Detection of Feigning of Different Symptom Presentations With the PAI and IOP-29

Assessment ◽  
2021 ◽  
pp. 107319112110612
Author(s):  
Claudia Pignolo ◽  
Luciano Giromini ◽  
Francesca Ales ◽  
Alessandro Zennaro
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Diagnostic Efficiency ◽  
Symptom Presentation ◽  
Total N ◽  
Final Sample ◽  
Inventory Of Problems ◽  
Data Source ◽  
Negative Impression ◽  
Forensic Sample

This study examined the effectiveness of the negative distortion measures from the Personality Assessment Inventory (PAI) and Inventory of Problems-29 (IOP-29), by investigating data from a community and a forensic sample, across three different symptom presentations (i.e., feigned depression, posttraumatic stress disorder [PTSD], and schizophrenia). The final sample consisted of 513 community-based individuals and 288 inmates (total N = 801); all were administered the PAI and the IOP-29 in an honest or feigning conditions. Statistical analyses compared the average scores of each measure by symptom presentation and data source (i.e., community vs. forensic sample) and evaluated diagnostic efficiency statistics. Results suggest that the PAI Negative Impression Management scale and the IOP-29 are the most effective measures across all symptom presentations, whereas the PAI Malingering Index and Rogers Discriminant Function generated less optimal results, especially when considering feigned PTSD. Practical implications are discussed.

Effects of Targeted Self-Coaching on Applicant Distortion of Personality Measures

2012 ◽  
Vol 11 (4) ◽  
pp. 169-175 ◽  
Author(s):  
Katherine A. Sliter ◽  
Neil D. Christiansen
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Lie Detection ◽  
Personality Test ◽  
Personality Measures ◽  
Personality Tests ◽  
The Impact

The present study evaluated the impact of reading self-coaching book excerpts on success at faking a personality test. Participants (N = 207) completed an initial honest personality assessment and a subsequent assessment with faking instructions under one of the following self-coaching conditions: no coaching, chapters from a commercial book on how to fake preemployment personality scales, and personality coaching plus a chapter on avoiding lie-detection scales. Results showed that those receiving coaching materials had greater success in raising their personality scores, primarily on the traits that had been targeted in the chapters. In addition, those who read the chapter on avoiding lie-detection scales scored significantly lower on a popular impression management scale while simultaneously increasing their personality scores. Implications for the use of personality tests in personnel selection are discussed.

scholarly journals A-220 Screening for Cognitive Over-Reporting with the Neurobehavioral Symptom Inventory

2020 ◽  
Vol 35 (6) ◽  
pp. 1015-1015
Author(s):  
Rolin S ◽  
Kitchen Andren K ◽  
Mullen C ◽  
Kurniadi N ◽  
Davis J
Keyword(s):  
Impression Management ◽  
Area Under The Curve ◽  
Low Frequency ◽  
Average Score ◽  
Clinical Settings ◽  
Characteristic Analysis ◽  
Symptom Inventory ◽  
Validity Indicators ◽  
Military Populations ◽  
Negative Impression

Abstract Objective Considerable research in veteran and military populations has focused on the development of embedded symptom validity indicators on the Neurobehavioral Symptom Inventory (NSI) including the low frequency (LOW6), negative impression management (NIM5), and validity (VAL10) scales. These measures have been less studied in other clinical settings. This study examined embedded NSI validity scales in a rehabilitation setting. Method Participants (N = 94) underwent outpatient neuropsychological evaluation using the NSI, MMPI-2-RF, and Memory Complaints Inventory (MCI), among other measures. Cognitive symptom over-reporting was psychometrically determined if the MCI (average score > 39) and MMPI-2-RF (RBS > 79 T or FBS > 79 T) were elevated. Results Thirty-four participants (36%) met over-reporting criteria. NSI total scores were significantly different between over-reporting (M = 48.7, SD = 12.2) and non-over-reporting (M = 28.1, SD = 14.3) groups (p < .0001, d = 1.5). Receiver operating characteristic analysis using embedded NSI scales to classify cases showed area under the curve (AUC) values of .82 for LOW6 and NIM5, and .83 for VAL10. A VAL10 cutoff (>18) showed sensitivity of 56% and 90% specificity. VAL10 scores of 4 or below demonstrated 100% sensitivity and may be considered evidence that additional assessment of cognitive over-reporting is not needed. Conclusion Findings support the utility of NSI validity indicators to screen for cognitive over-reporting in a rehabilitation setting.

Convergence of Self-Reports and Informant Reports on the Personality Assessment Screener

Assessment ◽  
2016 ◽  
Vol 24 (8) ◽  
pp. 999-1007 ◽  
Author(s):  
Shannon E. Kelley ◽  
John F. Edens ◽  
Leslie C. Morey
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Self Report ◽  
Dyadic Relationship ◽  
Informant Report ◽  
Positive Impression Management ◽  
Self Reports ◽  
Psychological Difficulties ◽  
Internalizing Distress ◽  
Report Measure

The present study is the first to investigate the Personality Assessment Screener, a brief self-report measure of risk for emotional and behavioral dysfunction, in relation to the informant report version of this instrument, the Personality Assessment Screener–Other. Among a sample of undergraduate roommate dyads ( N = 174), self-report and informant report total scores on the Personality Assessment Screener/Personality Assessment Screener–Other moderately converged ( r = 0.45), with generally greater agreement between perspectives observed for externalizing behaviors compared with internalizing distress. In addition, selves tended to report more psychological difficulties relative to informant ratings ( d = 0.45) with an average absolute discrepancy between sources of 6.31 ( SD = 4.96) out of a possible range of 66. Discrepancies between self-report and informant report were significantly associated with characteristics of the dyadic relationship (e.g., length of acquaintanceship) as well as the severity of self-reported psychological difficulties and positive impression management.

scholarly journals Psychopathic Processing and Personality Assessment (PAPA): exploring factor structure

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Michael Lewis ◽  
Jane Ireland ◽  
Carol Ireland ◽  
Gail Derefaka ◽  
Kimberley McNeill ◽  
...  
Keyword(s):  
Factor Structure ◽  
Personality Assessment ◽  
Community Sample ◽  
Dimensional Structure ◽  
Factor Solution ◽  
Content Type ◽  
Adult Men ◽  
Emotional Detachment ◽  
Confirmatory Factor ◽  
Forensic Sample

Purpose This paper aims to assess whether the factor structure of the Psychopathic Processing and Personality Assessment (PAPA) could be confirmed in a large community sample (n = 1,850), comprising three subsamples of adult men (n = 189, 248 and 198) and women (n = 499, 469 and 247). It was predicted that the four-factor solution originally proposed in earlier studies (i.e. dissocial tendencies, emotional detachment, disregard for others, lack of sensitivity to emotion) would be replicated and produce a multi-dimensional structure consistent across sex. Design/methodology/approach This study explored the structure of the newly developed PAPA among a non-forensic sample. Findings Although exploratory analysis indicated a four-factor solution, the structure was different with “lack of sensitivity to emotion” being replaced by “responsiveness to perceived aggression.” Confirmatory analyses supported this structure among women, yet a three-factor structure was preferred for men that excluded emotional detachment. Research limitations/implications This study highlights the importance of attending to sex differences when assessing for psychopathy. Originality/value This is the first confirmatory factor analysis completed on the PAPA, with the findings conveying its value when assessing for psychopathic traits among a community sample.

The influence of impression management scales on the Personality Assessment Inventory in the epilepsy monitoring unit

2012 ◽  
Vol 25 (4) ◽  
pp. 534-538 ◽  
Author(s):  
Catherine L. Purdom ◽  
Kristin A. Kirlin ◽  
Matthew T. Hoerth ◽  
Katherine H. Noe ◽  
Joseph F. Drazkowski ◽  
...  
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Personality Assessment Inventory ◽  
Epilepsy Monitoring

Adjectives vs. Statements in Forced Choice and Likert Item Types: Which Is More Resistant to Impression Management in Personality Assessment?

2021 ◽  
pp. 1-35
Author(s):  
Kate E. Walton ◽  
Justine Radunzel ◽  
Raeal Moore ◽  
Jeremy Burrus ◽  
Cristina Anguiano-Carrasco ◽  
...  
Keyword(s):  
Impression Management ◽  
Personality Assessment ◽  
Forced Choice ◽  
Item Types

Managers’ Support for Employee Wellness Programs: An Integrative Review

2018 ◽  
Vol 32 (8) ◽  
pp. 1789-1799 ◽  
Author(s):  
Deborah G. Passey ◽  
Meagan C. Brown ◽  
Kristen Hammerback ◽  
Jeffrey R. Harris ◽  
Peggy A. Hannon
Keyword(s):  
Data Extraction ◽  
Wellness Programs ◽  
Employee Wellness ◽  
Summary Table ◽  
Line Managers ◽  
Leadership Support ◽  
Final Sample ◽  
Data Source ◽  
Perception Of Support ◽  
Employee Wellness Programs

Objective: The aim of this integrative literature review is to synthesize the existing evidence regarding managers’ support for employee wellness programs. Data Source: The search utilized multiple electronic databases and libraries. Study Inclusion and Exclusion Criteria: Inclusion criteria comprised peer-reviewed research published in English, between 1990 and 2016, and examining managers’ support in the context of a worksite intervention. The final sample included 21 articles for analysis. Data Extraction: Two researchers extracted and described results from each of the included articles using a content analysis. Data Synthesis: Two researchers independently rated the quality of the included articles. Researchers synthesized data into a summary table by study design, sample, data collected, key findings, and quality rating. Results: Factors that may influence managers’ support include their organization’s management structure, senior leadership support, their expected roles, training on health topics, and their beliefs and attitudes toward wellness programs and employee health. Managers’ support may influence the organizational culture, employees’ perception of support, and employees’ behaviors. Conclusions: When designing interventions, health promotion practitioners and researchers should consider strategies that target senior, middle, and line managers’ support. Interventions need to include explicit measures of managers’ support as part of the evaluation plan.

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