Construct Validity of the Temperament Structure Scales Within the Big Five Framework in Aerospace Selection

2016 ◽  
Vol 6 (2) ◽  
pp. 68-80 ◽  
Author(s):  
Justin Maximilian Mittelstädt ◽  
Yvonne Pecena ◽  
Viktor Oubaid ◽  
Peter Maschke
Keyword(s):  
Construct Validity ◽  
Predictive Validity ◽  
Big Five ◽  
Personality Inventories ◽  
Air Traffic Controllers ◽  
Five Factors ◽  
Two Samples ◽  
Big Five Factors ◽  
German Aerospace ◽  
Selection Of

Abstract. The Temperament Structure Scales (TSS) are used in the selection of pilots, air traffic controllers, and astronauts at the German Aerospace Center (DLR). As there is evidence for the predictive validity of the TSS, its relationship with the popular Big Five factors as indicators of construct validity is investigated. Two samples comprising either European astronaut candidates (N = 902) or German pilot candidates (N = 249) were used. Analyses show consistent commonalities of several TSS scales with four Big Five factors (Neuroticism, Extraversion, Agreeableness, Conscientiousness). The TSS cover most of the broad Big Five factors and additionally provide a more detailed and suitable profile with unique constructs for the selection of aerospace personnel. The TSS are thus recommended for use without additional personality inventories that measure the broad Big Five factors only.

scholarly journals Five-Factor Personality Inventories Have a Competence-Related Higher-Order Factor Due to Item Phrasing

2020 ◽  
Vol 11 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund ◽  
Rebecka Persson ◽  
Ariela Costa
Keyword(s):  
Big Five ◽  
Higher Order ◽  
General Factor ◽  
Personality Inventories ◽  
Five Factors ◽  
Order Factor ◽  
Big Five Factors

This research examines whether the items of some of the most well-established five-factor inventories refer to competence. Results reveal that both experts and laymen can distinguish between items that refer to how competently a behavior is performed and items that do not (Study 1). Responses to items that refer to competence create a higher-order factor in the personality inventories (Study 2), and the variability in responses to competence-related items in personality self-ratings is best modeled as a general factor rather than as also tied to the specific Big Five factors (Studies 3 and 4). We suggest that a focused debate on what personality items should refer to is likely to have considerable positive consequences for both theory and measurement of personality.

Assessing Personality With Multi-Descriptor Items

2019 ◽  
Vol 35 (1) ◽  
pp. 117-125
Author(s):  
Johannes Schult ◽  
Rebecca Schneider ◽  
Jörn R. Sparfeldt
Keyword(s):  
University Students ◽  
Construct Validity ◽  
Big Five ◽  
Reliability And Validity ◽  
Personality Inventory ◽  
The Other ◽  
Short Version ◽  
Big Five Inventory ◽  
Personality Inventories

Abstract. The need for efficient personality inventories has led to the wide use of short instruments. The corresponding items often contain multiple, potentially conflicting descriptors within one item. In Study 1 ( N = 198 university students), the reliability and validity of the TIPI (Ten-Item Personality Inventory) was compared with the reliability and validity of a modified TIPI based on items that rephrased each two-descriptor item into two single-descriptor items. In Study 2 ( N = 268 university students), we administered the BFI-10 (Big Five Inventory short version) and a similarly modified version of the BFI-10 without two-descriptor items. In both studies, reliability and construct validity values occasionally improved for separated multi-descriptor items. The inventories with multi-descriptor items showed shortcomings in some factors of the TIPI and the BFI-10. However, the other scales worked comparably well in the original and modified inventories. The limitations of short personality inventories with multi-descriptor items are discussed.

Using Principal Component Scores to Enhance the Validity and Reliability of Big Five Personality Measures

2017 ◽  
Vol 38 (2) ◽  
pp. 83-93
Author(s):  
Jeffrey M. Cucina ◽  
Nicholas L. Vasilopoulos ◽  
Arwen H. DeCostanza
Keyword(s):  
Big Five ◽  
Discriminant Validity ◽  
Reliability And Validity ◽  
Principal Component ◽  
Big Five Personality ◽  
Validity And Reliability ◽  
Scoring Method ◽  
Five Factors ◽  
Big Five Factors ◽  
Component Scores

Abstract. Varimax rotated principal component scores (VRPCS) have previously been offered as a possible solution to the non-orthogonality of scores for the Big Five factors. However, few researchers have examined the reliability and validity of VRPCS. To address this gap, we use a lab study and a field study to investigate whether using VRPCS increase orthogonality, reliability, and criterion-related validity. Compared to the traditional unit-weighting scoring method, the use of VRPCS enhanced the reliability and discriminant validity of the Big Five factors, although there was little improvement in criterion-related validity. Results are discussed in terms of the benefit of using VRPCS instead of traditional unit-weighted sum scores.

scholarly journals Psychometric evaluation of the Smartphone for Clinical Work Scale to measure nurses’ use of smartphones for work purposes

2018 ◽  
Vol 25 (8) ◽  
pp. 1018-1025
Author(s):  
John Robert Bautista ◽  
Sonny Rosenthal ◽  
Trisha Tsui-Chuan Lin ◽  
Yin-Leng Theng
Keyword(s):  
Factor Analysis ◽  
Construct Validity ◽  
Predictive Validity ◽  
Structural Equation ◽  
Instant Messaging ◽  
Work Productivity ◽  
Psychometric Evaluation ◽  
Clinical Work ◽  
Equation Modeling ◽  
Five Factors

Abstract Objective This study reports the development and psychometric evaluation of the Smartphone for Clinical Work Scale (SCWS) to measure nurses’ use of smartphones for work purposes. Methods Items were developed based on literature review and a preliminary study. After expert consultations and pilot testing, a 20-item scale was administered in January-June 2017 to 517 staff nurses from 19 tertiary-level general hospitals in Metro Manila, Philippines. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to evaluate construct validity. Structural equation modeling (SEM) was used to test the predictive validity of SCWS on perceived work productivity. Results EFA results show that 15 out of 20 items loaded on five factors: communication with clinicians via call and text, communication with doctors via instant messaging, information seeking, communication with nurses via instant messaging, and communication with patients via call and text. CFA results suggest that the five factors that form SCWS have adequate fit to the data, thus supporting construct validity. SEM results suggest predictive validity since SCWS was positively associated with perceived work productivity. Conclusions The 15-item SCWS showed satisfactory psychometric properties for use in future studies. These studies can focus on identifying factors associated with nurses’ use of smartphones for work purposes.

Cross‐culturally recurrent personality factors: analyses of three factors

2005 ◽  
Vol 19 (6) ◽  
pp. 451-474 ◽  
Author(s):  
Boele De Raad ◽  
Dean Peabody
Keyword(s):  
Big Five ◽  
Emotional Stability ◽  
Personality Factors ◽  
Five Factors ◽  
Two Factors ◽  
Big Five Factors

This study proceeds from an earlier one that examined the ‘Big Five’ factors (Peabody & De Raad, 2002). That study considered the substantive nature of five factors from six European psycholexical studies. The results supported Big Five Factor III (Conscientiousness), but Factors I (Extraversion) and II (Agreeableness) often split into two factors. Big Five Factors IV (Emotional Stability) and V (Intellect) often failed to appear in coherent form. The failures might cause the splits, with five factors required. For three factors, the splits might not occur, and the three large (‘Big Three’) factors could appear. The present study pursues this implication, using three factors from the same six studies. The factors that split are now generally unified. This supports the Big Three and not the Big Five. This result is generally confirmed for several additional studies. Copyright © 2005 John Wiley & Sons, Ltd.

Factor Analysis of the NEO-PI and the Comrey Personality Scales

1994 ◽  
Vol 75 (1) ◽  
pp. 355-365 ◽  
Author(s):  
Raegyu Hahn ◽  
Andrew L. Comrey
Keyword(s):  
Factor Analysis ◽  
Response Bias ◽  
Big Five ◽  
Emotional Stability ◽  
Single Factor ◽  
Five Factors ◽  
Big Five Factors ◽  
Major Factors

The 1985 version of the NEO-PI of Costa and McCrae and the Comrey Personality Scales were administered to a sample of 227 volunteers. The former was designed to measure the “Big Five” factors of personality, using single scales for the factors of Agreeableness and Conscientiousness, and six “facet scales” each to measure the factors of Neuroticism, Extraversion, and Openness. The Comrey Personality Scales consist of 40 personality subscales (FHIDs) that have been shown repeatedly to define eight major factors of personality. In this study, these 40 subscales, the CPS Response Bias Scale, the two NEO-PI single factor scales, the 18 NEO-PI facet scales, and sex were factor analyzed. All eight Comrey factors were clearly identified. NEO-PI scales Neuroticism, Extraversion, and Conscientiousness matched well with Comrey factors Emotional Stability, Extraversion, and Orderliness, respectively. NEO-PI Agreeableness was substantially related to two other Comrey factors, Trust and Empathy. NEO-PI Openness was identified as a separate ninth factor.

Emergence and Construct Validation of the Big Five Factors in Early Childhood: A Longitudinal Analysis of Their Ontogeny in Sweden

2002 ◽  
Vol 73 (5) ◽  
pp. 1517-1524 ◽  
Author(s):  
Michael E. Lamb ◽  
Susan S. Chuang ◽  
Holger Wessels ◽  
Anders G. Broberg ◽  
Carl Philip Hwang
Keyword(s):  
Early Childhood ◽  
Big Five ◽  
Longitudinal Analysis ◽  
Construct Validation ◽  
Five Factors ◽  
Big Five Factors
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