Criterion A Scales: Convergent, Discriminant, and Structural Relationships

Assessment ◽  
2020 ◽  
pp. 107319112094716
Author(s):  
Gillian A. McCabe ◽  
Joshua R. Oltmanns ◽  
Thomas A. Widiger
Keyword(s):  
Personality Disorder ◽  
Personality Traits ◽  
Structural Equation ◽  
Discriminant Validity ◽  
Factor Model ◽  
Five Factor Model ◽  
Equation Modeling ◽  
Criterion A ◽  
Alternative Measures ◽  
Pathological Personality Traits

The alternative model of personality disorder was created to address the apparent failings of Diagnostic and Statistical Manual of Mental Disorders–Fourth edition–text revision personality disorder diagnostic categories and consists of Criterion A (i.e., personality functioning) and Criterion B (i.e., pathological personality traits). There are now four alternative measures of the Criterion A impairments but, perhaps surprisingly, no study has yet compared any one of them with any one of the other three. The current study assesses the convergent (and discriminant) validity of all four, as well as their structural relationship with the five-factor model (FFM), a widely accepted model for understanding the structure of normal and pathological personality traits. Exploratory structural equation modeling analyses of the Criterion A measures and FFM scales demonstrate that the Criterion A self-identity scale can be understood as a maladaptive variant of FFM neuroticism. Moreover, results indicate no appreciable discriminant validity in the assessment of the Criterion A impairments—the Criterion A scales correlated more highly within measures than across alternative measures, even when measuring the same construct. Implications of these findings for the conceptualization and assessment of Criterion A self and interpersonal impairments are discussed.

Understanding an Effect of Technology Between the Relationships of the Five-Factor Model and Sales Performance Technology as a Moderating Tool

2019 ◽  
Vol 11 (4) ◽  
pp. 58-78
Author(s):  
Litinthong Kimixay ◽  
Liu Cheng ◽  
Abdul Waheed ◽  
Lidinthong Kathid
Keyword(s):  
Personality Traits ◽  
Structural Equation ◽  
Factor Model ◽  
Five Factor Model ◽  
Sales Performance ◽  
Equation Modeling ◽  
Performance Technology ◽  
Managerial Implications ◽  
Highly Correlated ◽  
Z Transformation

Over the past decades, numerous experts have been investigated the correlation among distinct personality traits and job performance. However, relatively less attention was paid examining the significance of technological tools in sales management, especially in developing countries. This article explores the relationship among the five-factor model (FFM) of personality traits and sales performance (SP) with a moderating role of the technology. To this end, structural equation modeling and Fisher's Z transformation analysis were employed to analyze the hypotheses. The findings revealed that extraversion, conscientiousness, openness to experience, and emotional stability traits are positively correlated to SP. In contrast, agreeableness is not highly correlated with SP relatively than the remainder traits. Additionally, results revealed the significant effect of technology as a moderator which strengthens the association of FFM and SP. This study proposes diverse managerial implications and future directions for practitioners and academicians across the nations.

Framing Work Competencies Through Personality Traits

2013 ◽  
Vol 29 (3) ◽  
pp. 162-170 ◽  
Author(s):  
Chiara Consiglio ◽  
Guido Alessandri ◽  
Laura Borgogni ◽  
Ronald F. Piccolo
Keyword(s):  
Personality Traits ◽  
Big Five ◽  
Convergent Validity ◽  
Structural Equation ◽  
Factor Model ◽  
Five Factor Model ◽  
Equation Modeling ◽  
Validity And Reliability ◽  
Self And Other ◽  
Adequate Reliability

The present study investigated the construct validity and reliability of the Big Five Competencies grid (BFC grid), an instrument framed and validated within a well-established conceptual model, the Five Factor Model (FFM) of personality. A first sample of 1,307 employees (65% males) in a variety of job types completed the BFC grid and a list of Big Five prototypical adjectives. Exploratory structural equation modeling attested a six-factor competencies structure corresponding to four broad traits (Extraversion, Agreeableness, Emotional stability, Openness) and two facets of conscientiousness. The six scales showed adequate reliability and dominant associations with the corresponding personality traits. In a second sample of 150 employees (87% males), the six-factor structure was confirmed together with convergent validity between self- and other-ratings of work competencies. Implications and suggestions for future results are discussed.

Examining the Conceptual and Empirical Distinctiveness of Agreeableness and “Dark” Personality Items

2020 ◽  
Author(s):  
Colin Vize ◽  
Josh Miller ◽  
Donald Lynam
Keyword(s):  
Factor Analysis ◽  
Structural Equation Modeling ◽  
Personality Traits ◽  
Structural Equation ◽  
Factor Model ◽  
Five Factor Model ◽  
Research Literature ◽  
Equation Modeling ◽  
Nomological Network ◽  
Opposite Pole

Objective: A growing research literature has focused on what have been termed “dark” personality traits/constructs. More recently, the “dark factor” of personality has been proposed as a unifying framework for this research (Moshagen et al., 2018). To date, little work has rigorously investigated whether the traits/constructs investigated in the context of the dark factor can be captured by existing models of normative personality, namely Agreeableness from the Five-factor Model. Thus, the “dark factor” may be an instance of the “jangle” fallacy, where two constructs with different names are in fact the same construct. Method: We used a preregistered approach that made use of bass-ackwards factor analysis, structural equation modeling, and nomological network analysis to investigate the distinction between the D factor and Agreeableness. Results: Agreeableness and the D factor were similar in their coverage of antagonistic personality content, strongly negatively related (latent r = -.90), and showed near perfect profile dissimilarity (rICC = -.99). Conclusion: The results suggested that the D factor can be understood as the opposite pole of Agreeableness (i.e., antagonism) and not as a distinct construct. We discuss the implications for researchers interested in continuing to advance the study of antagonistic personality traits.

The DSM-5 Section III Personality Disorder Criterion A in relation to both pathological and general personality traits

2019 ◽  
Author(s):  
Chelsea Sleep ◽  
Donald Lynam ◽  
Josh Miller
Keyword(s):  
Personality Disorder ◽  
Personality Traits ◽  
Discriminant Validity ◽  
Incremental Validity ◽  
Assessment Tools ◽  
Dsm 5 ◽  
Criterion A ◽  
Literature Base ◽  
Axis I ◽  
Pathological Personality Traits

Following the introduction of the DSM-5 Section III Alternative Model of Personality Disorder (AMPD), much of the empirical attention has been directed towards testing the performance of Criterion B (i.e., pathological traits). Much more recently, with the development of assessment tools related to Criterion A (i.e., personality impairment), a burgeoning literature base is forming for it as well. A closer look at the Criterion A component, however, reveals disagreements around its structure, discriminant validity, ability to distinguish between personality-based and non-personality-based forms of psychopathology, overlap between the two criteria, and incremental validity. The goal of the current study (N = 365 undergraduates) was to test Criterion A in relation to both pathological personality traits, as specified in the DSM-5, as well as general personality traits as suggested might be more appropriate by some scholars. The results suggest that impairment domains overlap substantially with pathological and general traits, and these traits account for considerable variance in impairment domains. Most importantly, the findings suggest that general and pathological traits functioned in nearly identical ways, as evidenced by the similar relations that they evinced with traditional DSM-5 PD constructs. In line with previous work, the present findings demonstrate limited discriminant validity among impairment domains, and an inability to distinguish between Axis I and II symptoms. Further research on the AMPD is needed to test the necessity and sufficiency of its constituent components.

Personality Disorders as Collections of Traits

2019 ◽  
pp. 40-70
Author(s):  
Joshua D. Miller
Keyword(s):  
Personality Disorder ◽  
Construct Validity ◽  
Personality Traits ◽  
Personality Disorders ◽  
General Model ◽  
Alternative Model ◽  
Factor Model ◽  
Five Factor Model ◽  
Empirical Relations ◽  
Expert Ratings

This chapter argues that personality disorders can and should be understood as collections of basic personality traits from a general model of personality, namely the five-factor model (FFM). It reviews evidence for the convergence of FFM personality disorder profiles across multiple approaches—expert ratings (i.e., researchers and clinicians) and empirical relations. It discusses how to score the personality disorders from the FFM and provides evidence for the convergent, discriminant, and construct validity of this approach. The chapter also demonstrates how the new alternative model for personality disorders can be embedded within the more established and robust FFM literature.

Examining the quantitative determinants of organizational performance: evidence from China

2015 ◽  
Vol 19 (2) ◽  
pp. 23-41 ◽  
Author(s):  
Ying Wang ◽  
Ramudu Bhanugopan ◽  
Pamela Lockhart
Keyword(s):  
Organizational Performance ◽  
Organization Theory ◽  
Structural Equation ◽  
Quantitative Methods ◽  
Factor Model ◽  
Five Factor Model ◽  
Performance Model ◽  
Equation Modeling ◽  
Content Type ◽  
Innovation And Technology

Purpose – The aim of this paper is to examine the determinants of organizational performance (OP) of business enterprises located in China and to explore how individual demographic and organizational characteristics affect OP. Design/methodology/approach – This study applies quantitative methods to examine the OP. Data were collected from 405 managers across 306 organizations in China. Findings – The study finds that, overall, OP is related to five factors, namely, finance and customer, internal business, work satisfaction, pay and benefits and innovation and technology (INT). The results from this study provide new perspectives and support the overall validity of the nomological network of OP factors. The findings also provide guidelines on which perspectives of performance organizations should be enhanced. Practical implications – The five-factor model of OP provides benefit to any organization or individual who intends to examine OP in China. In addition, the findings suggest that organizations should explore ways to enforce their performance. The findings also inform organizational decision makers about practices for performance improvement. Originality/value – The present study was undertaken to advance understanding of OP in China in several ways. The most significant element of this study was the five-factor performance model generated from the structural equation modeling analysis. The results from MANOVA highlight the potential impact of organization theory on how demographic and organizational variables influence OP in China.

Incremental validity of the Structured Interview for the Five‐Factor Model of Personality (SIFFM)

2005 ◽  
Vol 19 (4) ◽  
pp. 343-357 ◽  
Author(s):  
Stephanie D. Stepp ◽  
Timothy J. Trull ◽  
Rachel M. Burr ◽  
Mimi Wolfenstein ◽  
Angela Z. Vieth
Keyword(s):  
Personality Disorder ◽  
Personality Traits ◽  
Clinical Utility ◽  
Factor Model ◽  
Five Factor Model ◽  
Structured Interview ◽  
Incremental Validity ◽  
Self Report ◽  
Histrionic Personality Disorder

This study examined the incremental validity of the Structured Interview for the Five‐Factor Model (SIFFM; Trull & Widiger, 1997) scores in the prediction of borderline, antisocial, and histrionic personality disorder symptoms above and beyond variance accounted for by scores from the Schedule for Nonadaptive and Adaptive Personality (SNAP; Clark, 1993), a self‐report questionnaire that includes items relevant to both normal (i.e. Big Three) and abnormal personality traits. Approximately 200 participants (52 clinical outpatients, and 149 nonclinical individuals from a borderline‐features‐enriched sample) completed the SIFFM, the SNAP, and select sections of the Personality Disorder Interview—IV (PDI‐IV; Widiger, Mangine, Corbitt, Ellis, & Thomas, 1995). We found support for the incremental validity of SIFFM scores, further indicating the clinical utility of this instrument. However, results also supported the incremental validity of SNAP scores in many cases. We discuss the implications of the findings in terms of dimensional approaches to personality disorder assessment. Copyright © 2005 John Wiley & Sons, Ltd.

The influence of openness to experience and nostalgia proneness on brand loyalty

2018 ◽  
Vol 15 (4) ◽  
pp. 500-513
Author(s):  
Seniz Özhan ◽  
Nevin Altug ◽  
Eylem Deniz
Keyword(s):  
Personality Traits ◽  
Brand Loyalty ◽  
Structural Equation ◽  
Factor Model ◽  
Five Factor Model ◽  
Joint Effect ◽  
Equation Model ◽  
Openness To Experience ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the joint effect of two composite characteristics –openness to experience (OE) and nostalgia proneness (NP) – on product involvement (PI) and whether brand loyalty (BL) is a result of this PI. Design/methodology/approach In accordance with this purpose, a model suggesting that OE dimension of the five-factor model and NP influences PI and PI influences BL was developed and tested. The data used in the study were obtained from 1,392 participants from the Thrace region of Turkey. The authors use a structural equation model to test and confirm hypothesis. Findings OE influences PI and hence BL. On the other hand, it has been concluded that NP has no significant influence on PI. Research limitations/implications This is the first study to examine the influence of OE, one of the personality traits, and NP on BL. In this study, only OE, which is one of the five-factor personality traits, has been examined. Studies in the future may research the relationship between other personality traits and NP, PI and BL. Practical implications This paper provides managerial insights into why consumers’ personality traits and NP need to be taken into consideration in creating BL. Originality/value To the best of authors’ knowledge, the influence of OE and NP on BL has not been addressed in the current literature. Personality traits and NP are closely related to individuals’ behaviors as a consumer. Understanding the factors that influence consumer purchase decision processes is of crucial importance to managers and researchers alike. The paper is of great value for firms that consider enhance BL.

A Structural Model of Enterprise Managers' Tacit Knowledge and Personality Traits

2014 ◽  
Vol 42 (5) ◽  
pp. 783-798 ◽  
Author(s):  
Hua Fang ◽  
Shuhua Zhang
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Tacit Knowledge ◽  
Structural Equation ◽  
Structural Model ◽  
Factor Model ◽  
Equation Modeling ◽  
Big Five Personality ◽  
Confirmatory Factor ◽  
Neo Five Factor Inventory

Tacit knowledge is considered an effective new structure to predict an individual's job performance. We administered the Tacit Knowledge Inventory for Managers to 127 Chinese enterprise managers; of these participants, 121 also completed the NEO-Five-Factor Inventory measure of Big Five personality traits. A confirmatory factor analysis supported the structure of tacit knowledge, in which we posited a 2-factor model of context substructure. Structural equation modeling path analysis demonstrated that neuroticism was a positive predictor of total and local tacit knowledge scores; that conscientiousness was a positive predictor of total, local, and global tacit knowledge scores; and that agreeableness was a positive predictor of total and local tacit knowledge scores.

Development and validation of an instrument measuring core job characteristics

2019 ◽  
Vol 34 (2) ◽  
pp. 373-385
Author(s):  
Nikolaos Tsigilis ◽  
Athanasios Koustelios
Keyword(s):  
Factor Analysis ◽  
Structural Equation ◽  
Factor Model ◽  
Five Factor Model ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Core ◽  
New Instrument ◽  
Job Diagnostic Survey

Purpose Much of prior research focused on the dimensionality of the part of Job Diagnostic Survey that measures the core job characteristics, with mixed findings. The purpose of this paper is to develop and validate an instrument assessing core job characteristics. Design/methodology/approach Public school teachers (n=685) serving in elementary and secondary schools filled in the Core Job Characteristics Inventory (CJCI). CJCI comprises 29 items to assess job autonomy, task significance, task identification, skill variety and feedback from the job. The development of the CJCI undergone the following stages: development of an initial pool of items, examination of its content validity by ten experts and a pilot study. Findings Exploratory factor analysis revealed five factors with satisfactory internal consistency. Confirmatory factor analysis showed mixed results. Application of exploratory structural equation modeling procedures revealed that a correlated five-factor model yielded an adequate fit to the data. Associations among the five work features were significant, positive and yielding moderate values. Correlations among the five-core job characteristics and two affective job responses (job satisfaction and emotional exhaustion) provided evidence of CJCI concurrent validity. Practical implications Human resources managers can use CJCI to measure core job characteristics or to evaluate interventions in the work places. Originality/value A new instrument was developed to measure core job characteristics, and to address previous shortcomings reported in the literature. The rigorous methodological procedure, which followed for the development of the CJCI combined with a cross-validation approach best guarantees its applicability.

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