Normal personality assessment in clinical practice: The NEO Personality Inventory.

1992 ◽  
Vol 4 (1) ◽  
pp. 5-13 ◽  
Author(s):  
Paul T. Costa ◽  
Robert R. McCrae
2013 ◽  
Vol 5 (3) ◽  
pp. 182
Author(s):  
Andrew E. MacNeily ◽  
Lynn Alden ◽  
Eric Webber ◽  
Kourosh Afshar

Background: Our objective was to compare personality traitsbetween urologists and other surgeons, as well as between surgeonsand non-surgeons.Methods: Eighty-six surgeons (57 faculty, 29 residents) completedthe Revised NEO Personality Inventory (NEO PI-R), a validatedmeasure of normal personality traits. Subjects agree or disagreewith 240 statements to generate a score in each of the 5 major charactertraits: extraversion (E), openness (O), conscientiousness (C),agreeableness (A) and neuroticism (N). Each factor is subdividedinto 6 component facets. Scores for urology faculty and residentswere compared to the other surgical groups and 21 pediatricians.Results: The 3 groups differed significantly on extraversion(p < 0.001). Post-hoc analyses indicated that urologists obtainedsignificantly higher extraversion scores than other surgeons(p < 0.05) and non-surgeons (p < 0.001) Other surgeons also scoredsignificantly higher than non-surgeons on the extraversion factor(p < 0.05). No significant differences emerged on openness, conscientiousness,agreeableness or neuroticism. Of the 6 extraversionfacets, urologists obtained significantly higher scores on gregariousnessand excitement-seeking (p < 0.05) than non-urologist surgeons,and significantly higher scores on gregariousness (p < 0.05),activity (p < 0.01), excitement seeking (p < 0.001), and positiveemotions (p < 0.05) than non-surgeons. Non-urologist surgeonsobtained significantly higher scores than non-surgeons on Activityand Excitement-seeking (p < 0.01).There were no significant differencesin the facets of warmth or assertiveness.Interpretation: Urologists appear to be more extraverted comparedto other surgeons. Both groups of surgeons were more extravertedthan non-surgeons. If these findings can be confirmed on a widerbasis, the data may be helpful in resident selection, mentoring,evaluation and career counselling.Contexte : Notre objectif était de comparer des urologues à d’autreschirurgiens, ainsi que des chirurgiens avec des médecins nonchirurgiens, sur le plan de certains traits de personnalité.Méthodologie : Quatre-vingt-six chirurgiens (57 membres du personneluniversitaire, 29 résidents) ont rempli le questionnaire NEOPI-R (Revised NEO Personality Inventory), un instrument validé demesure de traits normaux de la personnalité. Les sujets doiventindiquer leur accord ou désaccord avec 240 énoncés et obtiennentainsi un score pour chacun des 5 principaux traits de personnalité: extraversion (E), ouverture (O), caractère consciencieux(C), personnalité agréable (A) et névrosisme (N). Chaque facteurest sous-divisé en 6 facettes. Les scores pour les urologues et lesrésidents ont été comparés à ceux d’autres groupes de chirurgienset à ceux de 21 pédiatres.Résultats : Les 3 groupes différaient de façon significative sur leplan de l’extraversion (p < 0,001). Les analyses ultérieures ontindiqué que les urologues avaient obtenu des scores significativementplus élevés sur le plan de l’extraversion que les autreschirurgiens (p < 0,05) et les médecins non-chirurgiens (p < 0,001).Les autres chirurgiens ont aussi obtenu des scores significativementplus élevés que les non-chirurgiens pour l’extraversion (p < 0,05).Aucune différence significative n’est ressortie quant à l’ouverture,au caractère consciencieux, à la personnalité agréable ou au névrosisme.Sur les 6 facettes de l’extraversion, les urologues ont obtenudes scores significativement plus élevés pour l’instinct grégaire etla recherche de stimulation (p < 0,05) par rapport aux chirurgiensnon-urologues, et des scores significativement plus élevés pourl’instinct grégaire (p < 0,05), le niveau d’activité (p < 0,01), larecherche de stimulation (p < 0,001), et les émotions positives(p < 0,05) par rapport aux médecins non-chirurgiens. Les chirurgiensnon-urologues ont obtenu des scores significativement plusélevés que les médecins non-chirurgiens quant au niveau d’activitéet à la recherche de stimulation (p < 0,01). On n’a noté aucunedifférence significative pour les facettes de la personnalité chaleureuseou de l’affirmation de soi.Interprétation : Il semble que les urologues soient plus extravertisque les autres chirurgiens. Les deux groupes de chirurgiens étaientplus extravertis que les non-chirurgiens. Si ces résultats sont confirmésdans un échantillon plus important, les données pourraient aider à la sélection des résidents, au mentorat, à l’évaluation et au counselling professionnel.


2022 ◽  
pp. 1-S6
Author(s):  
Anton Aluja ◽  
Miguel Angel Sorrel ◽  
Luis F. García ◽  
Patricia Urieta ◽  
Oscar García ◽  
...  

The authors analyze and compare the factor convergence and predictive power of the Revised NEO Personality Inventory (NEO-PI-R) and the Zuckerman-Kuhlman-Aluja Personality Questionnaire (ZKA-PQ/SF) with respect to the Five-Factor Personality Inventory for ICD-11 (FFiCD). A total of 803 White Spanish subjects were analyzed. All the personality domains had significant predictive power with regard to the FFiCD except NEO Openness. The explained variance of the personality domains with respect to FFiCD Negative Affectivity (71% and 77%) and Detachment (56% and 56%) were similar for NEO-PI-R and ZKA-PQ/SF, respectively, but the NEO-PI-R accounted for greater variance for FFiCD Anankastia, Dissociality, and Disinhibition. The FFiCD facets of Rashness, Thrill-Seeking (Disinhibition), and Unassertiveness (Detachment) were located in factors other than those theoretically expected. The authors conclude that normal personality measured by the NEO-PI-R and the ZKA-PQ/SF contribute, in a differential but complementary way, to knowledge of the maladaptive personality measured by the FFiCD.


2004 ◽  
Vol 31 (6) ◽  
pp. 676-694 ◽  
Author(s):  
Paul Detrick ◽  
John T. Chibnall ◽  
Michael C. Luebbert

Preemployment psychological evaluation utilizing personality inventories is common in law enforcement settings. The Revised NEO Personality Inventory (NEO PI-R), developed from the five-factor theory of normal personality functioning, has proven useful in personnel selection. This study examined the predictive validity of NEO PI-R facet scales for predicting academic, firearms, physical, and disciplinary elements of police academy performance, as well as academy graduation. Results indicated that recruits higher in Values and lower in Excitement-Seeking did better academically, those lower in Anxiety did better at firearms, and those lower in Deliberation and Fantasy and higher in Activity did better in physical training. In a logistic regression analysis, Excitement-Seeking, Ideas, and Values predicted disciplinary memos, whereas Self-Consciousness, Altruism, Feelings, Order, Positive Emotions, and Vulnerability predicted absenteeism. Vulnerability to stress was the sole multivariate predictor of graduation. The use of the NEO PI-R as a selection instrument for police officers appears promising.


Assessment ◽  
2003 ◽  
Vol 10 (1) ◽  
pp. 71-78 ◽  
Author(s):  
Alissa Sherry ◽  
Robin K. Henson ◽  
Jean G. Lewis

The NEO Personality Inventory—Revised (NEO PI-R) measures normal personality characteristics and has demonstrated appropriate score reliability and validity. It is normed for two groups of individuals, college-age individuals 17 to 20 years old and adults 21 and older. Often, personality instruments normed on older individuals have been used with adolescent populations. To examine the appropriateness of this decision, the current study explored the differences between an adolescent sample ( n = 79) and a college-age sample ( n = 80) on the 30 facets and the five domains of the NEO PI-R. Group differences on the facet and domain scales were analyzed using descriptive discriminant analysis. Results indicated that the adolescent and college groups differed on each of the five domains. As expected, the groups also scored differently using the aggregated domain-level variables as the outcome measures. Suggestions for future research include the development of normative data for the adolescent population.


2020 ◽  
Vol 10 (3) ◽  
pp. 1
Author(s):  
Tony Tatman

The Critical Hire – Personality Assessment (CH-PA) is a pre-employment personality assessment developed for law enforcement and correctional officer applicants. This study replicated findings provided by Tatman (2019) regarding the CH-PA's internal consistency and concurrent validity when compared to the NEO Personality Inventory-Revised. Results obtained in this study are consistent with findings obtained by Tatman (2019) and provide supporting evidence for the reliability and concurrent validity for the CH-PA when used with a sample of correctional officer applicants.


Assessment ◽  
2016 ◽  
Vol 25 (5) ◽  
pp. 589-595
Author(s):  
Jennifer F. Louie ◽  
John E. Kurtz ◽  
Patrick M. Markey

Scales to assess the eight octants and two axes of the interpersonal circumplex (IPC) using items from the revised NEO Personality Inventory were introduced by Traupman et al. Item changes in the revised and renormed third edition of the NEO instrument (NEO-PI-3) have affected item content in all eight octant scales, underscoring the need to reexamine the IPC scales. The current study examines the circumplex structure of the revised octant scales in the NEO-PI-3 and their correlations with the Dominance and Warmth scales of the Personality Assessment Inventory in 568 undergraduate students. The data show perfect fit to circumplex structure, suggesting equivalent or better assessment of the IPC with the NEO-PI-3 octant scales. Convergence of the eight octants with the Personality Assessment Inventory interpersonal scales further supports their saturation with interpersonal content and appropriate location within the IPC.


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