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1
Sanderson, James Edward. „A cross-cultural examination of personality factors associated with text bullying in 13 - 14-year-old girls : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Wellington, New Zealand“. Massey University, 2009. http://hdl.handle.net/10179/988.
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This research set out to determine factors associated with text bullying. It examined the relationship between personality traits and the level of hostility expressed by students in reaction to sample text messages. One hundred and ninety eight girls aged 13 and 14 in Canada and New Zealand volunteered to complete a questionnaire consisting of four personality measures - the impulsivity subscale of the PRF-E, cynical distrust scale (revised), needs for power scale (revised), and the rejection sensitivity scale (adult, short). The survey also rated their proposed likely response to eight sample text messages that covered four themes and to two levels of intensity. Results using Pearson’s r correlation of .01 demonstrated a significant relationship between hostility and impulsivity. There was no significant difference in either the results of the personality measures or their level of hostility between the results of the Canadian and New Zealand participants. How these findings contribute to the current theoretical knowledge of adolescent bullying and the practical application of these findings for schools are also discussed.
2
Manson, Jennifer Margaret. „Person-job fit and its relationship with work attitudes: a study of Christian missionaries from Australasia : a thesis presented in partial fulfillment of the requirements for the degree of Master of Science in Psychology at Massey University, Albany, New Zealand“. Massey University, 2007. http://hdl.handle.net/10179/998.
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Do Christian missionaries who exhibit good person-job fit, (‘aligned’ with host nation colleagues and ‘in harmony’ with expatriate colleagues), experience more positive work attitudes? Personjob fit was conceptualized in terms of competencies. Perspectives on what competencies the role of missionary requires were obtained from 3 groups of subject matter experts: host nation colleagues, missionaries, and mission agency leaders. In Study I, subject matter experts (host nation colleagues, n=22, missionaries, n=25, and agency leaders, n=23) rated the ‘Universal Competency Framework’ (SHL) 20-level competencies. Host nation colleagues differed significantly on 3 of the competencies, suggesting that in this sample, the perspective of expatriates on the role of a missionary was not fully aligned with that of host nation colleagues. In Study 2, a sample of 130 current overseas missionaries self-assessed their performance and provided their own ratings of the importance of the competencies used in Study 1. Measures of Person-Job fit (Demands-Abilities fit, Supplies-Values fit and Perceived Performance) were regressed against outcome variables (job satisfaction, work engagement and satisfaction with life). Results indicated that a person’s fit with the job as described by both host nation colleagues (Alignment) and other expatriates (Harmonization) is positively associated with job satisfaction, work engagement and satisfaction with life. These results offer support for competencies as an effective method of describing missionary roles. Possible implications for enhancing the effectiveness and well-being of missionaries, and other aid and development workers, are discussed.
3
Williams, Tania Marie. „Cultural competency in New Zealand industrial and organisational psychology and human resource management professionals and students: is personality or experience a better predictor? : a thesis presented in partial fulfilment of the requirements for the degree of Master of Arts in Psychology at Massey University, Auckland, New Zealand“. Massey University, 2009. http://hdl.handle.net/10179/1091.
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This thesis explores the relevance of Bio Data verses Personality for predicting Cultural Competence among Industrial and Organisational Psychology and Human Resource Management professionals and students in New Zealand. It also explores the relevance of the model (D.W. Sue, 2001) of Cultural Competence currently in use by the New Zealand Psychologists board and also the relevance of a four factor model of Cultural Intelligence (Early & Ang, 2003). The sample consisted of 113 participants drawn from a population of Industrial and Organisational Psychology, and Human Resource Management professionals and students. A questionnaire which measures the predictors of the Big Five Personality Factors (Goldberg, 1999), and Bio Data, and the criterion variables of Cultural Intelligence (Earley & Ang, 2003) and questions constructed specifically for this thesis was distributed online. The criterion variables were based on an existing three part (Awareness, Knowledge and Skills) Multidimensional Model for Developing Cultural Competence by D.W. Sue (2001). The results of this research were obtained through exploratory factor analysis and subsequent multiple regression analysis. A new model was constructed to represent the tested predictor and criterion relationship. Results suggest that overall Personality is a better predictor of Cultural Competence, with the Personality Factor of Agreeableness being the highest weighted Personality Factor. D.W Sue’s (2001) Multidimensional Model for Developing Cultural Competence maintained its three part structure in the analysis and consequently seems relevant to the unique socio-cultural, organisational and professional setting of the tested group. Ang and colleagues (Ang, Van Dyne, Koh, Ng, Templer, Tay & Chandraseker, 2007) Cultural Intelligence Scale maintained its four part factor structure and was reliable for this thesis.
4
Yamaguchi, Tomoko. „Fairness, forgiveness and grudge-holding: experimental studies with primary school children in New Zealand : thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Psychology at Massey University, Palmerston North, New Zealand“. Massey University, 2009. http://hdl.handle.net/10179/1147.
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Fairness, forgiveness and grudge-holding are concepts which underlie many aspects of our interpersonal relationships. Fairness is the foundation of our day-to-day communication with others and forgiveness is concerned with a positive strategy used to manage negative emotional experiences of underserved [i.e. undeserved] unfair treatment. Grudge-holding results as an accumulation of negative feelings, which are associated with the original experience of unfairness. Two experimental studies investigated children’s perceptions of, feelings about, and reactions towards the unfair behaviour of a mother and a friend, by individually inviting the children to scenario-based interview sessions, which included three imaginary tasks. The children were asked to judge the fairness of a mother and a best friend’s treatment towards a child protagonist and to report their associated feelings, after listening to a scenario that described an interaction between a child and a mother and an interaction between a child and a friend. They further responded to three scenario-based experimental tasks, regarding their willingness to grant forgiveness, as opposed to expressions of hostility. In the first study, the children’s willingness to forgive, as a result of unfairness, was explored with 82 local primary school children in Palmerston North, New Zealand, whose ages ranged from 8- to 11-years-old, in addition to 50 parents of these participating children. The parents also completed a questionnaire about their approaches to their children’s common misbehaviours. The study found that the children were typically willing to grant forgiveness to a mother, even though she had been unfair. Their forgiveness tendencies were not related to aspects of parental disciplinary behaviour. However, an examination of the children’s verbatim responses through the use of thematic analysis revealed the complex nature of the relationship between parent and child concerning tolerance for mistakes. In the second study, I explored on whether the children’s repeated exposure to unfairness would contribute to their display of grudge-holding against a mother or a best friend in the scenarios and this investigation involved 55 local primary children, whose ages ranged from 8- to 12-years-old, in Wellington, New Zealand. The children participated in individual scenario-based interview sessions, which included three imaginary tasks over the two time periods, one week apart from each other. The children’s levels of grudge-holding was measured by analysing the possible increase in hostility, which the children expressed from Time 1 to Time 2. The study showed that a repeated experience of unfairness had a noticeable effect on the children’s level of hostility towards the person who was unfair and especially towards the best friend. The children’s verbatim comments also suggested some evidence of accumulated negativity in their responses to an unfairness experience. Thus, this study proved to be a suitable paradigm for operationalising grudge-holding in children.
5
Balazic, Josef. „Dynamic assessment of reading abilities“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ28697.pdf.
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6
Swing, Edward Lee. „Attention abilities, media exposure, school performance, personality, and aggression“. [Ames, Iowa : Iowa State University], 2008.
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7
Rayner, Andrew. „The assessment of planning abilities in children“. Thesis, University of Sheffield, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.421124.
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8
Ramsey, Alvin L. (Alvin Lee). „Assessment of the modeling abilities of neural networks“. Thesis, Massachusetts Institute of Technology, 1994. http://hdl.handle.net/1721.1/34051.
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Major, Jason Timothy. „Cognitive abilities, personality and interests : their interrelations and impact on occupation“. Thesis, University of Edinburgh, 2014. http://hdl.handle.net/1842/9877.
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Cognitive ability, personality and interests are three distinct topics of investigation for psychology. In the past two decades, however, there have been growing appeals for research and theories that address the overlap among these domains (Ackerman & Heggestad, 1997; Armstrong, Day, McVay, & Rounds, 2008). One example of such a theory is PPIK theory (intelligence-as-process, personality, interests, and intelligence-as-knowledge) by Ackerman (1996). Integrative theories have the potential of not only increasing our theoretical understanding of the development of these individual differences, but of and improving vocational guidance through better prediction of future occupation (Armstrong, Su, & Rounds, 2011; Johnson & Bouchard, 2009). The research of this thesis was centered on examining the links among cognitive ability, personality and interests. The data came from Project TALENT (PT), a nationally-representative sample of approximately 400,000 American high school students from 1960 (Flanagan et al., 1962). A secondary topic was whether an integrated view could improve the prediction of attained occupation. This was tested with occupational data from follow-up PT surveys, conducted 11 years after high school. The first study addressed the structure of the PT intelligence tests. Three popular models of intelligence were compared through factor analysis: the Extended Fluid-Crystallized (Gf-Gc), Cattell-Horn-Carroll (CHC) and Verbal- Perceptual-Image Rotation (VPR) models. The VPR model provided the best fit to the data. The second study was an investigation of linear and nonlinear intelligence-personality associations in Project TALENT. The ten PT personality scales were related to the Big Five personality factors through content examination, consistent with previous research (Reeve, Meyer, & Bonaccio, 2006). Through literature review of studies on intelligence and the Big Five, 17 hypotheses were made about linear associations and quadratic associations of personality traits with general intelligence (g). The majority of the hypotheses were supported in all four grade samples: 53% in male samples, and 58% in female samples. The most notable finding, contrary to previous research, was that quadratic associations explained substantive variance above and beyond linear effects for Sociability, Maturity, Vigor and Leadership in males, and Sociability, Maturity and Tidiness in females. The third study examined associations between cognitive ability and interests, and their capacity to predict occupational type. Specifically, Ackerman’s PPIK theory suggests that there are two “trait complexes” that are combinations of cognitive abilities and interests (termed science/math and intellectual/cultural). Trait complexes were derived from PT data separately by latent class analysis and factor analysis. It was hypothesized that they should have validity equal to or greater than individual intelligence and interests scores in predicting attained occupation. Instead, trait complexes derived through latent class analysis predicted substantially less variance in occupation than individual scales. The factor-analytic trait complexes performed more like the scales, but one trait complex (which involved g centrally) was inconsistent with PPIK theory. Overall, the trait complexes of PPIK theory were not supported. The results of the three studies are discussed in the context of existing integrative theories, and suggestions for future research are provided.
10
Wilson, Ronald Graham. „Gender differences in intelligence, personality and primary mental abilities among Irish children“. Thesis, University of Ulster, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292806.
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Williams, Maureen Bernadette. „The psychometric assessment of schizotypal personality“. Thesis, King's College London (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.549491.
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12
Usala, Paul D. „Self-report trait personality and assessment center performance“. Diss., Georgia Institute of Technology, 1991. http://hdl.handle.net/1853/29852.
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13
Kjellvertz, Katarina. „Personality traits and cognitive abilities A correlational study on facet level of traits“. Thesis, Stockholms universitet, Psykologiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-166106.
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The relation between Personality and Intelligence has interested researchers for decades. This study considers the relationship between the two constructs on a facet level. A nonclinical sample (N = 130) completed Swedish University Scale of Personality (SSP) (Gustavsson, 2000b) and Wechsler Adult Intelligence Scale, forth edition (WAIS-IV) (Wechsler, 2010). The result indicated only a modest significant negative correlation between the personality dimension Neuroticism and Verbal comprehensive index. The modest result might be explained by the informal test-taking situation, since test anxiety has been suggested to be a mediator for neuroticism and cognitive abilities. Further, on a facet level, a significant negative correlation was found between the trait somatic anxiety and to verbally express and understand vocabulary. Additionally, findings implied that the variable year of education was the most powerful predictor for verbal comprehension, which suggests the importance of a simultaneous examination of mediators.
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Lacroix, Serge. „The bilingual assessment of cognitive abilities in French and English“. Thesis, University of British Columbia, 2008. http://hdl.handle.net/2429/2575.
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In this study the role that language plays in the expression of intelligence, bilingualism, and the process of assessing selected cognitive abilities was explored. The primary purpose of the study was to determine if individuals who are allowed to move from one language to another when they provide responses to test items produce results that are different than those obtained by bilingual examinees assessed in one language only. The results indicate that the Experimental Group obtained significantly higher results than the Control Group on all the tests and subtests used. The Experimental Group code-switched more frequently and the examiners only code-switched with that group. The frequency of the code-switching behaviours explains, in great part, all the differences noted in the results as very few other sources of differences were identified, even when groups were compared on sex, first language and relative proficiency in French and in English.
15
Heinzen, Hanna [Verfasser]. „Assessment of Offender Personality Characteristics / Hanna Heinzen“. Kiel : Universitätsbibliothek Kiel, 2012. http://d-nb.info/1053683103/34.
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16
Bhardwaj, Shally. „Personality Assessment Using Multiple Online Social Networks“. Thesis, Université d'Ottawa / University of Ottawa, 2014. http://hdl.handle.net/10393/31734.
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Personality plays an important role in various aspects of our daily life. It is being used in many application scenarios such as i) personalized marketing and advertisement of commercial products, ii) designing personalized ambient environments, iii) personalized avatars in virtual world, and iv) by psychologists to treat various mental and personality disorders. Traditional methods of personality assessment require a long questionnaire to be completed, which is time consuming. On the other hand, several works have been published that seek to acquire various personality traits by analyzing Internet usage statistics. Researchers have used Facebook, Twitter, YouTube, and various other websites to collect usage statistics. However, we are still far from a successful outcome. This thesis uses a range of divergent features of Facebook and LinkedIn social networks, both separately and collectively, in order to achieve better results. In this work, the big five personality trait model is used to analyze the five traits: openness to experience, conscientiousness, extroversion, agreeableness, and neuroticism. The experimental results show that the accuracy of personality detection improves with the use of complementary features of multiple social networks (Facebook and LinkedIn, in our case) for openness, conscientiousness, agreeableness, and neuroticism. However, for extroversion we found that the use of only LinkedIn features provides better results than the use of only Facebook features or both Facebook and LinkedIn features.
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湯旭瑜 und Yuk-yue Tong. „Lay models of personality: assessment and implications“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B3124368X.
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18
Salter, Daniel Wayne. „Design of the Environmental Personality Type Assessment /“. The Ohio State University, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487688973685648.
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19
Tong, Yuk-yue. „Lay models of personality : assessment and implications /“. Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B24702274.
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20
DeLong, Dana M. „THE UTILITY OF THE PERSONALITY ASSESSMENT INVENTORY“. OpenSIUC, 2008. https://opensiuc.lib.siu.edu/dissertations/273.
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Identification of Attention Deficit/Hyperactivity Disorder (AD/HD) in adults using the Personality Assessment Inventory (PAI) T-scores was investigated. Archival data from closed client files at a university counseling center were used to obtain information from 91 cases of individuals who received testing services and were diagnosed with AD/HD and 91 cases that received personal counseling and received a DSM-IV diagnosis but not a diagnosis of AD/HD. All cases had taken the PAI as part of the intake process. Four groups were identified; three AD/HD groups (Inattentive type, Combined type, & Not otherwise Specified) and a control group of counseling cases without an AD/HD diagnosis. The AD/HD-NOS group was excluded from the study due to the small group size of six. A MANOVA resulted in significance differences between the AD/HD-I and AD/HD-C groups; therefore, they were analyzed as separate groups. A MANOVA comparing the AD/HD groups and the control group revealed significance differences using select PAI clinical scales hypothesized to capture AD/HD symptoms. Descriptive and predictive discriminant function analyses (DFA) with a set of PAI subscales hypothesized to most relate to adult symptoms of AD/HD were significant, with modest results. DFA revealed a hit rate of 71.4% for prediction of clients with AD/HD-I; 30.8% for predicting AD/HD-C, and 78.9% predicting no AD/HD. Cut-off scores for AD/HD were suggested for four PAI scales. Strengths and limitations were discussed.
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Grezmak, Tiffany. „Construct Validation of the Cleveland Adaptive Personality Questionnaire using the Personality Assessment Inventory“. Cleveland State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=csu1619442899037883.
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22
Leung, Cheuk-fai, und 梁灼輝. „The assessment of problem-solving abilities of design and technology students“. Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31958795.
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Lee, Matthew L. „Task-based Embedded Assessment of Functional Abilities for Aging in Place“. Research Showcase @ CMU, 2012. http://repository.cmu.edu/dissertations/88.
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Many older adults desire to maintain their quality of life by living and aging independently in their own homes. However, it is difficult for older adults to notice and track the subtle changes in their own abilities because these abilities can change gradually over a long period of time. Technology in the form of ubiquitous sensors embedded in objects in the home can play a role in keeping track of the functional abilities of individuals unobtrusively, objectively, and continuously over a long period of time. This work introduces a sensing technique called “task-based embedded assessment” that monitors how well specific tasks important for independence are carried out using everyday objects found in the home with which individuals regularly interact. Following formative studies on the information needs of older adults and their caregivers, a sensing system called “dwellSense” that can monitor, assess, and provide feedback about how well individuals complete tasks, such as taking medications, using the phone, and making coffee, was designed, built, and evaluated. Multiple longterm (over 10 months) field deployments of dwellSense were used to investigate how the data collected from the system could support greater self-awareness of abilities and intentions to improve in task performance. Presenting and reflecting on data from ubiquitous sensing systems such as dwellSense is challenging because it is both highly dimensional as well as large in volume, particularly if it is collected over a long period of time. Thus, this work also investigates the time dimension of reflection and has identified that real-time feedback is particularly useful for supporting behavior change, and longer-term trended feedback is useful for greater awareness of abilities. Traditional forms of assessing the functional abilities of individuals tend to be either biased, lacking ecological validity, infrequent, or expensive to conduct. An automated sensor-based approach for assessment is compared to traditional performance testing by a trained clinician and found to match well with clinician-generated ratings that are objective, frequent, and ecologically valid. The contributions from this thesis not only advance the state of the art for maintaining quality of life and care for older adults, but also provide the foundations for designing personal sensing systems that aim to assess an individual’s abilities and support behaviors through the feedback of objective, timely sensed information.
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Hoelzle, James B. „Neuropsychological Assessment and the Cattell-Horn-Carroll (CHC)Cognitive Abilities Model“. Connect to full text in OhioLINK ETD Center, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1216405861.
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Leung, Cheuk-fai. „The assessment of problem-solving abilities of design and technology students“. Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18811322.
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26
Rose, Meghan June. „Relationships and social context in trait judgments self-other agreement in siblings versus peers /“. Click here for download, 2008. http://proquest.umi.com/pqdweb?did=1564023481&sid=1&Fmt=2&clientId=3260&RQT=309&VName=PQD.
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Foreman, Michael Ernest. „Interpersonal assessment of psychopathy“. Thesis, University of British Columbia, 1988. http://hdl.handle.net/2429/42514.
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This study was concerned with the relations between
representations of psychopathy and interpersonal
perceptions. From 147 inmates seen in a federal medium security
prison, 79 of the men provided complete data for
comparisons. Groups were defined under criteria from (1)
the Psychopathy Checklist (PC) (Hare, 1985b), or (2)
American Psychiatric Association (1980, 1987) outlines
for Antisocial Personality Disorder (APD). Measures were
derived from the Interpersonal Adjective Scales-Revised
(IAS-R) (Wiggins, Trapnell, and Phillips, 1988 ) which
relate interpersonally defined perceptions of personality
as locations within a circumplex space--Interpersonal
Circle (Wiggins, 1979, 1980). Self-ratings were obtained
as descriptive of (1) self, (2) ideal self, (3) self as
thought seen by a friends, and (4) self as thought seen
by a specific member of the institutional staff. A rating
was also obtained from the specific staff members as
descriptive of the particular inmates.
Comparisons were also made with respect to the
specificity and sensitivity of MMPI profiles considered
relevant to psychopathy. Supplementary comparisons
used selected scales from the Adjective Checklist (ACL)
(Gough and Heilbrun, 1980) and Rosenberg's (1965) Self- esteem Scale. These comparisons provided manipulation
checks of the consistency of the data and contributed to
the interpretive generalizability of the results.
The primary hypotheses were that a group of
individuals defined as psychopathic would show differences
in representations obtained from self-rated and other-rated
descriptions, with respect to circumplex location
and derived difference scores from the IAS-R, in
comparison to groups considered non-psychopathic.
Results indicated differential perceptions,
particularly by staff members, which provided good
discriminations of groups based on the PC but not for
groups defined by APD. Circumplex locations of
psychopaths defined by the PC were consistent with
expectations for the Interpersonal Circle. The
discriminative utility of group differences was much
higher for the PC-defined groups than for APD relative
to the base rates for these different categorizations.
The results are discussed in terms of (1) their
contribution to the nomological network for the concept
of psychopathy as represented by the PC, (2) specific
limitations of the study, and (3) the evident confusion
which can result from the use of measures assumed to
to relate to the 'psychopath,' but that rely on primarily
behavioural descriptions.Arts, Faculty of
Psychology, Department of
Graduate
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Altschul, Drew Michael. „Chimpanzee personality and its relations with cognition and health : a comparative perspective“. Thesis, University of Edinburgh, 2018. http://hdl.handle.net/1842/29628.
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This thesis aimed to address two main questions. First, considering that personality is frequently associated with cognitive abilities in humans, do chimpanzees’ personalities and cognitive capacities covary in ways similar to what is observed in humans, as well as older evolutionary cousins, rhesus macaques? Second, given that human and animal personality have previously been shown to relate to health and longevity, does personality in chimpanzees also relate to various measures of health? Chapter 1 provides an introduction to and brief history of comparative personality psychology, particularly in the context of intelligence research and psychosomatic medicine. Chapter 2 describes three studies with a group of 19 zoo-housed chimpanzees who interacted with touchscreen tasks over the course of 3 years of research. We found that high Conscientious chimpanzees were more likely to stick with the tasks, and performed better as a results, but once their extra experience was taken into account, their performance advantage disappeared. However, we also found associations between better interest and performance with high Openness, high Extraversion, and low Agreeableness. In Chapter 3 we examine performance in conjunction with personality, with 9 rhesus macaques. The macaques also engaged with touchscreen tasks, but were expert subjects and displayed plateau performance. We found consistent associations between many measures of performance and both high Openness and high Friendliness (which is similar to Extraversion). With Chapter 4 we transition to our studies of personality and health. Chapter 4 examines personality and longevity in a sample of 538 personality rated, captive chimpanzees. These chimpanzees were followed for between 6 and 23 years after being rated. We found that high Agreeableness chimpanzees were more likely to live longer, but no other personality traits had a significant impact on longevity. In Chapter 5, we compared biomarkers from samples of 177 chimpanzees housed at the Yerkes National Primate Research Centre, and 29,314 humans from the National Health and Nutrition Examination Survey. Both samples had been tested for the most common haematological and metabolic blood biomarkers, and we used these to assess stress in the form of allostatic load, between species. We found a similar structure of biomarkers in across humans and chimpanzees. In Chapter 6, we took our allostatic load measure from chapter 5 and looked at how it was associated with personality, in the same chimpanzee sample from the Yerkes Primate Centre, and in the longitudinal Midlife in the United States and Midlife in Japan biomarker study samples, which consisted of 993 and 382 individuals, respectively. We found that Agreeableness was associated with allostatic load in both human samples, whereas Dominance was associated with allostatic load in chimpanzees. Finally, Chapter 7 summarises the results presented in these five empirical chapters, and places our findings in the context of the existing literature. We discuss the limitations of the research, and offer some suggestions for future study.
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Schacherer, Marc. „Exploring personality in the assessment of service quality“. Thesis, Anglia Ruskin University, 2005. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.411411.
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Coles, Rebecca-Louise. „Risk assessment, personality disorder, and key developmental variables“. Thesis, University of Birmingham, 2011. http://etheses.bham.ac.uk//id/eprint/1732/.
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This thesis examined the relationship between key developmental variables, dynamic risk factors, and personality. First, a detailed review of the literature pertaining to these areas is presented. A narrative review with systematic search strategies was compiled due to the breath of the topic areas. Second, an empirical research project was conducted to investigate the relationship between key developmental variables, dynamic risk factors on the Stable-2007 (formally Stable-2000 and Sex Offender Needs Assessment Rating) (Hanson & Harris, 2001; Hanson, Harris, Scott, & Helmus, 2007), and personality disorders measured using the Million Multiaxial Clinical Inventory (MCMI-III) (Millon, Millon, Davis, & Grossman, 1997). The research had a secondary aim to evaluate whether any of the variables could be used to predict treatment attrition. The Challenge project data was utilised for this research which comprised information on 106 sex offenders both child molesters (n=69) and rapists (n=37). The research demonstrated number of relationships between personality disorder, key developmental variables, and the Stable-2007 items. There were very few significant associations between any of the variables and treatment attrition. Third, a case study aimed to demonstrate the practical utility of Stable 2007 discussed in Chapter 1 and researched in Chapter 2 is presented and relevant interventions are discussed. Fourth, a critique of a psychometric measure, the Stable-2007 is provided, which demonstrates continuing advances and validation of dynamic risk assessments. Finally, an overall discussion of each of the chapters is provided.
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Richaud, de Minzi María Cristina. „New statistical methods for research in personality assessment“. Pontificia Universidad Católica del Perú, 2013. http://repositorio.pucp.edu.pe/index/handle/123456789/99784.
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In the present work a review of the new multivariate techniques and why they appear especiallysuited to the personality research is presented. Emerging models of personality and advances in the measurement of personality and psychopathology suggest that research in this field has ente red a stage of advanced development. The past two decades have shown importan! developments in statistics and measurement. Refinement of multivariate statistics has been especially importan! in personality assessment because of the complexity of relations among personality variables. Multivariate procedures provide the opportunity to examine the complexity of these interactions by providing methods of analysis for multiple variables. On the other hand, structural equation modeling and multivariate techniques for analyzing categorical variables have been developed. Multidimensional scaling and item response theory are the last developments.En este trabajo se realiza una revisión de las nuevas técnicas estadísticas y de su utilidad para la investigación en personalidad. Los nuevos modelos y los avances en la medición de la personalidad y la psicopatología sugieren que la investigación en este campo y en su evaluación han entrado en un estadio avanzado de desarrollo. En las dos últimas décadas se han producido importantes desarrollos en estadística y medición. El refinamiento de las técnicas de análisis multivariado ha sido fundamental en la evaluación de la personalidad debido a la complejidad de las relaciones entre sus variables. Los procedimientos de análisis multivariado proveen la oportunidad de examinar la complejidad de esas interacciones a través de métodos de análisis para variables múltiples. Por otra parte, se han desarrollado los modelos de ecuaciones estructurales y técnicas multivariadas para analizar variables categóricas. Los últimos desarrollos corresponden al escalamiento multidimensional y a la teoría de la respuesta al ítem.
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Jones, Robert Stephen. „Personality disorders and interpersonal traits /“. Access abstract and link to full text, 1989. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8914322.
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Shoots-Reinhard, Brittany. „Personality Certainty: Increasing the Predictive Utility of Personality Inventories“. The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1337350429.
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Olivier, Ilze. „A factor analysis of the career adapt-abilities inventory“. Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1015687.
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In understanding the importance of career adaptability in an individual‟s career development, career counsellors require a valid assessment technique for measuring career adaptability. The Career Adapt-Abilities Inventory (CAI) was originally developed by Mark Savickas (2008) as a measure of career adapt-abilities. The present study forms part of an international collaboration investigating the psychometric properties and construct validity of the CAI. The aims of the present study involved the following: conducting exploratory factor analysis in order to determine whether interrelationships within the items of the CAI can be explained by the presence of unobserved variables; conducting confirmatory factor analysis in an attempt to confirm the hypothesised factor structures of the CAI; and to explore and describe South African university students‟ perceptions of the underlying constructs of the CAI in terms of the language usage and comprehension of the inventory‟s item content. A sample of South African first-year university students were employed in this current study. In an exploratory factor analysis of the CAI, preference was given to the a priori criterion forcing the extraction of five factors. The oblique rotation method was employed using the OBLIMIN method provided by the statistical package in order to derive the simplest and most interpretable factor structure. Exploratory factor analysis supported a five factor solution after the fourth iteration, reflecting the underlying dimensions of Curiosity, Concern, Confidence, Cooperation and Control. These factors support the five scales presented by Savickas (2008). Confirmatory factor analyses were subsequently performed in order to test both the original CAI factor model as well as the factor model that emerged through exploratory factor analysis. After using several goodness-of-fit indices, it can be concluded that the inventory items adequately represent the five CAI scales based on the value obtained using the Root Mean Square Error of Approximation index. The factor model derived through EFA demonstrated a slightly better fit when compared to the original CAI factor model using other fit indices. In terms of the qualitative findings of this current study, participants indicated that the meaning of several items were unclear to them causing comprehension difficulty. Items 8 and 50 were marked by participants several times and can be viewed as the items causing most difficulty with regard to comprehension, with participants pointing out the words „keeping upbeat‟ (item 8) and „conscientious‟ (item 50). Participants were also asked to provide additional comments with regard to the readability, comprehension and applicability of the CAI. On investigation of these comments, three main themes were generated relating to: the comprehension and clarity of the CAI; the CAI enhancing participants‟ understanding of themselves; and the structure, length and general layout of the CAI. In essence, the current study provided useful information regarding the psychometric properties of the CAI using a sample of South African first-year university students. Factor analyses provided some support for the validity of the CAI while the qualitative results provided aspects for consideration in making the CAI more applicable for South African usage. Moreover, a foundation has been laid for further research to be conducted in South Africa regarding the validity and applicability of the CAI for South African populations.
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Reynolds, Brady. „Determining behavior a study of the interaction between situation and dispositional factors /“. Morgantown, W. Va. : [West Virginia University Libraries], 2000. http://etd.wvu.edu/templates/showETD.cfm?recnum=1320.
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Thesis (M.A.)--West Virginia University, 2000.Title from document title page. Document formatted into pages; contains vii, 110 p. : ill. (some col.). Vita. Includes abstract. Includes bibliographical references (p. 72-76).
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White, Tiffany Ann. „An Examination of Student-Ahtletes' Perceptions of Their Academic Abilities“. TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/183.
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A common stereotype in our society is that athletes are not as capable of performing well academically as their non-athlete counterparts; they are “dumb jocks”. Do athletes feel that others have lower expectations of them academically? This is important because previous research in education has shown that expectations play a role in academic achievement (for example, Rosenthal and Jacobson’s Pygmalion effect (1968) and self-fulfilling prophecy research). The current study examined student-athletes’ perceptions of this stereotype. Three areas were addressed: athletes’ perceptions of their peers’ awareness that the student is a student-athlete, perceptions of their instructors and peers academic expectations of athletes, and perceptions of their instructors and peers willingness to offer help with coursework because they are athletes.
This study not only examined athletes’ perception of how they are treated by their professors and non-athlete students in the academic realm, but also how the athletes view the academic abilities of their athletic peers compared to their own academic abilities. The person/group discrimination discrepancy is a phenomenon indicating that individuals tend to report a higher level of discrimination directed at their group as a whole than at themselves as individual members of that group. This study examined if student-athletes’ report similar feelings about their own academic ability as compared to athletes as a whole.
Results of this study indicated that student-athletes perceive professors as having higher academic expectations and being willing to provide academic help because they are athletes. Student-athletes perceived other students as being willing to provide academic help, but having lower academic expectations of athletes.
As hypothesized, the personal/group discrimination discrepancy did emerge among student-athletes. Overall, student-athletes assigned the highest grade point average (GPA) to themselves, followed by a lower GPA for teammates, and significantly lower GPAs to university athletes as a whole. Further exploratory analyses were conducted. The exploratory analyses indicated that student-athletes’ perceptions of academic ability for themselves compared to teammates and university athletes as a whole varied by gender, race, and academic scholarship. Results indicated that female athletes and males athletes (excluding football players) perceived themselves as having the highest GPA followed by a decline for teammates and university athletes respectively; however, football players perceived themselves and university athletes obtaining approximately equal GPAs with a significantly lower perceived GPA for teammates. Athletes on academic scholarship assigned the highest GPA to themselves followed by teammates and university athletes, respectively. Finally, African American athletes assigned the lowest GPA to themselves, whereas Caucasian athletes assigned themselves the highest GPA.
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Gluszik, Laura Ann. „Dependent Personality Inventory-Revised (DPI-R): Incorporating A Dimensional Model In The Assessment Of Dependent Personality Disorder“. Cleveland State University / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=csu1270666735.
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Denison, Gordon E. „Personality profile of a pastor“. Theological Research Exchange Network (TREN), 1993. http://www.tren.com.
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Hudson, Amy H. „Personality assessment of female sex offenders : a cluster analysis /“. Full-text version available from OU Domain via ProQuest Digital Dissertations, 1995.
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Salter, Robin Seely Lewis Philip M. „The psychometric assessment of meaning-making reactions to everyday dilemmas (RED) /“. Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Fall/Dissertations/SALTER_ROBIN_36.pdf.
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O'Brien, Dina Paige Ragow. „The Interface of Personality Processes and Cognitive Abilities: A Comparative Study of Elderly and Young Adults“. Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2554/.
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Although research has shown that the complex constructs of intelligence and personality are necessarily intertwined, studies exploring this issue in elderly individuals are rare. The importance attached to this interface in older adults becomes particularly clear in light of the debate over the cause and extent of age-related decrements in cognitive performance as well as whether such losses can be ameliorated or not, especially given societal shifts toward increased life expectancies. The present study explored the basis for shifts in personality-ability relationships in adulthood by comparing two samples of older adults, one of which was assessed in 1975 (N = 102, M age = 68.4), and the second of which was assessed in 1995 (N = 100, M age = 72.0), and a sample of younger adults (N = 100, M age = 21.8), also assessed in 1995. Each participant was administered the Holtzman Inkblot Technique and the Gf-Gc Sampler, a measure of crystallized (Gc) and fluid (Gf) abilities. LISREL analyses of both age-related and historical shifts in personality-ability relationships suggested that not only were such shifts associated with cohort differences as reflected in factor loading (lambda) differences between the older samples and the younger sample, as well as between each of the older samples, but also that such connections were weaker among younger adults. These findings are important in revealing that sociocultural shifts in opportunities for continued cognitive growth influence the impact of noncognitive (personality) factors on intellectual functioning in later life. Limitations of the current study, implications of the results, and suggestions for future research are discussed.
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Keil, Michael M. „Brief Neuropsychological Assessment in the Prediction of Everyday Functional Abilities of Older Adults“. Ohio University / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1113582582.
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Keil, MIchael M. „Brief neuropsychological assessment in the prediction of everyday functional abilities of older adults“. Ohio : Ohio University, 2005. http://www.ohiolink.edu/etd/view.cgi?ohiou1113582582.
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Useda, J. David. „The construct validity of the paranoid personality disorder features questionnaire (PPDFQ) : a dimensional assessment of paranoid personality disorder /“. free to MU campus, to others for purchase, 2001. http://wwwlib.umi.com/cr/mo/fullcit?p3025654.
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Bink, Martin L. „Motivational distortion in personality profiles of undergraduate distance education students“. Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941727.
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Motivational Distortion is a construct of replicable error characterized by a shift in one's responding on a personality measure from an anonymous role to a role motivated by the testing situation. The Sixteen Personality Factor (16PF) contains an embedded scale designed to measure the this construct. Scores on this scale provide a basis for correcting scores on the primary factors.To date, individual studies on Motivational Distortion have not adequately addressed the construct validity of the scale. The present study utilized a sample of teleeducation students in an attempt determine if varying levels of role aptitude and role-congruent settings does impact Motivational Distortion.The results of regression and Aptitude-by-treatment interaction analysis (ATI) have two implications for Motivational Distortion. Namely, The relation of Motivational Distortion and its components may be moderating instead of causal, and the relation of the construct and other personality factors is more limited.Department of Psychological Science
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Sparkes, Timothy James. „Personality, mood and daily work stress“. Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.670246.
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Meadows, Jamie Heather. „The five factor model and personality pathology : the role of dysfunction in the determination of dependent personality disorder /“. free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9946280.
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Hedlund, Lars-Erik. „Response Time as Self-Schema Indicator : Implications for Personality Assessment“. Doctoral thesis, Uppsala universitet, Institutionen för psykologi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-112128.
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The focal objective of this thesis was to examine the potential advantage of introducing the self-schema concept, indexed by response time, into personality assessment. The basic rationale for the use of response time is that a self-schema facilitates response time for self-referent information as it permits people to make assessments easier and automatic. A self-schema is a cognitive structure containing the generic knowledge that people have about themselves, influencing all aspects of the processing of self-relevant information in order to organize, summarize and explain their behavior. Paper I examined the self-schema proposition that the relation between personality score and response time for the Big Five personality factors is curvilinear in accordance with the inverted-U effect. Using more appropriate statistical methods than in previous studies, Study 1 and Study 2 confirmed the existence of the inverted-U effect for all Big Five factors. Thus the results provided support for the self-schema perspective as people scoring low or high on the Big Five traits responded faster than those scoring in the middle. Previous research has shown that the Big Five personality factors Openness to Experience and Agreeableness are powerful predictors of prejudice. The main question in Paper II was whether this prediction could be improved by including a measure of self-schema (schematicity). The results of Study 3 demonstrated that response time significantly improved the prediction of generalized prejudice from the mentioned personality factors and disclosed both an additive and a moderating effect. Thus, the relation between personality trait score and generalized prejudice is moderated by how schematic a person is. Paper III examined the potential linkage between heritability and self-schema. In Study 4, 5, and 6, the relation between heritability and response time for the Big Five personality facets (subfactors) was examined. The results revealed that personality response time is related to personality heritability so that shorter response times are associated with higher heritabilities. Putting the present results into the context of self-schemas, this means that Big Five personality facets with a large heritability on the average would have higher schematicity than those with small heritability estimates. The results of the present thesis extend previous work in the area of self-schema. The findings suggest that self-schema, measured by response time, may be a useful additional tool to fine-tune personality assessment. Also, the findings put emphasis on the importance of considering possible curvilinear relationships and interaction effects in order to better comprehend the rationale underlying self-schemata processing. Finally, the results imply that the heritability of personality traits should be taken into account when we construct theories and models in personality psychology. The implications of these results are discussed and directions for future research are highlighted.
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(5470142), John Chapman. „Personality testing for workstyle preferences in a research and development environment: Using the Team Management Index“. Thesis, 1999. https://figshare.com/articles/thesis/Personality_testing_for_workstyle_preferences_in_a_research_and_development_environment_Using_the_Team_Management_Index/19326569.
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The need for better practices in recruitment and team formation is evident in both the private and public sector, as both sectors become more competitive. To maximise employee productivity, the selection of individuals for specific job types and the placement of them with other employees demand careful consideration. This paper examines the use of a behaviour -based personality test, the Team Management Index (TMI) which identifies preferred work styles in individuals. The Index was applied to three generic positions in a public research and development organisation. The positions were research scientist, extension officer and technician. Preferred workstyles of the most outstanding operatives in each of these three position types showed that a clear model exists for technicians, which might be used in recruitment and placement. No single clear workstyle model was found to exist for research scientists or extension officers. An analysis of psychological subscales showed that good scientists were more often introverted rather than extroverted and analytical rather than belief orientated. Good technicians were more often introverted in preference to extroverted, practical rather than
creative, analytical rather than belief orientated and structured rather than flexible in their approach to work. Good extension officers showed no significant preferences on the psychological subscales. The less complex a job's requirements the more effective the TMI appears to be for recruitment.
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(9845870), Samantha Willoughby. „Self reported emotional intelligence and its relationship to academic success“. Thesis, 2010. https://figshare.com/articles/thesis/Self_reported_emotional_intelligence_and_its_relationship_to_academic_success/13465616.
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"Emotional intelligence (EI) is a relatively new psychological construct and is the focus of much debate. This debate is centered on the differences in the way EI is conceptualised and measured between the ability and the mixed model schools of thought. The ability model considers EI to be a form of intelligence similar to cognitive skill and can thus, be observed in an objective manner. In contrast, the mixed model considers EI to be a mix of cognitive and personality traits. Mixed model EI is typically assessed using self-report measures. Both models of EI have reported some good evidence to link the construct with organisational and personal well-being. This research had two main goals. The first goal was to address a common criticism of the mixed model. Researchers from the ability model routinely discredit mixed model approaches to EI by proposing that in essence, they are measuring personality and not intelligence. This study tests this criticism by including a measure of personality as well as EI to assess their relative contribution in explaining academic success. The second goal was to better understand the role of age and EI. The literature suggests a small linear relationship between these variables but the better studies suggest the effect of EI plateaus during mid-life. Thus, the hypotheses were tested by using two age groups; < 35 years old and 35 years. In addition, the study used a longitudinal design, collected both objective and subjective data and controlled for the effect of gender and social desirability"--Abstract.