法能允许更多的不等参数在模型中。     

A reappraisal of the relationship between span memory and intelligence via “best evidence synthesis”

This paper examines the relationship between span memory [e.g., immediate memory, short-term memory (STM), simple span] and general ability (g) though a reanalysis of two data sets [Christal, R. E. (1959). Factor analytic study of visual memory. Psychological Monographs: General and Applied, 72 (13, Whole No. 466); Kelley, H.P. (1964). Memory abilities: A factor analysis. Psychometric Monographs, No. 11]. Because of their large sample sizes and the multiple measures used to identify each construct, the Christal and Kelley studies were examined within a “best evidence synthesis” framework. Modern structural equation modeling (SEM) techniques were used to examine the relationship between immediate memory and g. Results indicated that in both studies, the relationship between immediate memory and g was quite substantial (.71 and .83), and that this relationship was essentially reduced by half when the common content variance of the tests was accounted for (e.g., verbal, spatial, numerical). Results are discussed within the context of recent research examining the relationship between working memory (WM) and g.     

The differing roles of comparison and contrast in children’s categorization

Comparison of perceptually similar exemplars from an object category encourages children to overlook compelling perceptual similarities and use relational and functional properties more relevant for taxonomic categorization. This article investigates whether showing children a contrasting object that is perceptually similar but out of kind serves the same function as comparison in heightening children’s attention to taxonomically relevant features. In this study, 4-year-olds completed a forced-choice categorization task in which they viewed exemplars from a target category and then selected among (a) a perceptually similar out-of-kind object, (b) a category member that differed perceptually from the exemplars, and (c) a thematically related object. Children were assigned to one of four conditions: No-Compare/No-Contrast, Compare/No-Contrast, No-Compare/Contrast, or Compare/Contrast. As in previous work, comparison increased the frequency of category responses, but there was no effect of contrast on categorization. However, only those in the Compare/Contrast condition displayed consistently taxonomic patterns of responding. Follow-up studies revealed that the effect of comparison plus contrast was evident only when comparison preceded, rather than followed, contrast information and that the value added by providing contrastive information is not attributable to the perceptual similarity between the category exemplars and the contrast object. Comparison and contrast make differing contributions to children’s categorization.     

Factor Indeterminacy as Metrological Uncertainty: Implications for Advancing Psychological Measurement

Researchers have long been aware of the mathematics of factor indeterminacy. Yet, while occasionally discussed, the phenomenon is mostly ignored. In metrology, the measurement discipline of the physical sciences, uncertainty – distinct from both random error (but encompassing it) and systematic error – is a crucial characteristic of any measurement. This research argues that factor indeterminacy is uncertainty. Factor indeterminacy fundamentally threatens the validity of psychometric measurement, because it blurs the linkage between a common factor and the conceptual variable that the factor represents. Acknowledging and quantifying factor indeterminacy is important for progress in reducing this component of uncertainty in measurement, and thus improving psychological measurement over time. Based on our elaborations, we offer a range of recommendations toward achieving this goal.     

形成性测量模型：结构方程模型的新视角

形成性测量模型(Formative Model, FM)是指标变异导致潜变量变异的模型, 反映性测量模型(Reflective Model, RM)是潜变量变异导致指标变异的模型。FM在模型界定、识别和估计、信效度评价以及模型应用等方面均与RM存在极大的不同。模型界定错误会使参数估计发生偏差, 影响统计结论的有效性, 应当审慎考虑指标和潜变量之间的关系, 选择恰当的测量模型。进一步揭示两者的区别和误用带来的偏差, 完善FM的识别和估计、信效度评价方法、对变量含义的解释以及高阶FM的理论解释和模型估计是未来的研究方向。     

Ant Colony Optimization and Local Weighted Structural Equation Modeling. A Tutorial on Novel Item and Person Sampling Procedures for Personality Research

Measurement in personality development faces many psychometric problems. First, theory‐based measurement models do not fit the empirical data in terms of traditional confirmatory factor analysis. Second, measurement invariance across age, which is necessary for a meaningful interpretation of age‐associated personality differences, is rarely accomplished. Finally, continuous moderator variables, such as age, are often artificially categorized. This categorization leads to bias when interpreting differences in personality across age. In this tutorial, we introduce methods to remedy these problems. We illustrate how Ant Colony Optimization can be used to sample indicators that meet prespecified demands such as model fit. Further, we use Local Structural Equation Modeling to resample and weight subjects to study differences in the measurement model across age as a continuous moderator variable. We also provide a detailed illustration for both tools with the Neuroticism scale of the openly available International Personality Item Pool – NEO inventory using data from the UK sample (N = 15 827). Combined, both tools can remedy persistent problems in research on personality and its development. In addition to a step‐by‐step illustration, we provide commented syntax for both tools. © 2019 European Association of Personality Psychology     

Organizational justice and job insecurity as mediators of the effect of emotional intelligence on job satisfaction: A study from China

The current study aimed to explore how individual difference in emotional intelligence influenced job satisfaction, and mainly focused on the confirmation of the mediator roles of organizational justice and job insecurity. A total of 420 staffs from a large-scale IT enterprise in China completed the self-reported emotional intelligence scale, the organizational justice scale, the job insecurity scale and Minnesota job satisfaction questionnaire. The results revealed that emotional intelligence, organizational justice, job insecurity and job satisfaction were significantly correlated with each other. Structural equation modeling indicated that emotional intelligence can significantly influence job satisfaction and the relationship between EI and satisfaction was partially mediated by organizational justice and job insecurity.     

Differentiation is key: should employers offer something unique or the same yet better?

ABSTRACT

Researchers agree that employers should differentiate themselves from their competitors to become the employer of choice. However, from the recruitment literature, it is not clear how employers should differentiate their employment offers. Building upon the structural alignment theory, we investigated in two experimental studies whether offering something unique (i.e., non-alignable attributes; e.g., offer a benefit package when competitors do not) or offering the same yet better (i.e., alignable attributes; e.g., offer a bigger benefit package than competitors) is the most effective differentiation strategy for employment offers and whether this depends on job seekers’ work experience. Offering the same yet better affected job seekers’ preferences more positively than offering something unique in lowly complex judgement and decision-making situations (Study 1) as well as in highly complex judgement and decision-making situations if job seekers had more work experience (Study 2). Hence, our findings suggest that differentiation strategies matter: employers should differentiate by offering the same yet better, particularly when they look for highly experienced job seekers in highly complex judgement and decision-making situations.