An examination of the five-factor model of normal personality variation with reliable component analysis

The purpose of this chapter is to provide an overview of the relationship of the Five Factor Model (FFM) to personality disorder. The FFM has traditionally been viewed as a dimensional model of normal personality structure. However, it should probably be viewed as a dimensional model of general personality structure, including maladaptive as well as adaptive personality traits. Discussed herein is the empirical support for the coverage of personality disorders within the FFM; the ability of the FFM to explain the convergence and divergence among personality disorder scales; the relationship of the FFM to the DSM-5 dimensional trait model; the empirical support for maladaptivity within both poles of each FFM domain (focusing in particular on agreeableness, conscientiousness, and openness); and the development of scales for the assessment of maladaptive variants of the FFM.

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A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

Human Performance Technology ◽

10.4018/978-1-5225-8356-1.ch072 ◽

2019 ◽

pp. 1476-1489

Author(s):

Paul Detrick ◽

John T. Chibnall

Keyword(s):

Literature Review ◽

Job Performance ◽

Police Officer ◽

Personnel Selection ◽

Factor Model ◽

Five Factor Model ◽

Normal Personality ◽

Peace Officer ◽

And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

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A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

Police Psychology and Its Growing Impact on Modern Law Enforcement - Advances in Psychology, Mental Health, and Behavioral Studies ◽

10.4018/978-1-5225-0813-7.ch004 ◽

2017 ◽

pp. 79-92 ◽

Cited By ~ 4

Author(s):

Paul Detrick ◽

John T. Chibnall

Keyword(s):

Literature Review ◽

Job Performance ◽

Police Officer ◽

Personnel Selection ◽

Factor Model ◽

Five Factor Model ◽

Normal Personality ◽

Peace Officer ◽

And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

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ARE PERSONALITY DISORDERS EXTREME VARIANTS OF NORMAL PERSONALITY?: QUERIES ABOUT THE VALIDITY OF THE FIVE-FACTOR MODEL OF PERSONALITY TO DIAGNOSE PERSONALITY DISORDER

PSYCHOLOGIA ◽

10.2117/psysoc.2020-b002 ◽

2020 ◽

Vol 62 (1) ◽

pp. 4-28 ◽

Cited By ~ 1

Author(s):

Akio WAKABAYASHI

Keyword(s):

Personality Disorder ◽

Personality Disorders ◽

Factor Model ◽

Five Factor Model ◽

Normal Personality

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Social Desirability in Personality Inventories

Journal of Individual Differences ◽

10.1027/1614-0001/a000138 ◽

2014 ◽

Vol 35 (3) ◽

pp. 144-157 ◽

Cited By ~ 12

Author(s):

Martin Bäckström ◽

Fredrik Björklund

Keyword(s):

Social Desirability ◽

Big Five ◽

Work Performance ◽

Factor Model ◽

Five Factor Model ◽

Peer Ratings ◽

Personality Inventories ◽

Model Study ◽

The Difference ◽

New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

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Construction and Validation of a Short Adjectives Checklist to Measure Big Five (SACBIF)

European Journal of Psychological Assessment ◽

10.1027/1015-5759.12.1.33 ◽

1996 ◽

Vol 12 (1) ◽

pp. 33-42 ◽

Cited By ~ 12

Author(s):

Marco Perugini ◽

Luigi Leone

Keyword(s):

Construct Validity ◽

Psychometric Properties ◽

Big Five ◽

Factor Model ◽

Five Factor Model ◽

Selection Procedure ◽

Factorial Structure ◽

Personality Dimensions

The aim of this contribution is to present a new short adjective-based measure of the Five Factor Model (FFM) of personality, the Short Adjectives Checklist of BIg Five (SACBIF). We present the various steps of the construction and the validation of this instrument. First, 50 adjectives were selected with a selection procedure, the “Lining Up Technique” (LUT), specifically used to identify the best factorial markers of the FFM. Then, the factorial structure and the psychometric properties of the SACBIF were investigated. Finally, the SACBIF factorial structure was correlated with some main measures of the FFM to establish its construct validity and with some other personality dimensions to investigate how well these dimensions could be represented in the SACBIF factorial space.

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Factorial Invariance of Child Self-Report Across English and Spanish Language Groups in a Hispanic Population Utilizing the PedsQL™ 4.0 Generic Core Scales

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000026 ◽

2010 ◽

Vol 26 (3) ◽

pp. 194-202 ◽

Cited By ~ 11

Author(s):

Daniel A. Newman ◽

Christine A. Limbers ◽

James W. Varni

Keyword(s):

Health Care Services ◽

Factor Model ◽

Five Factor Model ◽

Well Being ◽

Factorial Invariance ◽

Spanish Language ◽

Self Report ◽

Hispanic Population ◽

Language Groups ◽

Related Quality

The measurement of health-related quality of life (HRQOL) in children has witnessed significant international growth over the past decade in an effort to improve pediatric health and well-being, and to determine the value of health-care services. In order to compare international HRQOL research findings across language groups, it is important to demonstrate factorial invariance, i.e., that the items have an equivalent meaning across the language groups studied. This study examined the factorial invariance of child self-reported HRQOL across English- and Spanish-language groups in a Hispanic population of 2,899 children ages 8–18 utilizing the 23-item PedsQL™ 4.0 Generic Core Scales. Multigroup confirmatory factor analysis (CFA) was performed specifying a five-factor model across language groups. The findings support an equivalent 5-factor structure across English- and Spanish-language groups. Based on these data, it can be concluded that children across the two languages studied interpreted the instrument in a similar manner. The multigroup CFA statistical methods utilized in the present study have important implications for cross-cultural assessment research in children in which different language groups are compared.

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