Validation of the multicultural personality questionnaire in the context of personnel selection

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S77-S100 ◽  
Author(s):  
Karen I. van der Zee ◽  
Jac N. Zaal ◽  
Jantien Piekstra
Keyword(s):  
Big Five ◽  
Personnel Selection ◽  
Vocational Interests ◽  
Job Applicants ◽  
Incremental Validity ◽  
Personality Questionnaire ◽  
Social Initiative ◽  
Cultural Empathy ◽  
Multicultural Personality ◽  
Five Factors

The present data provide support for the reliability of the Multicultural Personality Questionnaire among a sample of job applicants (n=264). Factor analysis confirmed five factors: Cultural Empathy, Open‐Mindedness, Social Initiative, Flexibility, and Emotional Stability. Moreover, the data largely support the construct validity of the MPQ. Correlations with the Big Five were in the expected direction, and as predicted, Cultural Empathy and Social Initiative were both positively related to socially oriented vocational interests and Flexibility to artistic interests. Against our predictions, Cultural Empathy, Open‐Mindedness, and Flexibility appeared to be related to verbal intelligence. A comparable pattern of relations of the Big Five with intelligence and vocational interests was found. Finally, the MPQ scales predicted variance in an indicator of overall behaviour above the Big Five, supporting its incremental validity. Copyright © 2003 John Wiley & Sons, Ltd.

scholarly journals Using the occupational personality questionnaire (OPQ) for measuring broad traits

2004 ◽  
Vol 30 (4) ◽  
Author(s):  
Deléne Visser ◽  
J. M. Du Toit
Keyword(s):  
Big Five ◽  
Factor Model ◽  
Interpersonal Relationship ◽  
Job Applicants ◽  
Western Society ◽  
Personality Questionnaire ◽  
Concept Model ◽  
Big Five Model ◽  
Five Factors ◽  
African Context

The widespread acceptance of the Big Five model implies that personality consists of relatively independent dimensions that form a taxonomy whereby individual differences may be explained. The purpose of this study was to investigate whether the subscales of an established personality inventory that measures narrow traits of personality, the Occupational Personality Questionnaire (OPQ), could be reduced meaningfully to fit a broad factor model within a South African context. The OPQ 5.2 concept model was administered to 453 job applicants in the telecommunications sector. An exploratory factor analysis yielded a six-factor structure that included five factors corresponding to the Big Five model of personality. The sixth factor, labeled Interpersonal Relationship Harmony, resembled the description of the Chinese tradition factor, extracted in a non-Western society. Opsomming Die wye aanvaarding van die Groot-Vyfmodel impliseer dat persoonlikheid uit relatief onafhanklike dimensies bestaan wat ’n taksonomie vorm waarmee individuele verskille verklaar kan word. Die doel van die ondersoek was om vas te stel of die subskale van ’n gevestigde persoonlikheidsvraelys wat gedetailleerde persoonlikheidstrekke meet, die Occupational Personality Questionnaire (OPQ), op sinvolle wyse gereduseer kon word tot ’n breë faktormodel in ’n Suid-Afrikaanse konteks. Die OPQ 5.2 konsepmodel is toegepas op 453 werkapplikante in die telekommunikasiesektor. ’n Ondersoekende faktorontleding het ’n sesfaktorstruktuur gelewer, insluitende vyf faktore wat met die Groot Vyf persoonlikheidsmodel ooreenstem. Die sesde faktor wat as Interpersoonlike Verhoudingsharmonie benoem is, toon ooreenstemming met die Chinese tradisiefaktor wat in ’n nie-Westerse samelewing onttrek is.

scholarly journals The Multicultural Personality Questionnaire (SF-40): Adaptation and Validation of the Spanish Version

2021 ◽  
Vol 18 (5) ◽  
pp. 2426
Author(s):  
Lynn Patricia Summerfield ◽  
Vicente Prado-Gascó ◽  
María del Carmen Giménez-Espert ◽  
Patricia Mesa-Gresa
Keyword(s):  
Interpersonal Relations ◽  
Short Form ◽  
Spanish Version ◽  
Personality Factors ◽  
Personality Questionnaire ◽  
Convenience Sample ◽  
Cultural Empathy ◽  
Multicultural Personality ◽  
Five Factors ◽  
Average Variance

The coexistence of diverse cultures in our society indicates the need to examine the factors related to the success of multicultural interactions. The study aims were to examine the psychometric characteristics of the Spanish version of the Multicultural Personality Questionnaire short form (MPQ-SF40), in a convenience sample of 392 university students. Then, the effect of sex and age was assessed, and finally, the levels and percentiles of multicultural personality were measured. The scale’s validity was assessed with exploratory and confirmatory factor analysis (EFA and CFA). Reliability was evaluated with Cronbach’s alpha, composite reliability (CR), and average variance extracted (AVE). The final structure of the MPQ-SF40 consisted of 18 items grouped into five factors that present adequate psychometric properties. Sex-specific differences in MPQ-SF40 were statistically significant for factor 1, cultural empathy, and for factor 5, flexibility; women showed greater values. When age was analyzed, significant low correlations were obtained. The students showed medium to high levels of multicultural personality. The highest levels correspond to the personality factors of cultural empathy and open-mindedness. The use of the Spanish version of the MPQ-SF40 seems justified to determine students’ multicultural personality traits, developing intervention programs to improve social support and the interpersonal relations between students.

Constructive Thinking Inventory: Evidence of Validity among Iranian Managers

2005 ◽  
Vol 96 (1) ◽  
pp. 115-121 ◽  
Author(s):  
Nima Ghorbani ◽  
Ahad Framarz Ghramaleki ◽  
P. J. Watson
Keyword(s):  
Perceived Stress ◽  
Big Five ◽  
Incremental Validity ◽  
Depression And Anxiety ◽  
Constructive Thinking ◽  
Perceived Stress Scale ◽  
Stress Scale ◽  
Five Factors ◽  
Theoretical Assumptions ◽  
Big Five Factors

This study examined the validity and incremental validity of the Constructive Thinking Inventory in a sample of Iranian managers. These 159 men were 39.9 yr. old ( SD = 2.5) and volunteered to participate in a project in which they responded to the Constructive Thinking Inventory, the Big Five Factors, the Costello and Comrey Depression and Anxiety Scales, and the Perceived Stress Scale. Numerous findings confirmed the validity of the Constructive Thinking Inventory, and the Global Constructive Thinking subscale displayed incremental validity. These data supported the validity of the Constructive Thinking Inventory and its associated theoretical assumptions in a sample of Iranian managers.

The structure of situations from a personality perspective

2002 ◽  
Vol 16 (2) ◽  
pp. 81-102 ◽  
Author(s):  
Maaike A. ten Berge ◽  
Boele De Raad
Keyword(s):  
Principal Components Analysis ◽  
Big Five ◽  
Principal Components ◽  
Interpersonal Conflict ◽  
Present Situation ◽  
Personality Questionnaire ◽  
Social Demand ◽  
Self And Other ◽  
Five Factors ◽  
Components Analysis

A taxonomy of situations was constructed that categorizes situations by means of ratings of one's ability to deal with those situations. A principal components analysis of self‐ and other‐ratings yielded four components of situations: I, situations of pleasure; II, situations of individual adversity; III, situations of interpersonal conflict; and IV, situations of social demand. Ratings of being able to deal with a situation were related to ratings on a personality questionnaire. This resulted in a very clear set of situations for each of the Big Five factors of personality. The Big Five differed in kind and in number of situations for which they were able to distinguish the well handling from the less well handling persons. Especially, it turned out that the so‐called temperament‐factors, Extraversion, Emotional Stability, and also Autonomy, give rise to more situational differentiation than the so‐called character‐factors, Agreeableness and Conscientiousness. Comparing the present situation structure to that obtained in an earlier study, we found that using the same set of situations does not guarantee obtaining the same set of situation components. Different methods of classification yield differences in the resulting classifications. Copyright © 2002 John Wiley & Sons, Ltd.

scholarly journals The Effect Of Intellectual Humility, Multicultural Personality, and Religious Orientation Toward Religious Tolerance On Students Of UIN Syarif Hidayatullah Jakarta

2021 ◽  
Vol 7 (1) ◽  
pp. 10-19
Author(s):  
Arif Budiman Al Fariz ◽  
Gazi Saloom
Keyword(s):  
Religious Orientation ◽  
Short Form ◽  
Emotional Stability ◽  
Religious Tolerance ◽  
Measuring Instrument ◽  
Intellectual Humility ◽  
Social Initiative ◽  
Cultural Empathy ◽  
Multicultural Personality ◽  
Intrinsic Religiousness

This study aims to determine the influence of intellectual humility, multicultural personality (cultural empathy, open-mindedness, emotional stability, flexibility, and social initiative), religious orientation (quest religiousness, intrinsic religiousness, and extrinsic religiousness) toward religious tolerance on students of the Syarif Hidayatullah State Islamic University of Jakarta. Participants in this study involved 360 students using non-probability sampling as a sampling technique. As for religious tolerance measuring instrument uses a measuring instrument from RT Witenberg`s theory with modified into the scale. The intellectual humility variable uses the Comprehensive Intellectual Humility Scale (CHIS), the multicultural personality variable uses the Multicultural Personality Questionnaire Short Form (the MPQ-SF) and the religious orientation variable uses the Introduction to the New Indices of Religious Orientation (NIRO). The findings show a significant influence between intellectual humility, multicultural personality, and religious orientation toward religious tolerance with a proportion of variance of about 51%. The four significant variables are intellectual humility, cultural empathy, open-mindedness, intrinsic religiousness. While the influence of emotional stability, flexibility, social initiative, quest religiousness, and extrinsic religiousness has no significant effect. multicultural personality and religious orientation toward religious tolerance with a proportion of variance of about 51%. The four significant variables are intellectual humility, cultural empathy, open-mindedness, intrinsic religiousness. While the influence of emotional stability, flexibility, social initiative, quest religiousness, and extrinsic religiousness has no significant effect. multicultural personality and religious orientation toward religious tolerance with a proportion of variance of about 51%. The four significant variables are intellectual humility, cultural empathy, open-mindedness, intrinsic religiousness. While the influence of emotional stability, flexibility, social initiative, quest religiousness, and extrinsic religiousness has no significant effect.

Motivational Distortion of the Sixteen Personality Factor Questionnaire by Persons in Job Applicants' Roles

1975 ◽  
Vol 37 (2) ◽  
pp. 379-382 ◽  
Author(s):  
J. Oscar Jeske ◽  
Mary R. Whitten
Keyword(s):  
Personnel Selection ◽  
Job Applicants ◽  
Personality Factor ◽  
Sixteen Personality Factor Questionnaire ◽  
Sixteen Personality Factor ◽  
Five Factors ◽  
Personality Factor Questionnaire

The study investigated motivational distortion on five factors (A, C, E, H, and O) of the 16 PF by 50 undergraduates in job applicants' roles. Ss were able to distort significantly in their favor these factors and five additional ones (G, L, Q2, Q3 and Q4). The results suggest caution in using the 16 PF in personnel selection.

Personality and absenteeism: a meta‐analysis of integrity tests

2003 ◽  
Vol 17 (1_suppl) ◽  
pp. S19-S38 ◽  
Author(s):  
Deniz S. Ones ◽  
Chockalingam Viswesvaran ◽  
Frank L. Schmidt
Keyword(s):  
Predictive Validity ◽  
Big Five ◽  
Personnel Selection ◽  
Meta Analysis ◽  
Total Sample ◽  
Job Applicants ◽  
Future Research ◽  
Research Focus ◽  
Organizational Variables ◽  
Integrity Tests

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 (SDρ = 0.00). Overt integrity tests, however, showed much lower predictive validity for absenteeism and greater variability than personality‐based tests (ρ = 0.09; SDρ = 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.

scholarly journals THE BIG FIVE PERSONALITY FACTORS AND APPLICATION FIELDS / PENKI DIDIEJI ASMENYBĖS FAKTORIAI IR JŲ TAIKYMO KRYPTYS

2011 ◽  
Vol 3 (4) ◽  
pp. 43-48
Author(s):  
Agnė Matuliauskaitė ◽  
Lina Bartkienė ◽  
Jevgenija Rutė
Keyword(s):  
Big Five ◽  
Personnel Selection ◽  
Personality Factors ◽  
Big Five Personality ◽  
Student Knowledge ◽  
Research Fields ◽  
Trait Theory ◽  
Five Factors ◽  
Big Five Factors ◽  
Application Fields

The Big five factors are used in many research fields. The literature survey showed that the personality trait theory was used to study and explain relations with different variables. The article focuses on a brief description of methods that can help with identifying the Big five factors and considers the model for applying them in personnel selection. The paper looks at scientific researches assessing relations between the Big five factors and different variables such as job performance, academic performance, student knowledge management and evaluation.

scholarly journals Equity Sensitivity and Organizational Outcomes: Incremental Validity over Big Five Personality Traits

2021 ◽  
Vol 19 (2) ◽  
Author(s):  
Sergiu Condrea ◽  
Bogdan Oprea ◽  
Amalia Miulescu
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Personnel Selection ◽  
Big Five Personality Traits ◽  
Incremental Validity ◽  
Equity Sensitivity ◽  
Counterproductive Work Behaviors ◽  
Work Outcomes ◽  
Big Five Personality ◽  
Work Behaviors

One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed.

Assessing Multicultural Effectiveness Among Young Swiss People

2015 ◽  
Vol 74 (1) ◽  
pp. 5-15 ◽  
Author(s):  
Klea Faniko ◽  
François Grin ◽  
Paolo Ghisletta
Keyword(s):  
Reliability And Validity ◽  
Total Sample ◽  
Confirmatory Factor Analyses ◽  
Language Version ◽  
Cultural Empathy ◽  
Multicultural Personality ◽  
Five Factors ◽  
French Speaking ◽  
Multicultural Effectiveness ◽  
Semantic Proximity

The present paper examines the reliability and validity of the French-language version of the Multicultural Personality Questionnaire (MPQ) among young participants (N = 7,180) in French-speaking Switzerland. Consistent with previous research ( Van der Zee & Van Oudenhoven, 2000 , 2001 ; Van der Zee, Zaal, & Piekstra, 2003 ), exploratory analysis in one subsample confirmed the presence of the five factors underpinning the MPQ: Open-Mindedness, Cultural Empathy, Emotional Stability, Social Initiative, and Flexibility. Confirmatory factor analyses in a second subsample and in the total sample further confirmed the same five-factor structure. This model was modified to include correlated residuals between items with high semantic proximity. This final model obtained a satisfactory fit to the overall data. We conclude that the French version of the 37-item MPQ scale can be used to examine the attitudes associated with multicultural effectiveness in French-speaking populations.

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