Dissertations / Theses: 'Personality testing'

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Kumar, Riya. "The Use of Personality Testing in Personnel Selection." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.

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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.

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Pinsker, Donna M. "Personality, affect, and decision-making : testing J.A. Gray's personality theory using signal detection analysis /." [St. Lucia, Qld.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16838.pdf.

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Study, Daniell Jean. "INVESTIGATING EMPLOYABILITY: TESTING THE RAW FRAMEWORK." CSUSB ScholarWorks, 2018. https://scholarworks.lib.csusb.edu/etd/764.

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In a recent model of employability, Hogan, Chamorro-Premuzic, and Kaiser (2013) defined employability as the ability to gain and maintain employment and find new employment when necessary. The authors presented employability as a formative construct containing an ability dimension (the ability to do the job), a social skills dimension (being rewarding to work with), and a motivational dimension (being willing to work hard). There is no question as to whether these three dimensions affect one’s level of employability; research is abundant on the positive relationships between intelligence, social and emotional skills, motivation and career success. However, little research has been conducted to empirically test employability models in their entirety. Thus, the purpose of this research was to test the RAW model of employability, using various indicators of the three RAW dimensions of employability using structural equation modelling. Surveys were administered electronically eliciting both a student and community sample. Marginal support was found for the hypothesized model with post hoc modifications producing an acceptable fitting model. Findings suggest that having the ability and motivation to do the job are related to being employable. However, being rewarding to work may not impact levels of employability, suggesting that employers may be asking for one thing while rewarding another.

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Byle, Kevin A. "Integrity testing, personality, and self-monitoring : interpreting the personnel reaction blank." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293371.

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Integrity tests are used as a pre-employment screening technique by companies and organizations, and the fakability of such tests remain a concern. The present study used two separate designs to analyze the fakability of the Personnel Reaction Blank (PRB), a covert integrity test, and the personality constructs predictive of honest and fake scores. This study shows that the PRB can be successfully faked. The personality constructs conscientiousness, agreeableness, and neuroticism are significantly correlated with honest integrity test scores while conscientiousness and neuroticism are predictors of faking behavior. Finally, the type of design used to examine the fakability of the PRB affects the magnitude of faking found. I conclude by discussing the theoretical and practical uses of the results and directions for future research.
Department of Psychological Science

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Slaughter, Patricia Carr. "The effect of teacher testing on personality characteristics of teachers." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/74768.

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This study determined whether there was a relationship between the responses of teachers to teacher competency tests, measures of self-concept, and locus of control. The study was designed to investigate the issue of student and cooperating teachers responses toward testing. Fifty-five student teachers from Old Dominion University and Virginia Wesleyan College were paired with cooperating teachers from the school systems of Norfolk, Virginia Beach, and Chesapeake, Virginia. To determine their responses toward competency testing of teachers, a critiqued questionnaire was administered to this population. The Rotter Locus Of Control (1965) was given to determine if an individual viewed control of one's life from an internal or external perspective. In order to ascertain an individual's self-concept, the Tennessee Self Concept Scale was administered. The results from the instruments were analyzed using percentages and comparisons using the chi square test. Results indicated that there was no significant difference (< .05) in responses of teachers toward testing of teachers. No significant differences were found in how internals and externals viewed testing; nor were there significant differences found between those with high and low self concepts. Conclusions from the study indicate that student and cooperating teachers are not opposed to competency testing of teachers. The respondents felt that persons will not be encouraged or discouraged from entering the teaching profession because of their feelings about teacher testing or because of personality characteristics such as locus of control or self-concept.
Ed. D.

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Basham, Matthew John George. "Cognitive applications of personality testing measuring entrepreneurialism in America's community colleges /." [Gainesville, Fla.] : University of Florida, 2007. http://purl.fcla.edu/fcla/etd/UFE0021040.

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Stein, Dena. "Testing the reliability and validity of a brand-personality measurement tool." [Gainesville, Fla.] : University of Florida, 2004. http://purl.fcla.edu/fcla/etd/UFE0004886.

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DUBRO, ALAN FRAZIER. "DIAGNOSIS OF DSM-III PERSONALITY DISORDERS THROUGH THE USE OF THREE SELF-REPORT INVENTORIES." Diss., The University of Arizona, 1986. http://hdl.handle.net/10150/183880.

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Publication of DSM-III led to increased recognition and diagnosis of personality disorders by assigning them to a separate axis. Self-report inventories have recently been constructed to reflect these changes in psychiatric nosology. This study compared the diagnostic efficiency of three tests: MMPI personality disorder scales (MMPI PD scales), Million Clinical Multiaxial Inventory (MCMI), and the Personality Diagnostic Questionnaire (PDQ). Subjects were nonpsychotic psychiatric patients (n = 37), and medical control patients (n = 20). Subjects were given a clinical interview to diagnose any and all DSM-III personality disorders, and were then administered the three self-report inventories. Results indicate that the tests were extremely accurate at identifying the presence of any personality disorder, clusters of personality disorders, and specific personality disorders. Using the tests in combination further increased their efficiency. Implications for using cost-effective self-report tests in lieu of labor-intensive structured interviews are discussed.

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Martinez, Silas G. "Aggression and boxing performance: Testing the channeling hypothesis with multiple statistical methodologies." Wright State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=wright1491929510847969.

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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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Flanagan, William J. "Measurement equivalence between high and average impression management groups an IRT analysis of personality factors." Diss., Georgia Institute of Technology, 1997. http://hdl.handle.net/1853/28956.

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Woods, A. "The development of a computerised package to produce cumulative reliabilities based on the approximation to Cronbach's Alpha and to applied this package to personality and attitude scales." Thesis, Brunel University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.383807.

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Diaz, Jorge. "The relationship of knowledge of drug testing and personality characteristics to attitudes toward drug testing in the workplace." FIU Digital Commons, 1991. http://digitalcommons.fiu.edu/etd/2802.

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The relationship between knowledge of drug testing and the degree of support for drug testing was investigated. In addition, the relationship between certain personality characteristics (e.g. authoritarianism, legal authoritarianism, locus of control and social desirability) and support for drug testing was also investigated. A questionnaire that included scales to measure demographics, drug testing knowledge, drug testing attitudes and the above mentioned personality characteristics was utilized. It was found that drug testing knowledge was significantly negatively correlated with support of drug testing. It was also found that those scoring higher on Authoritarianism (legal and otherwise) were significantly more likely to support drug testing. In addition, an internal locus of control was significantly correlated with support of drug testing.

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Lemmond, Gregory G. "Nonvolitional Faking on a Personality Measure: Testing the Influence of Unconscious Processes." Thesis, Virginia Tech, 2001. http://hdl.handle.net/10919/34692.

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Personality measures were predicted to be susceptible to response distortion above and beyond volitional strategies of impression management. A 2 (Instruction Set) x 2 (Personality Feedback) x 2 (Mortality Salience) factorial design addressed social desirability biases in responding to personality measures. There were significant changes in all measures due to volitional (Fake Good) strategies. Thoughts of death lead to decreased distortion, but only on the measures sensitive to social desirability bias. Mortality Salience interacted with personality feedback, such that test responses were distorted in the opposite direction of the feedback, supporting Optimal Distinctiveness Theory. A significant interaction between Mortality Salience and Instruction Set suggests further attention be given to unconscious distortion in personality scores and that Terror Management Theory incorporate further research on individual differences.
Master of Science

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Yik, Michelle Siu Mui. "A circumplex model of affect and its relation to personality : a five-language study." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0003/NQ39007.pdf.

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Blazek, Nicole L. "A comparison of validity rates between paper and pencil and computerized testing with the MMPI-2." Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1397370.

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The current study explores the rates of valid and invalid MMPI-2 protocols across testing conditions, as well as the test taker's preference for each format and the amount of time spent responding to the items. Participants were 203 undergraduate students (90 men and 113 women) from a Midwestern university. Participants completed either a CC or P&P version of the MMPI-2 along with a supplemental survey to assess for participants' testing format preference. Overall, results suggest that while testing format did not affect the number of valid MMPI-2 protocols produced, the CC version was rated more favorably by participants and took significantly less time to complete.
Department of Psychological Science

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Minton, Matthew K. "Toward a Typology of the Aggressive Personality." Thesis, Georgia Institute of Technology, 2006. http://hdl.handle.net/1853/11497.

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Efforts to develop an empirically derived typology of a major component of the implicit aggressive personality are described. A variety of samples (from both student and work populations) completed the Conditional Reasoning Test for Aggression (CRT-A; James, McIntyre, Glisson, Bowler, and Mitchell, 2004; James et al., 2005). Individual scores on the CRT-A were analyzed utilizing cluster analytic methodology in order to develop a typology of the key defense mechanisms used by the implicit aggressive personality. The resulting clusters were analyzed using affirmation analysis (Feild and Schoenfeldt, 1975) to test the reliability of each. A useful system for classifying the implicit aggressive personality resulted from this endeavor. It is expected that both scientists and practitioners can use this typology as a means for classifying aggressive individuals. Implications include the development of an organizing framework facilitating scientific communication in research on the aggressive personality as well as a classification system for organizations to identify those applicants and incumbents that might be potentially detrimental to the well-being of their coworkers.

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Pauls, Brian Scott. "Bulimic symptomatology in high school females, testing an integrated sociocultural and personality model." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape7/PQDD_0019/MQ54637.pdf.

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Gupta, Dipti Marshall Linda L. "Proctored versus unproctored online testing using a personality measure are there any differences? /." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-3967.

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Senechal, Anne E. "Bulimic symptomatology in high school females, testing an integrated sociocultural and personality model." Thesis, University of New Brunswick, 1998. http://hdl.handle.net/1882/647.

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Gupta, Dipti. "Proctored versus unproctored online testing using a personality measure: Are there any differences?" Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc3967/.

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Impetus in recruiting and testing candidates via the Internet results from the popularity of the World Wide Web. There has been a transition from paper-pencil to online testing because of large number of benefits afforded by online testing. Though the benefits of online testing are many, there may be serious implications of testing job applicants in unproctored settings. The focus of this field study was two-fold: (1) to examine differences between the proctored and unproctored online test administrations of the ipsative version of Occupational Personality Questionnaire (OPQ32i and (2) to extend online testing research using OPQ32i with a U.S population. A large sample (N = 5223) of archival selection data from a financial company was used, one group was tested in proctored and the other in unproctored settings. Although some statistical differences were found, very small to small effect sizes indicate negligible differences between the proctored and unproctored groups. Principal component analysis with varimax rotation was conducted. The scales not only loaded differently from the Great Eight factor model suggested by SHL, but also differently for the two groups, limiting their interpretability. In addition to the limitations and future directions of the study, the practical implications of the results for companies considering unproctored, online personality testing as a part of their selection process are discussed.

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Bradley, Kevin Michael. "Personality Test Validation Research: Present-employee and job applicant samples." Diss., Virginia Tech, 2003. http://hdl.handle.net/10919/11052.

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In an effort to demonstrate the usefulness of personality tests as predictors of job performance, it is common practice to draw a validation sample consisting of individuals who are currently employed on the job in question. It has long been assumed that the results of such a study are appropriately generalized to the setting wherein job candidates respond to personality inventories as an application requirement. The purpose of this manuscript was to critically evaluate the evidence supporting the presumed interchangeability of present-employees and job applicants. Existing research on the use of personality tests in occupational settings is reviewed. Theoretical reasons to anticipate differential response processes and self-report personality profiles according to test-taking status (present employees versus job applicants) are reviewed, as is empirical research examining relevant issues. The question of sample type substitutability is further probed via a quantitative review (meta-analysis) of the criterion-related validity of seven personality constructs (Neuroticism, Extraversion, Openness to Experience, Agreeableness, Conscientiousness, Optimism, and Ambition). Further, the meta-analytic correlations among these personality constructs are estimated. Test-taking status is examined as a moderator of the criterion-related validities as well as the personality construct inter-correlations. Meta-analytic correlation matrices are then constructed on the basis of the job incumbent and the job applicant subgroup results. These correlation matrices are utilized in a simulation study designed to estimate the potential degree of error when job incumbents are used in place of job applicants in a validation study for personality tests. The results of the meta-analyses and the subsequent simulation study suggest that the moderating effect of sample type on criterion-related validity estimates is generally small. Sample type does appear to moderate the criterion-related validity of some personality constructs, but the direction of the effect is inconsistent: in some cases, incumbent validities are larger than applicant validities. Alternatively, incumbent validities sometimes are smaller than applicant validities. Personality construct inter-correlations yield almost no evidence of moderation by sample type. Further, where there are between group differences in the personality construct inter-correlations, these differences have little bearing on the regression equation relating personality to job performance. Despite a few caveats that are discussed, the results are supportive of the use of incumbent samples in personality-test validation research.
Ph. D.

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Swanepoel, Crizelle. "The establishment of implicit personality perspectives among Tsonga-speaking people in South Africa / Crizelle Swanepoel." Thesis, North-West University, 2006. http://hdl.handle.net/10394/1194.

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Cross-cultural assessment in South Africa has become more prominent since the first democratic elections held in April 1994, and stronger demands for the cultural appropriateness of psychological tests have arisen. The use of psychometric testing, including personality assessment in the workplace, is now strictly controlled by legislation, among others the Constitution of the Republic of South Africa (Act 108 of 1996), the Labour Relations Act (66 of 1995), and the Employment Equity Act (55 of 1998), and the Health Professions Act (56 of 1974). Much controversy has arisen regarding the relevance and applicability of assessment instruments in South Africa. The majority of assessment procedures still make use of imported instruments that are either used in their original or adapted form. Psychological assessment instruments imported from abroad have an insufficient suitability in the multicultural South African context. There are various perspectives regarding the appropriate measurement of personality across cultures. In this research study implicit perspectives of personality, the lexical approach, indigenous psychology and the emic approach were used to determine the personality perspectives of the Tsonga culture in South Africa. The objectives of this study were to investigate how personality is conceptualised in literature, to identify the problems surrounding personality measurement for the South African context, to explore how personality perspectives could be determined and to investigate the personality descriptive terms in the Tsonga language group. A qualitative research design was used to collect the data of this research. A total of 5 502 personality descriptors were obtained through the 1 0-item interview questionnaires. Content analysis was used to analyse, reduce and interpret the data obtained from the participants. The personality descriptors obtained were reduced by removing superfluous words. These personality descriptors were then interpreted and categorised into a total of 109 personality dimensions. These characteristics were categorised into nine clusters, namely Optimism, Agreeableness, Emotional Stability, Narrow-mindedness, Intelligence, Conscientiousness, Aggressiveness, Dominance and Sociability. The following personality dimensions had the highest frequency: Emotional Stability, Caring, Helpful, Hard working, Advising, Generous, Traditional, Aggression, Recreational, Substance use, Religious, Sociable and Loving. Recommendations for future research were made.
Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2007.

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DeSimone, Justin Angermeier. "An analysis of the item characteristics of the conditional reasoning test of aggression." Diss., Georgia Institute of Technology, 2012. http://hdl.handle.net/1853/50150.

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This dissertation employs modern psychometric techniques to estimate the item characteristics of the Conditional Reasoning Test of Aggression (CRT-A) and three related subscales. Using a sample size of 5,511 respondents, this dissertation provides an accurate assessment of the capability of the CRT-A to measure latent aggression. Additionally, a differential item functioning analysis compares student and applied samples. Results suggest that 21 of the 22 CRT-A items work as intended for the measurement of aggression and all 22 of the CRT-A items are good indicators of their respective factor subscales. Information curves indicate that the CRT-A is best suited for use with individuals who are high on latent aggression.

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Brown, Reagan. "The Development of a Computer Adaptive Test Of the Five Factor Model of Personality: Applications and Extensions." Diss., Virginia Tech, 1997. http://hdl.handle.net/10919/30575.

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Although not universally accepted, much of the field has converged upon the Five Factor Model (FFM) of personality as constituting a comprehensive taxonomy of normal personality functioning. A weakness common to all personality inventories is excessive length, which can result in examinee fatigue, and ultimately, poor data quality. Computer adaptive testing offers a solution to the test fatigue problem by administering only the items that are informative for that examinee on a given scale. A new test based upon the FFM of normal personality administered in a computer adaptive fashion was constructed. Reliability and validity evidence were obtained, with favorable results. New approaches to the detection of intentional response distortion were explored with mixed results including some promising findings in need of cross-validation. Response latencies were able to discriminate between honest and faking subjects, but the findings were unable to clarify the issue of whether faking is an easier or more laborious cognitive process than honest answering. New directions in computer adaptive personality testing research are proposed.
Ph. D.

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Sellbom, Martin O. H. "Validity of Bender-Gestalt test signs measuring depressive, antisocial, and impulsive acting out personality characteristics." Virtual Press, 2002. http://liblink.bsu.edu/uhtbin/catkey/1236574.

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The Bender-Gestalt test is one of the most widely used psychological tests in clinical practice. However, very few empirical studies have investigated its projective use with adults. The purpose of the present study was to replicate a study conducted by Sellbom et al. (2001), which examined distortions of the Bender-Gestalt hypothesized to measure antisocial, impulsive, and depressive characteristics. It was found that the findings in Sellbom et al. (2001) were partially replicated, indicating that certain distortions, especially in conjunction, were significantly related to antisocial characteristics. The author suggests that the Bender-Gestalt could potentially be used as a screening measure for antisocial characteristics, but not to measure impulsive and depressive characteristics.
Department of Psychological Science

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Solomon, Verona Rosemarie. "Testing the validity of the fifteen factor questionnaire plus (15FQ+) for financial advisers at an insurance company." Thesis, University of the Western Cape, 2007. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_6329_1257335148.

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Personality assessments are useful measures for identifying an individual's characteristics and how he/she interacts with the world. The 15 factor Questionnaire Plus (15Q+) is an adapted personality assessment measure used in industry to determine the likely behavioral responses an individual will display in a particular setting. It can be used during the selection process to assess the suitability of candidates for a particular position at a company. As a result of unfair practices when using psychometric instruments, it is now imperative that these instruments meet the scientific principles of validity and reliability before it can be used. This is in line with the legistlation pertaining to discrimination and supported by the Health professions Council of South Africa. They encourage a plethora of research to confirm the utility of these measures. The present study was conducted at a South African financial services company where the 15FQ+ is used to identify suitable candidates for financial adviser positions. Through data mining techniques, predictive and criterion data were extracted for 125 financial advisers. The study explored the validity of the 15FQ+ when correlated with the perforkance Indices of the financial advisers. The study also determined whether there were race differences in the responses of the financial advisers to the 15FQ+ as well as their work performance.

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Heiser, Claire Anne. "Personality predictors of coronary heart disease." Thesis, Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/50027.

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Fifty percent of the diagnosed cases of coronary heart disease in the United States are of unknown etiology. This study proposed that five personality traits— achievement, dominance, aggression, succorance and Critical Parent—differentiate individuals with coronary heart disease manifestations. The ultimate goal of this research was to formulate a predictive profile of at-risk individuals of developing coronary heart disease. Cardiac rehabilitation units' participants from across the United States were recruited as subjects. Randomly selected cardiac rehabilitation units were sent an initial letter inquiring whether their staff would be willing to participate in the study by administering the instruments to their participants. Eight units from each of the 50 states were contacted. A total of fourteen units agreed to participate. One hundred sixty-nine subjects completed the Demographic Data Questionnaire and the Adjective Check List. Five scale scores, representing the five personality differentials, were analyzed. Comparison of the male subject population (n=135) and the male normative population (n=198) revealed no significant differences in terms of the five traits. Comparison of diagnostic subgroups of the subject population also revealed no significant differences. It was concluded that the subject population did not differ significantly from the normative population in terms of the five traits assess by the instrument used. The goal of a predictive profile was not realized due to this lack of findings.
Master of Science
incomplete_metadata

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Gaasedelen, Owen J. "The development and initial validation of the cognitive response bias scale for the personality assessment inventory." Diss., University of Iowa, 2018. https://ir.uiowa.edu/etd/3225.

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The Personality Assessment Inventory (PAI) is a commonly used instrument in neuropsychological assessment; however, it lacks a symptom validity test (SVT) that is sensitive to cognitive response bias (also referred to as non-credible responding), as defined by performance on cognitive performance validity tests (PVT). Therefore the purpose of the present study was to derive from the PAI item pool a new SVT, named the Cognitive Response Bias Scale (CRBS), that is sensitive to non-credible responding, and to provide initial validation evidence supporting the use of the CRBS in a clinical setting. The current study utilized an existing neuropsychological outpatient clinical database consisting of 306 consecutive participants who completed the PAI and PVTs and met inclusion criteria. The CRBS was empirically derived from this database utilizing primarily an Item Response Theory (IRT) framework. Out of 40 items initially examined, 10 items were ultimately retained based on their empirical properties to form the CRBS. An examination of the internal structure of the CRBS indicated that 8 items on the CRBS demonstrated good fit to the graded response IRT model. Overall scale reliability was good (Cronbach’s alpha = 0.77) and commensurate with other SVTs. Examination of item content revealed the CRBS consisted of items related to somatic complaints, psychological distress, and denial of fault. Items endorsed by participants exhibiting lower levels of non-credible responding consisted of vague and non-specific complaints, while participants with high levels of non-credible responding endorsed items indicating ongoing active pain and distress. The CRBS displayed expected relationships with other measures, including high positive correlations with negative impression management (r = 0.73), depression (r = 0.78), anxiety (r = 0.78), and schizophrenia (r = 0.71). Moderate negative correlations were observed with positive impression management (r = -0.31), and treatment rejection (r = -0.42). Two hierarchical logistic regression models showed the CRBS has significant predictive power above and beyond existing PAI SVTs and clinical scales in accurately predicting PVT failure. The overall classification accuracy of the CRBS in detecting failure on multiple PVTs was comparable to other SVTs (area under the curve = 0.72), and it displayed moderate sensitivity (i.e., 0.31) when specificity was high (i.e., 0.96). These operating characteristics suggest that the CRBS is effective at ruling in the possibility of non-credible responding, but not for ruling it out. The conservative recommended cut score was robust to effects of differential prediction due to gender and education. Given the extremely small sample subsets of forensic-only and non-Caucasian participants, future validation is required to establish reliable cut-offs when inferences based on comparisons to similar populations are desired. Results of the current study indicate the CRBS has comparable psychometric properties and clinical utility to analogous SVTs in similar personality inventories to the PAI. Furthermore, item content of the CRBS is consistent with and corroborates existing theory on non-credible responding and cognitive response bias. This study also demonstrated that a graded response IRT model can be useful in deriving and validating SVTs in the PAI, and that the graded response model provides unique and novel information into the nature of non-credible responding.

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Wolford, Katherine Anne. "Effects of item randomization and applicant instructions on distortion on personality measures." Bowling Green, Ohio : Bowling Green State University, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1245555713.

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Cashel, Mary Louise. "Assessing Defensiveness with the PAI: a Cross Validational Study." Thesis, University of North Texas, 1994. https://digital.library.unt.edu/ark:/67531/metadc500994/.

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The use of scales on the Personality Assessment Inventory (PAI) to detect defensiveness in criminal and nonclinical samples was evaluated. Forty-five male inmates of a county jail and 38 male undergraduate psychology students were provided with incentives to complete the PAI under two conditions: standard instructions and experimental instructions to feign a specific, positive role. The sequence of instructions was counterbalanced in both samples for the purpose of examining ordering effects. A repeated measures multivariate analysis of variance (MANOVA) was performed, yielding significant main effects of condition, group and order. Additionally, a step-wise discriminant function analysis significantly predicted group membership (i.e., subjects under honest and faking conditions) with a hit rate = 84.4%. Finally, a more effective cutting score for the Positive Impression scale was recommended.

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Classen, Elizabeth Maria. "Investigation of the optimal response scale for personality measurement : computer–based testing / Elizabeth Maria Classen." Thesis, North-West University, 2011. http://hdl.handle.net/10394/6918.

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return and payback period. All these above techniques will be analysed in three different scenarios, namely: 1. Mine X will stay with its current operations without any new projects. 2. The development project will begin immediately. 3. A six–month delay in development of the project. The study found that the net present value was positive, the internal rate of return was more than the discount rate and the payback period was shorter than the project’s life–time regarding to all three above–mentioned scenarios. The highest net present value is calculated in case the project starts immediately. Both the internal rate of return and the payback period indicated that a six month delay in the project is the most viable. After considering all the facts, the study concluded due to the highest net present value the best feasible recommendation would be to start the project immediately. The value of this study is that it is the first study to investigate the relationship between the viability to delay or to start the investment project immediately in the South African mining industry. This study is also unique, since it takes into account how mining industries world–wide can achieve long–term success through development projects without losing key players, due to impulsive short–term downsizing decisions. To be able to use personality tests in the most reliable and valid manner there are many considerations to be taken into account. Variables such as the population used, the culture of the test–takers, the mode of administration, whether pencil–and–paper or computer–based testing procedures, familiarity with computers when using computer–based tests and the response format to be used when administering the personality questionnaire are but some of the considerations. Within South Africa it is that much more important to consider the mode of administration, whether pencil–and–paper tests or computer–based tests, as there are many individual groups who have been historically disadvantaged when it comes to the use of computers as a testing method. It is just as important to consider the response scale to be utilised when administering personality testing as this may influence the results obtained and can influence the reliability and validity of these results. The objective of this study was to determine which response scale, dichotomous or polytomous, was the best to use when conducting computer–based personality testing. The questionnaire that was utilised was the South African Personality Inventory (SAPI) questionnaire; however, only items from the Soft–Heartedness cluster were employed as the objective was not to test the questionnaire but to test the most reliable and valid response scale to be used in conjunction with the questionnaire. A convenience sampling approach was utilised and the questionnaire was administered to students who were available and able to take the test (N = 724). Descriptive statistics, factor analysis and Cronbach Alpha coefficients were used to analyse the data obtained.
Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

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Lickiss, Stephanie J. "Pre-Employment Integrity Testing with Law Enforcement and Security Applicants| A Closer Look at the Law Enforcement Applicant Inventory (LEAI)." Thesis, Alliant International University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3639877.

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Law enforcement agencies face the difficult task of identifying suitable individuals to take on jobs that require certain skills and characteristics. Training new hires requires these agencies' resources, so an important aspect of the hiring process is maximizing these resources and ensuring that as many of these individuals as possible will succeed. Pre-employment screening tools can assist with hiring by identifying notable characteristics, pathology, and attitudes either related to, or vastly different from, the position. Many assessment exist that can contribute to the pre-employment screening process, such as the Law Enforcement Applicant Inventory (LEAI).

The goal of this study was to explore the relationships between scales on the LEAI to better understand how these different areas of interest correlate. Pearson's r statistics were compiled to identify the correlations between each of the eight LEAI scales, including the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, Criminal Justice Orientation (CJO), and Candidate Potential Index (CPI) scales. The results showed that all of the LEAI scales were statistically significantly correlated, p < .01, with large effect sizes, r² < .14. A post-hoc power analysis was also run to further investigate these correlations. Each post-hoc analysis yielded a power = 1.00, which may have been affected by the large sample size. Additionally, this study focused on expanding the readily available reliability statistics for the LEAI. Reliability statistics were provided for the Honesty, Nonviolence, Drug Avoidance, Risk Avoidance, Safety, Stress Tolerance, and CJO scales in the form of Cronbach's alpha coefficient and split-half reliability.

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Janse, van Rensburg Charnelle. "The development of an experimental conscientiousness measurement instrument within the SAPI project." Thesis, Stellenbosch : University of Stellenbosch, 2011. http://hdl.handle.net/10019.1/6897.

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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2011.
ENGLISH ABSTRACT: In psychology literature Conscientiousness forms part of a model that describes personality. Conscientiousness is defined by characteristics such as hard-working, determined, dutiful and perseverance. Conscientiousness is also a strong indicator of work performance and is often used for psychometric assessments during selection. However, in South Africa psychometric assessment, and especially personality testing, has been scrutinized to ensure that it is fair and unbiased in a multicultural society. This study focused on the development of a Conscientiousness questionnaire based on a South African model of conscientiousness, which forms one factor of the South African Personality Inventory (SAPI) nine cluster model. The study aimed to investigate whether this conscientiousness questionnaire measures conscientiousness in South Africa. The study formed part of the second phase of the SAPI project (quantitative phase). An experimental conscientiousness instrument consisting of 255 items was administered to a sample of South African Police Service (SAPS) police reservists (N = 1051). Following various analysis 88 of the 255 items were removed. The facets also increased to 26. Cronbach alpha coefficient scores showed acceptable levels of reliability for 21 of the 26 facets. Factor analysis indicated that one factor should be retained. 19 facets loaded on this factor. The findings thus confirm the underlying dimensionality of the conscientiousness cluster. However, the findings also indicate that some facets may have to be re-defined.
AFRIKAANSE OPSOMMING: In die sielkunde literatuur is konsensieusheid deel van 'n model wat persoonlikheid beskryf. Dit word gedefinieer deur eienskappe soos hardwerkendheid, determinasie, pligsgetrouheid en uithouvermoë. Konsensieusheid is ook 'n sterk aanwyser van werkprestasie en word dikwels gebruik vir psigometriese assessering gedurende seleksie. Maar die gebruik van psigometriesetoetse en veral die gebruik van persoonlikheids toetse in Suid Afrika is egter onder die vergrootglas geplaas om te verseker dat hierdie toetse billik en onsydig toegepas kan word in Suid Afrika. Hierdie studie fokus op die ontwikkeling van 'n konsensieheusheids-persoonlikheidsvraelys wat gebaseer is op die Suid Afrikaanse model van konsensieusheid en wat deel uitmaak van die Suid Afrikaanse Persoonlikheids-Inventaris (SAPI) se nege faktor model. Hierdie studie is deel van die tweede fase van die SAPI projek (kwantitatiewe fase) en stel ondersoek in of hierdie persoonlikheidsvraelys wel die konstruk van konsensieusheid meet in Suid Afrika. Die eksperimentele konsensieusheidsinstrument, wat bestaan uit 255 items, was aan 'n steekproef van intreevlak polisieaansoekers van die Suid Afrikaanse Polisie Dienste (N=1051) toegedien. Na verskeie analises, is 88 van die 255 items verwyder. Die fasette het ook vermeerder na 26. Verder het die Cronbach Alpha koëffissiënttellings gunstige vlakke van betroubaarheid aangedui vir 21 van die 26 fasette. Faktoranalise het aangedui dat een faktor onttrek moet word en 19 fasette het hierop gelaai. Dus is die onderliggende dimensie van die konsensieusheid faktor bevestig. Daar sal egter van die fasette herdefineer moet word.
jfl2011

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Riley-Glassman, Nathan David. "Discriminating clinic from control groups of deaf adults using a short form of the Brauer-Gallaudet American Sign Language translation of the Minnesota Multiphasic Personality Inventory." Diss., The University of Arizona, 1989. http://hdl.handle.net/10150/184734.

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This study tested whether an American Sign Language (ASL) MMPI short form, the Brauer-Gallaudet MMPI-168 (B-G MMPI-168), could discriminate between groups of deaf adults with and without psychopathology. B-G MMPI-168 and MMPI-168 profiles were also compared in deaf adults without a history of psychopathology. Independent variables were history of mental health treatment, language of administration and reading ability. Dependent variables were MMPI-168 and B-G MMPI-168 validity and clinical scale evaluations. Fifty-nine deaf adults from the community and outpatient counseling services completed demographic information on a questionnaire developed especially for this study. Subjects were divided into Clinic and Control groups based on history (Clinic) or no history (Control) of mental health treatment. Reading Comprehension scores (Advanced Stanford Achievement Test) of Control subjects determined placement in Control (I), (11th grade and above) and Control (II), (6-11 grade) groups. All subjects took the B-G MMPI-168. Control subjects took the MMPI-168 at home within two weeks. Ten dollars was earned for participation. Results indicated that Clinic and Control (II) groups were not accurately discriminated by B-G MMPI-168 profiles. The "hit rate" for the Clinic group was 96.5 percent, but only 40.0% of the Control subjects were correctly classified as Not Disturbed. This version of the B-G MMPI-168 was judged unacceptable for clinical use until items are revised. Level of reading ability was not a significant factor in the clinical validity of the MMPI-168. The "hit rates" of correct classification of Control (I) and Control (II) subjects as Not Disturbed, 58.8 and 46.2, respectively, were unacceptable. Language of administration was not a significant factor in the clinical validity of Control group "168" profiles. B-G MMPI-168 profiles showed more psychopathology than MMPI-168 profiles, but both tests had unacceptably high percentages of Control subjects classified as Disturbed. Revision of B-G MMPI-168 items was recommended so that profiles can accurately discriminate between Clinic and Control groups. The MMPI-168 was recommended for use as part of a personality assessment battery for deaf adults having 12th grade equivalent or higher reading level.

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Mersman, Jennifer L. "Individual differences in the tendency to fake good in personality assessment." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1173.

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Wright, Mary Ann. "Investigating the validity of the conditional reasoning test for leadership." Diss., Georgia Institute of Technology, 2011. http://hdl.handle.net/1853/42939.

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Several decades of leadership research have failed to yield a personality measure that accurately predicts successful leaders (Bernus&Manis, 1985; Stogdill, 1974; Vroom&Yago, 2007; Yukl, 1989). A new implicit measure of personality, the Conditional Reasoning Test for Leadership (CRT-L), shows promise in this endeavor. This project investigated the construct and criterion-related validities of this measure. Previous research on implicit personality measures, and specifically conditional reasoning measures, has demonstrated that their relationship to their explicit measure counterparts tends to be modest or nonexistent. This was the case for the CRT-L, which had no relationship to the NEO Hostility Scale or the Motivation to Lead (MTL) Scale. As expected, the two explicit measures did have a significant and positive relationship (r = .42). The CRT-L was also effective at predicting leadership and power criteria. It had positive and significant relationships with Leadership Peer Nominations (r = .25) and Power Peer Nominations (r = .21) and was more successful in these predictions than either of the explicit measures. The results of this research provide evidence for the effectiveness of the CRT-L as a leadership measure and further validation work is encouraged.

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Edwards, Scott A. "Threats to development, protective resources, and competence : testing structural models of resilience." Virtual Press, 2000. http://liblink.bsu.edu/uhtbin/catkey/1203655.

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The interdisciplinary field of developmental psychopathology has brought considerable organization and clarity to the study of resilience, and it was from this theoretical perspective that the present study was conducted. One-hundred and forty-three preschool children, ages four to six, were recruited to answer two primary questions. First, do resilient (high threats, high competence) children differ from their maladapted (high threats, low competence) and competent (low threats, high competence) peers on measures of potential protective resources (i.e., intellectual ability and parent-child relationship)? Second, what are the mechanisms that underlie the effects of threats to development and protective resources on children's emotional and behavioral competence? To test the first question, differences across groups were examined using categorical, person-based analytic procedures (i.e., ANOVA, MANOVA). It was found that the quality of the parent-child relationship among resilient children was indeed more favorable than among maladaptive children, but resilient and competent children did not differ on this dimension. Resilient children produced significantly higher results on nonverbal intellectual reasoning tasks, but were no better than their maladapted counterparts on verbal intellectual abilities. To explore the second question, variable-based analyses (structural equation modeling) were used to test for hypothesized processes underlying the impact that threats and resources have on competence. The results supported the notion of an adversity process in which threats to development directly and unfavorably impacted children's functioning. Mixed support was found for the compensatory process in which resources directly influenced competence in a manner that compensated for the effects of threats. An indirect, compensatory-enhancing processwas supported whereby intellectual resources contributed to improved parent-child relationship which in turn had a positive influence on competence. The most important finding was the adversity-mediating process. This mechanism indicated that threats to development not only directly diminish competence, but also deleteriously impact resource variables. Likewise, this finding suggested that protective resources are essential in buffering children from the consequences of exposure to threats. Specifically, while the quality of the parent-child relationship did not have strong direct influences on competence, it mediated the effects of threats. Implications from these findings for future research and clinical practice are outlined.
Department of Secondary, Higher, and Foundations of Education

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Lubbe, Megan Helene. "Test mode equivalence in a South African personality context : paper–and–pencil vs computerised testing / Lubbe M.H." Thesis, North-West University, 2012. http://hdl.handle.net/10394/8230.

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The use of computers in testing has increased dramatically in recent years. Since its first introduction in the fields of education and psychological assessment, the popularity of computer–based testing (CBT) has increased to such an extent that it is likely to become the primary mode of assessment in the future. The shift towards CBT, although successful, has raised many practical, ethical and legal concerns. Due to the potential influence of differential access to computers and varying levels of computer familiarity amongst South African test–takers, it has become increasingly important to study the effect of different modes of administration on test performance. The objective of this study is to determine whether traditional paper–and–pencil and computerised assessment measures will lead to equivalent results when testing facets of personality on a dichotomous (2 point) rating scale. A cross–sectional survey design was used. A non–probability convenience sample was drawn from university students in South Africa (N = 724). The sample included undergraduate students from two higher education institutions in South Africa. A 48 item behaviour questionnaire measuring facets from the soft–heartedness personality construct was administered. Participants completed the questionnaire either in a paper–and–pencil or in a computerised format. Apart from the difference in administration mode the questionnaires were made to look as similar as possible in all other aspects, such as the number of questions per page, colour, numbering of questions, etc. to minimise the possibility of scoring differences due to other factors. The paper–and–pencil and computerised formats were then factor–analysed and subjected to correlation analysis. The two test modes were also tested for reliability using the Cronbach Alpha coefficient. The obtained results were then used to determine whether equivalence exists between the different modes of administration. Results indicated that the psychometric functioning of the traditional paper–and–pencil test mode is superior to that of the computerised version. The paper–based test consistently outperformed its computer–based counterpart in terms of mean scores, skewness, kurtosis, factor loadings, inter–item correlations and reliability. Recommendations were made for future research.
Thesis (MA (Industrial Psychology))--North-West University, Potchefstroom Campus, 2012.

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Borschmann, Rohan. "The development and testing of joint crisis plans for people with borderline personality disorder : a feasibility study." Thesis, King's College London (University of London), 2014. https://kclpure.kcl.ac.uk/portal/en/theses/the-development-and-testing-of-joint-crisis-plans-for-people-with-borderline-personality-disorder(ed8d207d-e36e-4f54-a8fc-a06ba5d34598).html.

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Background: This dissertation focuses on effective crisis management for people with borderline personality disorder. The dissertation reports a single-blind randomised controlled trial investigating the effectiveness of joint crisis plans (JCPs; a type of advance statement regarding future treatment preferences for people with mental health problems) compared with treatment as usual for community-dwelling adults meeting research diagnostic criteria for borderline personality disorder. Methods: During the developmental phase, three focus groups were held with mental health service users, clinicians and academics in order to adapt an existing joint crisis plan template, the utility of which was then tested in a small (N=13) pilot study. Participants in the resulting larger trial were recruited from community mental health teams in south London and randomised to receive either treatment as usual (TAU) or a joint crisis plan plus treatment as usual. Participants were assessed on a number of variables prior to randomisation and again at six-month follow-up and these included self-harm, engagement with services, therapeutic alliance and health-related quality of life. Results: Eighty-eight adults out of the 133 referred were eligible and consented before being randomised to receive a joint crisis plan in addition to treatment as usual (n = 46) or TAU alone (n = 42). This represented approximately 75% of the target sample size. Follow-up data were collected on 73 (83.0%) participants. A modified intention-to-treat analysis revealed no significant differences in the 6 proportion of participants who reported self-harming (odds ratio (OR) = 1.9, 95% CI: 0.53–6.5, P=0.33) or the frequency of self-harming behaviour (rate ratio (RR) = 0.74, 95% CI: 0.34–1.63, P=0.46) between the two groups at follow-up. No significant differences were observed between the two groups on any of the secondary outcome measures. JCPs were viewed favourably by participants, who reported referring to their JCPs both during and between crises. Approximately half of participants (47%) reported a greater sense of control over their mental health problems and an improved relationship with their mental health team when using a JCP. Conclusions: This dissertation expands the knowledge about effective crisis management for people with borderline personality disorder, a group who have traditionally been alienated from mainstream mental health services and are still perceived to be difficult to help. The study showed that it is possible to recruit and retain adult service users with borderline personality disorder to a trial of joint crisis plans. Although the intervention was not clinically effective, the findings suggest that the brief intervention was perceived as helpful to participants with borderline personality disorder. Future research - including a definitive trial with a more comprehensive process analysis - may provide further information about the potential benefits of JCPs to people with borderline personality disorder.

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Casper, Lori Jean. "Development and validation of three alternative forms of a published general mental ability test." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1295.

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Lim, Youngsook. "Relationship between aptitudes and attitudes toward computer-aided design and personality types of interior design students." Thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-03172010-020334/.

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LaPaglia, Jonathon G. "Testing Multiple Sociometer Theory: Predicting Physical and Psychological Abuse in Dating Couples from Domain-Specific Self-Esteem Measures." W&M ScholarWorks, 2008. https://scholarworks.wm.edu/etd/1539626574.

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Thissen-Roe, Anne. "Adaptive selection of personality items to inform a neural network predicting job performance /." Thesis, Connect to this title online; UW restricted, 2005. http://hdl.handle.net/1773/9138.

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Fantoni, Patricia (Patricia Maria Angelica). "A Criterion Validity Study of the MMPI-2 and PAI Spanish Versions with DIS Diagnosis: Implications for Clinical Practice." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc277682/.

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New Spanish versions of the Minnesota Multiphasic Personality Inventory-2 (MMPI-2) and the Personality Assessment Inventory (PAI) were assessed with the Spanish translation of the Diagnostic Interview Schedule (DIS) as the gold standard. Findings from categorical and dimensional analyses suggest that, although the degree of diagnostic concordance of both measures with the DIS was found to be moderately high, the MMPI-2 clinical scales yielded greater specificity but lower sensitivity than the PAI scales on two of four diagnostic categories (i.e., Major Depression, and Schizophrenia). Both measures failed to correctly diagnose Anxiety Disorders, while the MMPI-2 also showed poor diagnostic accuracy with Alcohol Dependence.

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Barkhuizen, Jaco. "An exploration of the intrapsychic development and personality structure of serial killers through the use of psychometric testing." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-09122005-140352.

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Richmond, Julia R. "Testing emotion regulation and parasympathetic nervous system deficits as a mechanism for the transmission of borderline personality disorder." Cleveland State University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=csu1496669065329167.

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Bossons, P. J. "The effects of personality and studying style on the success of distance learning students : A study of students' perceptions of success with one distance learning course." Thesis, Henley Business School, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.384094.

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Word, Sheela. "Eeny, meeny, miny, mo : self and close-other selection of personality test interpretations." PDXScholar, 1988. https://pdxscholar.library.pdx.edu/open_access_etds/3855.

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In a study investigating the ability of subjects and their close friends or relatives (close-others) to recognize subject personality test results under conditions which controlled for the Barnum effect, 64 male and female undergraduate psychology students were administered the California Psychological Inventory (CPI). Each subject later attempted to choose his or her own unidentified CPI profile from among three, and a close-other of the subject independently made the same selection. It was found that 57.81% of subjects and 45.31% of close others were able to correctly identify subject profiles; these results were significant at the .0001 and .05 levels respectively. The 53.12% rate of agreement between subjects and close-others in profile selection also proved significant, p < .001. In contrast with results from a previous study (Carlson, 1985), it was found that subject self-perception and CPI description correspond to a highly significant ·degree.

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Gupta, Rina. "Toward testing a general theory of addictions : an examination of gambling, risk-taking, and related personality variables in adolescents." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape11/PQDD_0007/NQ44445.pdf.

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Dissertations / Theses on the topic 'Personality testing'

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