The Arkansas Index: An Efficient System to Match Workers' Personality Dimensions with Objective Personality Tests

1983 ◽  
Vol 53 (1) ◽  
pp. 231-246
Author(s):  
Michael G. Aamodt ◽  
Wilson W. Kimbrough
Keyword(s):  
Personality Tests ◽  
Personality Dimensions ◽  
Efficient System ◽  
Personality Inventories ◽  
Current Article

The current article provides an index to 288 personality dimensions and 400 personality inventories which measure them. The index was obtained by examination of the major test compendia and then sorting the tests listed in them by the various personality dimensions represented by the subscales.

Overgeneralization of Validity Generalization in Personality Inventories: Applied Issues in Testing

1999 ◽  
Vol 84 (2) ◽  
pp. 593-609 ◽  
Author(s):  
Donald W. Tiffany ◽  
Phyllis G. Tiffany
Keyword(s):  
Predictive Accuracy ◽  
Contextual Effects ◽  
Assessment Instruments ◽  
Job Fit ◽  
Practical Application ◽  
Personality Dimensions ◽  
Personality Inventories ◽  
Situation Specificity ◽  
Validity Generalization ◽  
Kurt Lewin

Generalization of validity asserts that a predictor or criterion generalizes across studies and will continue to show similar parameters when the situation changes. Kurt Lewin explored situation-behavior relationships, and Mischel examined the situation-behavior association showing predictive accuracy between behaviors and contexts. Investigators have critically reproached the assumed generalization of assessment instruments that ignore contextual variance. The validity hypothesis confirmed that using nonsituation-specific scales does not focus on the contextual effects relevant to the criterion measured and consequently has no practical application for focused evaluation in clinical and employment settings. This study describes a model and technique for the measurement of contextual variance in personality dimensions thereby introducing situation-specificity in evaluation for more focused research, treatment, and a more specific job fit in employment settings.

The Temporal Reliability of the Maudsley Personality Inventory

1959 ◽  
Vol 105 (438) ◽  
pp. 238-240 ◽  
Author(s):  
Allen A. Bartholomew ◽  
Edward Marley
Keyword(s):  
Market Research ◽  
Research Work ◽  
Personality Inventory ◽  
Personality Dimensions ◽  
Personality Inventories ◽  
Bear Witness ◽  
Clear Description ◽  
Temporal Reliability

The Maudsley Personality Inventory (MPI) that purports to assess the two personality dimensions, extraversion-introversion (E-I) and neuroticism-normality (N-N), has been used extensively in recent research work and a number of published papers in somewhat different spheres bear witness to the use made of the questionnaire (Eysenck, 1956a; Coppen, 1958; Franks, 1957; Bartholomew, Franks and Marley, 1958). A clear description of its construction and use has been presented by Eysenck (1956b) and a comparison between it and other personality scales, as well as some criticisms of its construction, has been set out by Jensen (1958). The particular interest this questionnaire has evoked is due in part to the fact that it is one of the few personality inventories constructed and standardized this side of the Atlantic. The importance of a reliable questionnaire of this type is noted by Eysenck (1958) in his attempt to produce a shortened version of the MPI that will be of value in such work as market research.

Robustness

2015 ◽  
Author(s):  
Brian O'Connor
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Dimensional Structure ◽  
Personality Tests ◽  
Personality Psychology ◽  
Personality Inventories ◽  
Structure Level ◽  
Wide Range ◽  
Organizational Framework

This article examines the effectiveness of the Five Factor Model (FFM) in capturing or duplicating the scales and primary dimensions found in other personality inventories. It considers the robustness—or “comprehensiveness”—of the FFM at both the scale and dimensional structure levels, as well as the nature and extent of the evidence for the FFM as an integrative, organizational framework for other personality tests. “Robustness” here refers to the tendency for the FFM dimensions to keep showing up in a wide range of old and new measures that were designed to assess supposedly unique and important other constructs. This article begins with a review of the primary findings that were reported by O’Connor (2002) before discussing the nature of dimensions in personality psychology data. It then evaluates the robustness of the FFM at the dimensional structure level and suggests directions for further research at the scale and dimensional structure levels.

scholarly journals Osobowościowe uwarunkowania dopasowania pracownika do charakteru pracy

2017 ◽  
Vol 1 (2) ◽  
pp. 91
Author(s):  
Karolina Oleksa
Keyword(s):  
Job Satisfaction ◽  
New Technologies ◽  
Team Work ◽  
Personality Tests ◽  
Personality Dimension ◽  
Personality Dimensions ◽  
Professional Career ◽  
Selection Processes ◽  
Recruitment And Selection ◽  
Job Assessment

Aim: Over the last twenty years there have been numerous studies showing significant relationships between personality dimensions and predisposition to doing a job of a specific character. The aim of this research is to examine the relationships between personality, job characteristics and perceived job satisfaction with a view to demonstrate the rationale behind the application of personality tests as the tool for predicting the employee’s fitting the job specification in the recruitment process.Design / Research methods: In order to verify the selected relationships, a quantitative study on a group of Polish workers (N = 302) was carried out. It correlated five personality dimensions (tested by the NEO-FFI questionnaire) with the level of employee’s satisfaction and the work characteristics (questionnaires made by the author were used).The satisfaction level was determined based on employees’ job assessment and professional career development, while the character of the job was examined according to seven scales: individual vs. team work, complexity of tasks, application of new technologies, procedures, customer contact, influence on customer’s emotions, dependence on supervisor.Conclusions / findings: The results of the analyses showed that each personality dimension was significantly different for respondents satisfied with their performance of work of a particular nature. This can confirm the use of personality tests in the recruitment process; however, some factors need to be taken into account, including, among others, organizational environment or specific job demands.Originality / value of the article: The article is an attempt to link comprehensively different studies focusing on the association between personality and the type of work performed, with this objective being expanded by adding a moderate variable - job satisfaction, which allows one to determine the extent to which the type of work fits a particular dimension of personality.Implications of the research: The implicational value pertains to recruitment and selection processes, justifying the validity of the personality test application in recruitment processes. Limitations of the research: In the future, it would be useful to enlarge the group examined in order to be able to generalize the results and add other moderate variables, such as, for example, organizational demands shaping the character of work.

Personality testing on the internet

2012 ◽  
Author(s):  
Tom Buchanan
Keyword(s):  
Personality Assessment ◽  
Online Survey ◽  
Survey Methodology ◽  
Self Report ◽  
Personality Testing ◽  
Future Research ◽  
Personality Tests ◽  
Self Disclosure ◽  
Personality Inventories ◽  
Key Issues

This article provides an overview of some of the key issues in online personality assessment, offers practical advice for people planning to use such tests in research or applied settings, and highlights some priorities for future research. As well as personality inventories, it considers other forms of self-report-questionnaire-based psychological assessment that may reflect relatively stable individual differences but not strictly fall into traditional models of personality. For example, these are considered in the discussion of equivalence between online and offline tests, because it is likely that any psychological processes affecting the completion of online personality tests (e.g., increased self-disclosure) will be shared with these instruments as well. In terms of methodology, if not the constructs being measured, there are strong similarities that will inform discussion of issues such as equivalence. The same is true of research on online survey methodology – again, there are valuable lessons to be learned from that body of literature.

Encultured minds, not error reduction minds

2020 ◽  
Vol 43 ◽  
Author(s):  
Robert Mirski ◽  
Mark H. Bickhard ◽  
David Eck ◽  
Arkadiusz Gut
Keyword(s):  
Free Energy ◽  
Error Reduction ◽  
Energy Principle ◽  
Free Energy Principle ◽  
Current Article

Abstract There are serious theoretical problems with the free-energy principle model, which are shown in the current article. We discuss the proposed model's inability to account for culturally emergent normativities, and point out the foundational issues that we claim this inability stems from.

Noise-Induced Balance Loss? Rethinking Clinical Implications of Noise Exposure

2019 ◽  
Vol 4 (6) ◽  
pp. 1418-1422
Author(s):  
Bre Myers ◽  
J. Andrew Dundas
Keyword(s):  
Vestibular System ◽  
Noise Exposure ◽  
Balance Control ◽  
Scope Of Practice ◽  
Hearing Conservation ◽  
Exposed Population ◽  
Auditory Systems ◽  
Current Article ◽  
Balance Loss ◽  
Cross System

Purpose The primary aim of the current article is to provide a brief review of the literature regarding the effects of noise exposure on the vestibular and balance control systems. Although the deleterious effects of noise on the auditory system are widely known and continue to be an active area of research, much less is known regarding the effects of noise on the peripheral vestibular system. Audiologists with working knowledge of how both systems interact and overlap are better prepared to provide comprehensive care to more patients as assessment of both the auditory and vestibular systems has been in the audiologists' scope of practice since 1992. Method A narrative review summarizes salient findings from the archival literature. Results Temporary and permanent effects on vestibular system function have been documented in multiple studies. Hearing conservation, vestibular impairment, and fall risk reduction may be more intimately related than previously considered. Conclusions A full appreciation of both the vestibular and auditory systems is necessary to address the growing and aging noise-exposed population. More cross-system studies are needed to further define the complex relationship between the auditory and vestibular systems to improve comprehensive patient care.

Social Desirability in Personality Inventories

2014 ◽  
Vol 35 (3) ◽  
pp. 144-157 ◽  
Author(s):  
Martin Bäckström ◽  
Fredrik Björklund
Keyword(s):  
Social Desirability ◽  
Big Five ◽  
Work Performance ◽  
Factor Model ◽  
Five Factor Model ◽  
Peer Ratings ◽  
Personality Inventories ◽  
Model Study ◽  
The Difference ◽  
New Variables

The difference between evaluatively loaded and evaluatively neutralized five-factor inventory items was used to create new variables, one for each factor in the five-factor model. Study 1 showed that these variables can be represented in terms of a general evaluative factor which is related to social desirability measures and indicated that the factor may equally well be represented as separate from the Big Five as superordinate to them. Study 2 revealed an evaluative factor in self-ratings and peer ratings of the Big Five, but the evaluative factor in self-reports did not correlate with such a factor in ratings by peers. In Study 3 the evaluative factor contributed above the Big Five in predicting work performance, indicating a substance component. The results are discussed in relation to measurement issues and self-serving biases.

Assessing Personality With Multi-Descriptor Items

2019 ◽  
Vol 35 (1) ◽  
pp. 117-125
Author(s):  
Johannes Schult ◽  
Rebecca Schneider ◽  
Jörn R. Sparfeldt
Keyword(s):  
University Students ◽  
Construct Validity ◽  
Big Five ◽  
Reliability And Validity ◽  
Personality Inventory ◽  
The Other ◽  
Short Version ◽  
Big Five Inventory ◽  
Personality Inventories

Abstract. The need for efficient personality inventories has led to the wide use of short instruments. The corresponding items often contain multiple, potentially conflicting descriptors within one item. In Study 1 ( N = 198 university students), the reliability and validity of the TIPI (Ten-Item Personality Inventory) was compared with the reliability and validity of a modified TIPI based on items that rephrased each two-descriptor item into two single-descriptor items. In Study 2 ( N = 268 university students), we administered the BFI-10 (Big Five Inventory short version) and a similarly modified version of the BFI-10 without two-descriptor items. In both studies, reliability and construct validity values occasionally improved for separated multi-descriptor items. The inventories with multi-descriptor items showed shortcomings in some factors of the TIPI and the BFI-10. However, the other scales worked comparably well in the original and modified inventories. The limitations of short personality inventories with multi-descriptor items are discussed.

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