Personality and Mood in Women’s Paralympic Basketball Champions

2011 ◽  
Vol 5 (3) ◽  
pp. 197-210 ◽  
Author(s):  
Jeffrey J. Martin ◽  
Laurie A. Malone ◽  
James C. Hilyer
Keyword(s):  
Female Athletes ◽  
Mood State ◽  
Gold Medal ◽  
Effect Sizes ◽  
Personality Factor ◽  
Sixteen Personality Factor Questionnaire ◽  
Sixteen Personality Factor ◽  
Athletes With Disabilities ◽  
Personality Factor Questionnaire

Research on elite female athletes with disabilities is extremely rare. Therefore, using the Sixteen Personality Factor Questionnaire (Cattell, Cattell, & Cattell, 1993) and Profile of Mood States (Droppleman, Lorr, & McNair, 1992), we examined differences between the top 12 athletes comprising the gold medal winning 2004 USA women’s Paralympic basketball team and 13 athletes attending the selection camp who did not make the team. Multivariate analysis of variance with follow-up tests revealed that athletes who made the Paralympic team scored higher on tough-mindedness (M = 5.7 vs. 4.3) and lower in anxiety (M = 5.6 vs. 7.8). For mood state, the Paralympians scored higher in vigor (M = 19.5 vs. 14.8) and lower in depressed mood (M = 3.9 vs. 6.7) and confusion (M = 5.5 vs. 7.5). The effect sizes were large (e.g., Cohen’s d = 0.91 - 1.69) for all five results.

16PF in Screening for Appropriateness of Mentors

2003 ◽  
Vol 92 (1) ◽  
pp. 35-42 ◽  
Author(s):  
Curtis M. Garner ◽  
Allyn Byars ◽  
Michael Greenwood ◽  
Karen A. Garner
Keyword(s):  
Screening Tool ◽  
Interrater Agreement ◽  
Effect Sizes ◽  
Practical Significance ◽  
Personality Factor ◽  
Initial Screening ◽  
Sixteen Personality Factor Questionnaire ◽  
Sixteen Personality Factor ◽  
Alpha Level ◽  
Personality Factor Questionnaire

The utility of the Sixteen Personality Factor Questionnaire, Fifth Edition (16PF) as an indicator of mentor effectiveness was examined. A random sample of the 16PF scores of 74 mentors was drawn from a population of 837 mentors from Big Brothers Big Sisters. Caseworkers rated mentor's effectiveness using a rubric developed for this purpose. The rubric showed good interrater agreement. Caseworkers' ratings of mentor's effectiveness was used to rate mentors systematically as appropriate or inappropriate. The 16PF scores of mentors were compared at an alpha level of .05 for appropriate and inappropriate groups using independent t tests and multivariate analysis of variance, which reflected significant differences between male and female mentors on Factors E and Q3. Significant differences were also found between “appropriate” and “inappropriate” mentors on Factors L and Q4. These differences reflected only moderate effect sizes and lacked practical significance or meaning. The results suggest that, while the 16PF discriminates statistically between “appropriate” and “inappropriate” mentors, in terms of practical significance, the questionnaire is not particularly useful as an initial screening tool.

Leadership Profiles as Determined by the 16 PF Scores of Honors College Students

1984 ◽  
Vol 55 (2) ◽  
pp. 615-616 ◽  
Author(s):  
Frances A. Karnes ◽  
Jane C. Chauvin ◽  
Timothy J. Trant
Keyword(s):  
College Students ◽  
Personality Factor ◽  
Sixteen Personality Factor Questionnaire ◽  
Leadership Positions ◽  
Honors College ◽  
Leadership Potential ◽  
College Curriculum ◽  
Sixteen Personality Factor ◽  
Personality Factor Questionnaire ◽  
Honors College Students

79 students enrolled in an Honors College curriculum were administered the Sixteen Personality Factor Questionnaire to determine their leadership potential scores. Significant differences were found between individuals who actually held leadership positions and those who did not. Other studies using larger samples need to be undertaken to replicate this study.

Motivational Dynamics of Disadvantaged Women

1980 ◽  
Vol 5 (2) ◽  
pp. 255-275 ◽  
Author(s):  
Suki Hinman ◽  
Brian Bolton
Keyword(s):  
Structured Interview ◽  
Attitude Scale ◽  
Demographic Variables ◽  
External Control ◽  
Personality Factor ◽  
Sixteen Personality Factor Questionnaire ◽  
Control Scale ◽  
Sixteen Personality Factor ◽  
Disadvantaged Women ◽  
Personality Factor Questionnaire

Two hundred and five disadvantaged women completed standardized psychometric inventories (Sixteen Personality Factor Questionnaire, Motivation Analysis Test, Tennessee Self-Concept Scale, Internal-External Control Scale, Work Attitude Scale) and a structured interview (attitude-value, activity. Jife concerns items). Factor analysis was used to organize these data; correlational analyses indicated that the inventory and interview dimensions tapped essentially independent aspects within the total motivation domain. Compared with inventory norms, these women exhibited torpidity and submissiveness, depressed motivation, poor self-esteem, but positive work attitudes. Differences between dichotomous subgroups defined by six major demographic variables were consistent with previous literature; the most salient pattern of subgroup differences showed that black, less intelligent, and less educated women were less positive toward work and more externally oriented. In sum, these women appeared resigned and lethargic; no causal inference was drawn, but it was cautioned that choice of counseling procedures should be based on a differentiation of diminished from initial lack of motivation.

scholarly journals Werkafwesigheid: 'n Studie van vragmotorbestuurders

1995 ◽  
Vol 21 (2) ◽  
Author(s):  
J. S. Gouws ◽  
A. Cronje
Keyword(s):  
Personal Values ◽  
Truck Drivers ◽  
Intellectual Ability ◽  
The Other ◽  
Personality Factors ◽  
Personality Factor ◽  
Sixteen Personality Factor Questionnaire ◽  
Sixteen Personality Factor ◽  
Significant Difference ◽  
Personality Factor Questionnaire

Absenteeism: A study of truck drivers. The aim of the study was to explore reasons for absenteeism as experienced by code 11 truck drivers. Two groups were identified: one group high, and the other group low on an absenteeism continuum. Significant differences between the groups ocurred with respect to four of the sixteen personality factors of the Sixteen Personality Factor Questionnaire. However, no significant difference in their personal values and intellectual ability could be found. Opsomming Die doel van die studie was die identifisering van aanduiders van werkafwesigheid by kode 11 vragmotorbestuurders. Die bevinding van hierdie studie is dat daar beduidende verskille tussen werkafwesige en werkaanwesige vragmotorbestuurders ten opsigte van vier van die sestien persoonlikheidsfaktore van die Sestien Persoonlik- heidsfaktorvraelys bestaan. Daar blyk egter geen beduidende verskille betreffende hulle persoonlike waardes en intellektuele vermoens te wees nie.

Canonical Analysis of the Vocational Preference Inventory and the Sixteen Personality Factor Questionnaire

1973 ◽  
Vol 32 (1) ◽  
pp. 211-214 ◽  
Author(s):  
John D. Williams ◽  
Constance M. Williams
Keyword(s):  
Graduate Students ◽  
Zero Order ◽  
Canonical Analysis ◽  
Personality Factor ◽  
Sixteen Personality Factor Questionnaire ◽  
Sixteen Personality Factor ◽  
Personality Factor Questionnaire ◽  
Preference Inventory ◽  
Vocational Preference

A canonical analysis was performed, relating the Sixteen Personality Factor Questionnaire and the Vocational Preference Inventory. 145 male graduate students were Ss. Three significant canonical relationships were found. Most of the zero-order correlations were low; only 3 correlations (out of 176 possible correlations) were as large (positively or negatively) as .40.

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