Ecologische schalen als personeelspsychologisch antwoord op situationele gedragsverschillen: ontwikkeling van een consciëntieusheidschaal voor promovendi

2014 ◽  
Vol 27 (3) ◽  
Author(s):  
René Butter
Keyword(s):  
Big Five ◽  
Time Management ◽  
Ecological Validity ◽  
Daily Practice ◽  
Incremental Validity ◽  
Personality Inventories ◽  
Success Criteria ◽  
Ecological Scales ◽  
Personnel Psychology ◽  
Test Outcomes

Ecological scales as personnel psychology’s response to situational behaviour differences: development of a conscientiousness scale for Ph.D. candidates Ecological scales as personnel psychology’s response to situational behaviour differences: development of a conscientiousness scale for Ph.D. candidates Personnel psychology aims to predict situational success criteria for specific jobs, but is restricted by the relatively low validity of traditional personality inventories. Individual behavior varies across situations and traditional inventories are constructed to cancel out these differences. To tackle this problem, this study presents the concept of ‘ecological scales’. These are contextualized questionnaires with a high ecological validity, meaning that the test outcomes correspond to daily practice. A time management scale was developed for Ph.D. candidates. The time management scale was significantly related to Ph.D. success and showed incremental validity above the Big Five. These results suggest that ecological scales could contribute to further improving the criterion-related validity of personality instruments.

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.

Incremental validity of narrative identity in predicting psychological well-being

2021 ◽  
Author(s):  
Sun W. Park ◽  
Soul Kim ◽  
Hyun Moon ◽  
Hyunjin Cha
Keyword(s):  
Big Five ◽  
Narrative Identity ◽  
Well Being ◽  
Value Orientation ◽  
Incremental Validity ◽  
Self Concept ◽  
Positive Relation ◽  
Psychological Well Being ◽  
Extrinsic Value ◽  
Korean Adults

Abstract The goal of the present study was to replicate and extend previous research that demonstrated the incremental validity of narrative identity in predicting psychological well-being among Korean adults. We recruited 147 Korean adults living in South Korea who completed a battery of questionnaires that assessed the Big Five traits, extrinsic value orientation, self-concept clarity, and psychological well-being. Participants then wrote a story about how they had become the persons they were, which was subsequently coded in terms of agency. We found that psychological well-being was positively related to extraversion, agreeableness, openness, conscientiousness, and self-concept clarity, but negatively to neuroticism and extrinsic value orientation. The positive relation between agency, coded from narratives, and psychological well-being was significant both with and without controlling for the other variables. These results showed that narrative identity has incremental validity in predicting well-being among individuals who live in a culture where collectivism and individualism coexist.

The relationship of emotional intelligence with academic intelligence and the Big Five

2002 ◽  
Vol 16 (2) ◽  
pp. 103-125 ◽  
Author(s):  
Karen Van der Zee ◽  
Melanie Thijs ◽  
Lolle Schakel
Keyword(s):  
Emotional Intelligence ◽  
Academic Success ◽  
Big Five ◽  
Incremental Validity ◽  
Success Factor ◽  
Social Success ◽  
Self And Other ◽  
Relationship Of ◽  
The Relationship ◽  
Social And Academic Success

The present study examines the relationship of self‐ and other ratings of emotional intelligence with academic intelligence and personality, as well as the incremental validity of emotional intelligence beyond academic intelligence and personality in predicting academic and social success. A sample of 116 students filled in measures for emotional and academic intelligence, the Big Five, and indicators of social and academic success. Moreover, other ratings were obtained from four different raters on emotional intelligence and social success. Factor analysis revealed three emotional intelligence dimensions that were labelled as ‘Empathy’, ‘Autonomy’, and ‘Emotional Control’. Little evidence was found for a relationship between emotional and academic intelligence. Academic intelligence was low and inconsistently related to emotional intelligence, revealing both negative and positive interrelations. Strong relationships were found of the emotional intelligence dimensions with the Big Five, particularly with Extraversion and Emotional Stability. Interestingly, the emotional intelligence dimensions were able to predict both academic and social success above traditional indicators of academic intelligence and personality. Copyright © 2002 John Wiley & Sons, Ltd.

scholarly journals Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance

2020 ◽  
Vol 12 (2) ◽  
pp. 474 ◽  
Author(s):  
Pedro J. Ramos-Villagrasa ◽  
Elena Fernández-del-Río ◽  
Juan Ramón Barrada
Keyword(s):  
Big Five ◽  
Big Five Personality Traits ◽  
Dark Triad ◽  
Incremental Validity ◽  
Big Five Personality ◽  
Adaptive Performance ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Job Experience ◽  
Cross Sectional Design

The turbulent context in which organizations operate today makes them search for adaptable workers. Previous studies have shown the predictive value of the “Big Five” personality traits on adaptive performance, but some authors suggest extending personality domain with the “dark” traits of personality, that is, Machiavellianism, narcissism, psychopathy (i.e., the “Dark Triad”), and sadism (which, along with the aforementioned traits, composes the “Dark Tetrad”). The present research investigates the incremental validity of the dark traits in the prediction of adaptive performance over the Big Five. The study follows a cross-sectional design with a convenience sample of 613 participants (46% women; mean age 38.78 years, SD = 14.05; mean job experience = 16.93 years, SD = 13.39) from different organizations who fill in a questionnaire with the variables. Our results showed that the Dark Triad improved the predictive model with respect to the Big Five (R2 = 0.202, ΔR2 = 0.030, p < 0.001). The statistically significant predictors were neuroticism (β = −0.127, p = 0.010), openness to experience (β = 0.155, p < 0.001), conscientiousness (β = 0.164, p = 0.001), narcissism (β = 0.134 p < 0.002), and psychopathy (β = −0.137, p = 0.005). The incorporation of sadism did not improve the Dark Triad model (R2 = 0.202, ΔR2= −0.001, p = 0.541).

scholarly journals Self‐informant agreement for personality and evaluative person descriptors: Comparing methods for creating informant measures

2010 ◽  
Vol 24 (3) ◽  
pp. 207-221 ◽  
Author(s):  
Leonard J. Simms ◽  
Kerry Zelazny ◽  
Wern How Yam ◽  
Daniel F. Gros
Keyword(s):  
Big Five ◽  
Traditional Method ◽  
Incremental Validity ◽  
Self Report ◽  
Informant Agreement ◽  
Five Dimensions ◽  
The Third ◽  
Third Person ◽  
Limited Power ◽  
The Third Person

Little attention typically is paid to the way self‐report measures are translated for use in self‐informant agreement studies. We studied two possible methods for creating informant measures: (a) the traditional method in which self‐report items were translated from the first‐ to the third‐person and (b) an alternative meta‐perceptual method in which informants were directed to rate their perception of the targets' self‐perception. We hypothesized that the latter method would yield stronger self‐informant agreement for evaluative personality dimensions measured by indirect item markers. We studied these methods in a sample of 303 undergraduate friendship dyads. Results revealed mean‐level differences between methods, similar self‐informant agreement across methods, stronger agreement for Big Five dimensions than for evaluative dimensions, and incremental validity for meta‐perceptual informant rating methods. Limited power reduced the interpretability of several sparse acquaintanceship effects. We conclude that traditional informant methods are appropriate for most personality traits, but meta‐perceptual methods may be more appropriate when personality questionnaire items reflect indirect indicators of the trait being measured, which is particularly likely for evaluative traits. Copyright © 2010 John Wiley & Sons, Ltd.

Constructive Thinking Inventory: Evidence of Validity among Iranian Managers

2005 ◽  
Vol 96 (1) ◽  
pp. 115-121 ◽  
Author(s):  
Nima Ghorbani ◽  
Ahad Framarz Ghramaleki ◽  
P. J. Watson
Keyword(s):  
Perceived Stress ◽  
Big Five ◽  
Incremental Validity ◽  
Depression And Anxiety ◽  
Constructive Thinking ◽  
Perceived Stress Scale ◽  
Stress Scale ◽  
Five Factors ◽  
Theoretical Assumptions ◽  
Big Five Factors

This study examined the validity and incremental validity of the Constructive Thinking Inventory in a sample of Iranian managers. These 159 men were 39.9 yr. old ( SD = 2.5) and volunteered to participate in a project in which they responded to the Constructive Thinking Inventory, the Big Five Factors, the Costello and Comrey Depression and Anxiety Scales, and the Perceived Stress Scale. Numerous findings confirmed the validity of the Constructive Thinking Inventory, and the Global Constructive Thinking subscale displayed incremental validity. These data supported the validity of the Constructive Thinking Inventory and its associated theoretical assumptions in a sample of Iranian managers.

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.

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