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Personality Constructs (personality + construct)
Selected AbstractsINCREMENTAL VALIDITY OF EMPIRICALLY KEYED BIODATA SCALES OVER GMA AND THE FIVE FACTOR PERSONALITY CONSTRUCTSPERSONNEL PSYCHOLOGY, Issue 2 2000MICHAEL K. MOUNT The major purpose of this study was to determine whether empirically keyed, cross-validated biodata scales accounted for incremental variance over that accounted for by the five factor model (FFM) of personality and GMA predictors. A concurrent validation study was employed using 376 employees in a clerical job (222 in the developmental sample and 154 in the cross-validation sample). Results for the cross-validation sample provided support for the hypothesis that biodata predictors accounted for substantial incremental variance beyond that accounted for by the FFM predictors and GMA for 3 of the 4 criteria. Support was also found for the hypothesized zero-order correlations between GMA, FFM, and biodata predictors and the 4 criteria. Theoretical and practical implications are discussed. [source] Two Dimensions of Attachment to God and Their Relation to Affect, Religiosity, and Personality ConstructsJOURNAL FOR THE SCIENTIFIC STUDY OF RELIGION, Issue 4 2002Wade Rowatt In this study we sought to address several limitations of previous research on attachment theory and religion by (1) developing a dimensional attachment to God scale, and (2) demonstrating that dimensions of attachment to God are predictive of measures of affect and personality after controlling for social desirability and other related dimensions of religiosity. Questionnaire measures of these constructs were completed by a sample of university students and community adults (total n= 374). Consistent with prior research on adult romantic attachment, two dimensions of attachment to God were identified: avoidance and anxiety. After statistically controlling for social desirability, intrinsic religiousness, doctrinal orthodoxy, and loving God image, anxious attachment to God remained a significant predictor of neuroticism, negative affect, and (inversely) positive affect; avoidant attachment to God remained a significant inverse predictor of religious symbolic immortality and agreeableness. These findings are evidence that correlations between attachment to God and measures of personality and affect are not merely byproducts of confounding effects of socially desirable responding or other dimensions of religiosity. [source] Personality constructs and measuresPSYCHOLOGY IN THE SCHOOLS, Issue 3 2007Hedwig Teglasi A psychological construct, such as personality, is an abstraction that is not directly seen but inferred through observed regularities in cognitive, affective, and behavioral responses in various settings. Two assumptions give meaning to the idea of construct validity. First, constructs represent real phenomena that exist apart from the potential ways in which they are measured. Second, constructs have a causal relation to their measures (see D. Boorsboom, G.J. Mellenbergh, & J. van Heerden, 2004). According to these twin assumptions, variation in a construct such as personality or intelligence causes individual differences in responses to items on measures; it also accounts for performance in real life settings. An alternative perspective equates a construct with the operation used for its measurement (M. Friedman, 1991) without a presumption of causality. This article elaborates on the implications of different assumptions about measurement, operation-referenced and construct-referenced, for advancing the science and practice of psychology. © 2007 Wiley Periodicals, Inc. Psychol Schs 44: 215,228, 2007. [source] The influence of alexithymia and music on the incidental memory for emotion wordsEUROPEAN JOURNAL OF PERSONALITY, Issue 6 2010Nicolas Vermeulen Abstract Alexithymia is a multifaceted personality construct which encompasses difficulties in identifying and expressing feelings along with an externally oriented cognitive style. We investigated whether congruent vs. incongruent emotional musical priming (happy and angry music) during encoding would moderate the effects of alexithymia on recognition rates. We found that high alexithymia scorers recognized fewer joy and anger words than low scorers. Angry music decreased recognition rates in high alexithymia scorers compared to low alexithymia scorers. The congruency and incongruency effects between music and words depended on alexithymia level. The anger deficit in high alexithymia scorers and the possible support provided by happiness cues are discussed. Copyright © 2010 John Wiley & Sons, Ltd. [source] A Tripartite Approach to Right-Wing Authoritarianism: The Authoritarianism-Conservatism-Traditionalism ModelPOLITICAL PSYCHOLOGY, Issue 5 2010John Duckitt Right-Wing Authoritarianism (RWA) has been conceptualized and measured as a unidimensional personality construct comprising the covariation of the three traits of authoritarian submission, authoritarian aggression, and conventionalism. However, new approaches have criticized this conceptualization and instead viewed these three "traits" as three distinct, though related, social attitude dimensions. Here we extend this approach providing clear definitions of these three dimensions as ideological attitude constructs of Authoritarianism, Conservatism, and Traditionalism. These dimensions are seen as attitudinal expressions of basic social values or motivational goals that represent different, though related, strategies for attaining collective security at the expense of individual autonomy. We report data from five samples and three different countries showing that these three dimensions could be reliably measured and were factorially distinct. The three dimensions also differentially predicted interpersonal behaviour, social policy support, and political party support. It is argued that conceptualizing and measuring RWA as a set of three related ideological attitude dimensions may better explain complex sociopolitical phenomena than the currently dominant unidimensional personality based model. [source] Cortisol reactions in five-year-olds to parent,child interaction: the moderating role of ego-resiliencyTHE JOURNAL OF CHILD PSYCHOLOGY AND PSYCHIATRY AND ALLIED DISCIPLINES, Issue 7 2007Sanny Smeekens Background:, This study with five-year-olds is the first to examine whether low-quality interactions with parents elicit physiological stress in children beyond toddlerhood, as evident from elevated cortisol levels in their saliva. It was hypothesised that particularly children with low levels of ego-resiliency ,a personality construct reflecting the capacity to cope with stress , would show cortisol increases during low-quality parent,child interactions. Method:, In a sample of 101 five-year-old children (62 boys), parent,child interaction was observed at home during parent,child discourse that involved the recollection and discussion of emotional events that happened to the child in the past. Saliva samples to assess cortisol levels were collected before and 20 minutes after the parent,child discourse task. The children's teacher rated child ego-resiliency using a Dutch translation of the California Child Q-set (CCQ; Block & Block, 1980). Results:, One of the two parent,child interaction factors that emerged from a principal component analysis, namely negative parent,child interactions, was significantly related to the children's cortisol reaction; more negative parent,child interactions elicited significantly stronger cortisol reactions. The other parent,child interaction factor that was found, i.e., effective guidance, was not significantly related to children's cortisol reaction. As predicted, children low on ego-resiliency showed increases in cortisol during negative interactions with their parents, whereas high ego-resilient children did not. Conclusions:, The association between negative parent,child interactions and cortisol elevations in children may point to a likely mechanism through which negative parent,child interactions contribute to negative developmental outcomes as the repeated exposure to high levels of cortisol have earlier been found to negatively affect children's development and functioning in various areas. [source] Inter- and intrapersonal processes underlying authoritarianism: The role of social conformity and personal need for structureEUROPEAN JOURNAL OF PERSONALITY, Issue 7 2009Philipp Jugert Abstract Several personality constructs have been theorised to underlie right-wing authoritarianism (RWA). In samples from New Zealand and Germany (Ns,=,218, 259), we tested whether these constructs can account for specific variance in RWA. In both samples, social conformity and personal need for structure were independent predictors of RWA. In Sample 2, where also openness to experience was measured, social conformity and personal need for structure fully mediated the impact of the higher-order factor of openness on RWA. Our results contribute to the integration of current approaches to the personality basis of authoritarianism and suggest that two distinct personality processes contribute to RWA: An interpersonal process related to social conformity and an intrapersonal process related to rigid cognitive style. Copyright © 2009 John Wiley & Sons, Ltd. [source] Reinforcement sensitivity theory at work: punishment sensitivity as a dispositional source of job-related stressEUROPEAN JOURNAL OF PERSONALITY, Issue 7 2007Dimitri van der Linden Abstract Gray's reinforcement sensitivity theory (RST) describes two important personality constructs; sensitivity to reward and sensitivity to punishment. In two studies, we examine whether these constructs can be considered dispositions to work stress. Results of Study 1 (N,=,105 employees in different occupations) indicated that employees with strong punishment sensitivity reacted more strongly to work stressors than others. This idea was confirmed in a longitudinal design in Study 2. Reward sensitivity was unrelated to stress in both studies. Overall, results strongly support the idea that punishment sensitivity is a dispositional source of work stress. Results further confirm that RST and its derived personality measures can contribute to theorizing about personality,environment interactions in a highly relevant daily setting, namely the working environment. Copyright © 2007 John Wiley & Sons, Ltd. [source] Personality and absenteeism: a meta-analysis of integrity testsEUROPEAN JOURNAL OF PERSONALITY, Issue S1 2003Deniz S. Ones Until recently, research focus has been on a variety of demographic, attitudinal, and organizational variables in predicting and explaining absenteeism. If personality traits predict absenteeism, then it may be possible to use measures of these traits to identify and select job applicants and thereby reduce absenteeism rates. In this research, our goal was to examine whether integrity tests could be used to predict absenteeism. Meta-analysis was applied to studies of the validity of pre-employment integrity tests for predicting voluntary absenteeism. Twenty-eight studies based on a total sample of 13,972 were meta-analysed. The estimated mean predictive validity of personality-based integrity tests was 0.33. This operational validity generalized across various predictor scales, organizations, settings, and jobs (SD,,=,0.00). Overt integrity tests, however, showed much lower predictive validity for absenteeism and greater variability than personality-based tests (,,=,0.09; SD,,=,0.16). The results indicate that a personnel selection approach to reducing absenteeism in organizations may be a useful strategy, particularly if personality-based integrity tests are utilized. Potential explanations for differences between these results and those found for Big Five measures of personality are offered. Future research investigating models of absenteeism should incorporate the personality constructs assessed by integrity tests. Copyright © 2003 John Wiley & Sons, Ltd. [source] Personality Testing and Industrial,Organizational Psychology: Reflections, Progress, and ProspectsINDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY, Issue 3 2008LEAETTA M. HOUGH As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality,performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership. [source] What do People Want from their Jobs?INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, Issue 1 2010The Big Five, core self-evaluations, work motivation If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full-time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self-evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person,Job Fit and the practical utility of the personality constructs. [source] Lexical Studies of Indigenous Personality Factors: Premises, Products, and ProspectsJOURNAL OF PERSONALITY, Issue 6 2001Gerard Saucier The rationale for lexical studies rests on the assumption that the most meaningful personality attributes tend to become encoded in language as single-word descriptors. We articulate some key premises of the lexical approach and then review a number of studies that have been conducted examining the factor structure of personality descriptors extracted from dictionaries. We compare lexical studies in English and 12 other languages, with attention to delineating consistencies between the structures found in diverse languages. Our review suggests that the Anglo-Germanic Big Five is reproduced better in some languages than in others. We propose some organizing rules for lexical factor structures that may be more generalizable than the contemporary Big-Five model. And, we propose several candidate structural models that should be compared with the Big Five in future studies, including structures with one, two, and three very broad factors, an alternative five-factor structure identified in Italian and Hungarian studies, and a seven-factor structure represented in Hebrew and Philippine studies. We recommend that in future studies more attention be paid to middle-level personality constructs and to examining the effects of methodological variations on the resulting factor structures. [source] DISENTANGLING THE MEANING OF MULTISOURCE PERFORMANCE RATING SOURCE AND DIMENSION FACTORSPERSONNEL PSYCHOLOGY, Issue 4 2009BRIAN J. HOFFMAN We extend multisource performance rating (MSPR) construct validity research by examining the pattern of relationships between factor analytically derived MSPR rating source and performance dimension factors and externally measured constructs (e.g., assessment center dimensions, personality constructs, and intelligence). The pattern of relationships among MSPR dimensions and external constructs provides modest construct validity evidence for the MSPR dimensions. In addition, MSPR source factors were differentially correlated with externally measured constructs, suggesting that MSPR source effects represent substantively meaningful source specific variance, as opposed to bias. These findings are discussed in the context of managerial skill diagnosis and the efficacy of collecting performance data from multiple sources. [source] SITUATIONAL JUDGMENT TESTS, RESPONSE INSTRUCTIONS, AND VALIDITY: A META-ANALYSISPERSONNEL PSYCHOLOGY, Issue 1 2007MICHAEL A. McDANIEL Situational judgment tests (SJTs) are personnel selection instruments that present job applicants with work-related situations and possible responses to the situations. There are typically 2 types of instructions: behavioral tendency and knowledge. Behavioral tendency instructions ask respondents to identify how they would likely behave in a given situation. Knowledge instructions ask respondents to evaluate the effectiveness of possible responses to a given situation. Results showed that response instructions influenced the constructs measured by the tests. Tests with knowledge instructions had higher correlations with cognitive ability. Tests with behavioral tendency instructions showed higher correlations with personality constructs. Results also showed that response instructions had little moderating effect on criterion-related validity. Supplemental analyses showed that the moderating effect of response instructions on construct validity was not due to systematic differences in item content. SJTs have incremental validity over cognitive ability, the Big 5, and over a composite of cognitive ability and the Big 5. [source] EXPLORING RELATIONS BETWEEN TYPICAL AND MAXIMUM PERFORMANCE RATINGS AND THE FIVE FACTOR MODEL OF PERSONALITYPERSONNEL PSYCHOLOGY, Issue 4 2001ROBERT E. PLOYHART The study tests the distinction between typical and maximum criteria with ratings of transformational leadership performance, and examines whether the criterion-related validities of the five factor model differ for the two types of criteria. Using an East Asian military sample (n= 1,259) where multiple ratings of typical and maximum performance were obtained from different sources, we used structural equation modeling to test the typical/maximum performance distinction. Results found that typical and maximum performance are different latent constructs and that this distinction is present even after considering rating method factors (i.e., rater source, time). The importance of this distinction is shown by the fact that validities for the personality constructs were not equally predictive of both criteria: Openness was most predictive of maximum performance, Neuroticism was most predictive of typical performance, and Extroversion was predictive of both. By distinguishing typical from maximum performance constructs, relationships between personality and transformational leadership were found to be stronger than previous research suggested. [source] | |||||||||||||||||||||||||