The Org-B5: Development of a Short Work Frame-of-Reference Measure of the Big Five

2021 ◽  
pp. 014920632110026
Author(s):  
Chandra Shekhar Pathki ◽  
Donald H. Kluemper ◽  
Jeremy D. Meuser ◽  
Benjamin D. McLarty
Keyword(s):  
Big Five ◽  
Work Engagement ◽  
Discriminant Validity ◽  
Frame Of Reference ◽  
Incremental Validity ◽  
Personality Measures ◽  
Personality Measure ◽  
Two Samples ◽  
Member Exchange ◽  
Time Lagged

The literature suggests that contextualized personality measures yield stronger predictive validity. However, frame-of-reference (FOR) theory is underdeveloped, and existing work-FOR personality measures have several limitations. Integrating FOR research with the knowledge-and-appraisal personality architecture (KAPA) theoretical framework, we developed a new work-FOR personality measure: the 20-item ORG-B5. Study 1 summarizes the procedure used to select the items and tests its basic psychometric properties with two samples. Study 2 shows that the ORG-B5 has good convergent and discriminant validity and outperforms the Mini-Markers and the Mini-IPIP in its base psychometrics. Study 3 demonstrates that the ORG-B5 predicts work-engagement and leader-member exchange (LMX), while Study 4a and 4b shows incremental validity of the ORG-B5 above other Big Five measures in predicting work-engagement and LMX. Study 5 demonstrates measurement invariance between native and nonnative English speakers and compares the criterion and incremental validity of the ORG-B5 beyond another work-FOR measure. Study 6 demonstrates convergence between self- and coworker ratings of the ORG-B5 and its prediction of time-lagged self-reported engagement and LMX and supervisor-reported deviance and task performance. Given these results, we argue that the ORG-B5 is a reliable and short personality measure more appropriate than existing measures for organizational research.

scholarly journals Examining the Psychometric Properties of the Mayer-Salovey Caruso Emotional Intelligence Test Findings From an Eastern European Culture

2020 ◽  
Author(s):  
Dragos Iliescu ◽  
Alexandra Ilie ◽  
Dan Ispas ◽  
Andrei Ion
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Cognitive Ability ◽  
Big Five ◽  
Discriminant Validity ◽  
Incremental Validity ◽  
Intelligence Test ◽  
Eastern European ◽  
European Culture ◽  
Structural Equivalence

Based on four samples and more than 2,000 participants, the authors examined the structural equivalence, discriminant validity as well as criterion and incremental validity of the Romanian version of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), an ability-based measure of emotional intelligence. Results suggest that the Romanian version of the MSCEIT has a very good structural equivalence and good discriminant validity compared with measures of cognitive ability, personality (Big Five), and empathy. Also, the Romanian MSCEIT has incremental validity over personality when predicting job performance. Based on these results, the authors encourage usage of the MSCEIT as a sound measure of emotional intelligence.

Emic vs etic frame of reference personality assessment in the prediction of work-related outcomes

2019 ◽  
Vol 24 (7) ◽  
pp. 686-701
Author(s):  
Vlad Burtaverde ◽  
Dragos Iliescu
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Personality Assessment ◽  
Demographic Variables ◽  
Frame Of Reference ◽  
Personality Factors ◽  
Personality Measures ◽  
Content Type ◽  
Work Related

Purpose The purpose of this paper is to investigate the effect of both work-related and emic contextualization of personality measurement in the prediction of work-related outcomes. Design/methodology/approach In total, 224 employees completed work-contextualized and non-contextualized Big Five model measures, as well as contextualized emic personality measures, together with a number of measures for work-related outcomes. Findings Results showed that, after controlling for demographic variables and non-contextualized etic factors, etic contextualized factors predicted occupational stress, work engagement, job satisfaction, work frustration, turnover intention, career satisfaction and organizational citizenship behavior. After controlling for demographic variables, non-contextualized etic factors and contextualized etic factors, emic contextualized personality factors predicted work engagement, job satisfaction, absenteeism, counterproductive workplace behaviors and organizational citizenship behaviors. Research limitations/implications The study has a number of limitations. First, the sample contained participants recruited from a low number of professional areas. Second, the sample consisted mostly of women, and relying on unbalanced samples may lead to construct irrelevant variance. Practical implications By using a combination of etic personality measures and contextualized emic personality measures, organizations can better predict a number of organizational outcomes related to extra-role performance, such as those considered in the present study. Originality/value This research showed that, in the case of personality assessment, using a double form of contextualization – frame of reference and culture – an increment in the prediction of organizational behaviors can be obtained.

Supervisor–Subordinate Guanxi: Developing a Three-Dimensional Model and Scale

2009 ◽  
Vol 5 (3) ◽  
pp. 375-399 ◽  
Author(s):  
Ying Chen ◽  
Ray Friedman ◽  
Enhai Yu ◽  
Weihua Fang ◽  
Xinping Lu
Keyword(s):  
Turnover Intention ◽  
Discriminant Validity ◽  
Three Dimensional ◽  
Incremental Validity ◽  
Three Dimensions ◽  
Leader Member Exchange ◽  
Dimensional Model ◽  
Three Dimensional Model ◽  
Convergent And Discriminant Validity ◽  
Member Exchange

We develop a three-dimensional concept of supervisor-subordinate guanxi. This concept includes affective attachment, personal-life inclusion, and deference to supervisor. Based on this concept, we conducted three studies to develop and validate a three-dimensional supervisor-subordinate guanxi measure and to examine its relationship with related constructs, such as leader-member exchange. Results from Study 1 and Study 2 provide evidence of convergent and discriminant validity of the scale, while Study 3 demonstrates the scale's incremental validity and replicates results from Study 2. Furthermore, in Study 3, we found that the three dimensions of supervisor-subordinate guanxi had different significant effects on commitment, turnover intention, and procedural justice, providing further evidence of criterion-related validity. Overall, these empirical results provide support for our three-dimensional model of supervisor-subordinate guanxi.

Further validation of the IDAS

2009 ◽  
Author(s):  
Scott Stuart ◽  
Michael Chmielewski ◽  
Elizabeth A McDade-Montez ◽  
Erin Koffel ◽  
Kristin Naragon ◽  
...  
Keyword(s):  
Convergent Validity ◽  
Discriminant Validity ◽  
Psychiatric Patients ◽  
Well Being ◽  
Incremental Validity ◽  
Depression And Anxiety ◽  
Two Samples ◽  
Clinician Rating ◽  
Dsm Iv ◽  
The Mean

We explicated the validity of the Inventory of Depression and Anxiety Symptoms (IDAS; Watson et al., 2007) in two samples (306 college students, and 605 psychiatric patients). The IDAS scales showed strong convergent validity in relation to parallel interview-based scores on the Clinician Rating version of the IDAS (IDAS-CR); the mean convergent correlations were .51 and .62 in the student and patient samples, respectively. With the exception of Well-Being, the scales also consistently demonstrated significant discriminant validity. Furthermore, the scales displayed substantial criterion validity in relation to DSM-IV mood and anxiety disorder diagnoses in the patient sample. We identified particularly clear and strong associations between (a) major depression and the IDAS General Depression, Dysphoria and Well-Being scales; (b) panic disorder and IDAS Panic; (c) posttraumatic stress disorder and IDAS Traumatic Intrusions; and (d) social phobia and IDAS Social Anxiety. Finally, in logistic regression analyses, the IDAS scales showed significant incremental validity in predicting several DSM-IV diagnoses when compared against the Beck Depression Inventory-II (Beck, Steer, & Brown, 1996) and Beck Anxiety Inventory (Beck & Steer, 1990).

scholarly journals Examining the Psychometric Properties of the Mayer-Salovey- Caruso Emotional Intelligence Test

2013 ◽  
Vol 29 (2) ◽  
pp. 121-128 ◽  
Author(s):  
Dragos Iliescu ◽  
Alexandra Ilie ◽  
Dan Ispas ◽  
Andrei Ion
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Psychometric Properties ◽  
Cognitive Ability ◽  
Big Five ◽  
Discriminant Validity ◽  
Incremental Validity ◽  
Intelligence Test ◽  
Structural Equivalence

Based on four samples and more than 2,000 participants, the authors examined the structural equivalence, discriminant validity as well as criterion and incremental validity of the Romanian version of the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), an ability-based measure of emotional intelligence. Results suggest that the Romanian version of the MSCEIT has a very good structural equivalence and good discriminant validity compared with measures of cognitive ability, personality (Big Five), and empathy. Also, the Romanian MSCEIT has incremental validity over personality when predicting job performance. Based on these results, the authors encourage usage of the MSCEIT as a sound measure of emotional intelligence.

Validation of the Procrastination at Work Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 767-776
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Max Korpinen ◽  
Urška Smrke ◽  
...  
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Psychometric Characteristics ◽  
The Czech Republic ◽  
The United Kingdom ◽  
Confirmatory Factor ◽  
And Performance ◽  
Context Specific ◽  
Negative Links ◽  
Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

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.

An evaluation of DSM-5 Section III Personality Disorder Criterion A (Impairment) in accounting for psychopathology

2018 ◽  
Author(s):  
Chelsea Sleep ◽  
Donald Lynam ◽  
Thomas A. Widiger ◽  
Michael L Crowe ◽  
Josh Miller
Keyword(s):  
Personality Disorders ◽  
Discriminant Validity ◽  
Factor Model ◽  
Incremental Validity ◽  
Self Report ◽  
Statistical Prediction ◽  
Dsm 5 ◽  
Criterion A ◽  
Personality Dysfunction ◽  
Axis I

An alternative diagnostic model of personality disorders (AMPD) was introduced in DSM-5 that diagnoses PDs based on the presence of personality impairment (Criterion A) and pathological personality traits (Criterion B). Research examining Criterion A has been limited to date, due to the lack of a specific measure to assess it; this changed, however, with the recent publication of a self-report assessment of personality dysfunction as defined by Criterion A (Levels of Personality Functioning Scale – Self-report; LPFS-SR; Morey, 2017). The aim of the current study was to test several key propositions regarding the role of Criterion A in the AMPD including the underlying factor structure of the LPFS-SR, the discriminant validity of the hypothesized factors, whether Criterion A distinguishes personality psychopathology from Axis I symptoms, the overlap between Criterion A and B, and the incremental predictive utility of Criterion A and B in the statistical prediction of traditional PD symptom counts. Neither a single factor model nor an a priori four-factor model of dysfunction fit the data well. The LPFS-SR dimensions were highly interrelated and manifested little evidence of discriminant validity. In addition, the impairment dimensions manifested robust correlations with measures of both Axis I and II constructs, challenging the notion that personality dysfunction is unique to PDs. Finally, multivariate regression analyses suggested that the traits account for substantially more unique variance in DSM-5 Section II PDs than does personality impairment. These results provide important information as to the functioning of the two main components of the DSM-5 AMPD and raise questions about whether the model may need revision moving forward.Keywords: dysfunction, impairment, personality disorders, Section III, incremental validity Public Significance: The alternative model of personality disorders included in Section III of the 5th addition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-5) includes two primary components: personality dysfunction and maladaptive traits. The current results raise questions about how a new, DSM-5 aligned measure of personality dysfunction operates with regard its factor structure, discriminant validity, ability to differentiate between personality and non-personality based forms of psychopathology, and incremental validity in the statistical prediction of traditional DSM personality disorders.

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