Journal articles: 'Personality tests'

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Jordan, Robert P. "Subject Cataloging of Personality Tests." College & Research Libraries 52, no. 3 (May 1, 1991): 256–62. http://dx.doi.org/10.5860/crl_52_03_256.

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Taggar, Simon, and John Parkinson. "Personality tests in accounting research." Journal of Human Resource Costing & Accounting 11, no. 2 (July 3, 2007): 122–51. http://dx.doi.org/10.1108/14013380710778776.

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Stone, R. J. "Personality Tests in Executive Selection." Asia Pacific Journal of Human Resources 23, no. 4 (November 1, 1985): 10–14. http://dx.doi.org/10.1177/103841118502300405.

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C, Angus. "How Accurate Are Personality Tests?" Scientific American 30, no. 1 (January 2019): 8. http://dx.doi.org/10.1038/scientificamericanmind0119-8.

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Kyllonen, Patrick, and Harrison Kell. "Ability Tests Measure Personality, Personality Tests Measure Ability: Disentangling Construct and Method in Evaluating the Relationship between Personality and Ability." Journal of Intelligence 6, no. 3 (July 10, 2018): 32. http://dx.doi.org/10.3390/jintelligence6030032.

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Buciuta, Andrei. "A brief history of personality tests." Psihiatru.ro 1, no. 60 (2020): 45. http://dx.doi.org/10.26416/psih.60.1.2020.3109.

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Bodhe, Jahnavi Ravindra. "Gamification of personality tests for recruitment." International Journal of Research in Human Resource Management 3, no. 2 (July 1, 2021): 20–23. http://dx.doi.org/10.33545/26633213.2021.v3.i2a.66.

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Allard, Gregory, and David Faust. "Errors in Scoring Objective Personality Tests." Assessment 7, no. 2 (June 2000): 119–29. http://dx.doi.org/10.1177/107319110000700203.

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Meehl, Paul E. "The dynamics of “structured” personality tests." Journal of Clinical Psychology 56, no. 3 (March 2000): 367–73. http://dx.doi.org/10.1002/(sici)1097-4679(200003)56:3<367::aid-jclp12>3.0.co;2-u.

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Borghans, Lex, Bart H. H. Golsteyn, James J. Heckman, and John Eric Humphries. "What grades and achievement tests measure." Proceedings of the National Academy of Sciences 113, no. 47 (November 8, 2016): 13354–59. http://dx.doi.org/10.1073/pnas.1601135113.

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Intelligence quotient (IQ), grades, and scores on achievement tests are widely used as measures of cognition, but the correlations among them are far from perfect. This paper uses a variety of datasets to show that personality and IQ predict grades and scores on achievement tests. Personality is relatively more important in predicting grades than scores on achievement tests. IQ is relatively more important in predicting scores on achievement tests. Personality is generally more predictive than IQ on a variety of important life outcomes. Both grades and achievement tests are substantially better predictors of important life outcomes than IQ. The reason is that both capture personality traits that have independent predictive power beyond that of IQ.

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Reddon, John R., and Douglas N. Jackson. "Readability of Three Adult Personality Tests: Basic Personality Inventory, Jackson Personality Inventory, and Personality Research Form-E." Journal of Personality Assessment 53, no. 1 (March 1989): 180–83. http://dx.doi.org/10.1207/s15327752jpa5301_19.

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Vasilopoulos, Nicholas L., Jeffrey M. Cucina, Natalia V. Dyomina, Courtney L. Morewitz, and Richard R. Reilly. "Forced-Choice Personality Tests: A Measure of Personality and Cognitive Ability?" Human Performance 19, no. 3 (June 2006): 175–99. http://dx.doi.org/10.1207/s15327043hup1903_1.

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Goffin, Richard D., and Neil D. Christiansen. "Correcting Personality Tests for Faking: A Review of Popular Personality Tests and an Initial Survey of Researchers." International Journal of Selection and Assessment 11, no. 4 (December 2003): 340–44. http://dx.doi.org/10.1111/j.0965-075x.2003.00256.x.

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Poorthuis, Astrid M. G., Sander Thomaes, Jaap J. A. Denissen, Marcel A. G. van Aken, and Bram Orobio de Castro. "Personality in Action." European Journal of Psychological Assessment 30, no. 3 (January 1, 2014): 169–77. http://dx.doi.org/10.1027/1015-5759/a000186.

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Personality research has mainly relied on self-report measures, more than on behavioral assessments. In the present study, brief behavioral personality tests were developed to measure behavior that is prototypical for the Big Five traits of conscientiousness and agreeableness. A longitudinal study (N = 322; mean age = 12.2 years) examined the predictive value of these newly developed personality tests on changes in academic and social adjustment across the transition to secondary school. Conscientiousness and agreeableness were measured before the transition to secondary school using both the behavioral personality tests and a self-report questionnaire. Academic achievement and social acceptance were measured both pre- and post-transition. The behavioral test of conscientiousness predicted changes in children’s school achievement across the transition to secondary school, above and beyond self-reported conscientiousness. Similarly, the behavioral test of agreeableness predicted change in social acceptance, whereas self-reported agreeableness did not. Behavioral personality tests index unique aspects of children’s behavioral dispositions that are not fully captured by traditional self-report personality questionnaires, and that have predictive power over time.

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MINER, JOHN B. "PERSONALITY TESTS AS PREDICTORS OF CONSULTING SUCCESS." Personnel Psychology 24, no. 2 (June 28, 2008): 191–204. http://dx.doi.org/10.1111/j.1744-6570.1971.tb02471.x.

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Wikantiyoso, Bimo, Benedicta Prihatin Dwi Riyanti, and Angela Oktavia Suryani. "A Construction of Entrepreneurial Personality Tests: Testing Archetype Personality Inventory in Entrepreneurship." International Journal of Applied Business and International Management 6, no. 1 (April 20, 2021): 1–13. http://dx.doi.org/10.32535/ijabim.v6i1.1085.

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VUCA is about a hyper-competitive and unpredictable environment. It stands for volatility, uncertainty, complexity, and ambiguity. Personal attributes are necessary to navigate the VUCA environment. Studies in entrepreneurship show that narratives help people to connect different experiences. Literature shows that a narrative journey can be described through archetypes and relate to entrepreneurial behavior. This study aims to construct and validate measurements of entrepreneurial personality by adapting Pearson & Marr's archetype inventory test within the entrepreneurial context. This study was conducted as an assessment of the measurement psychometric attributes consisting of 12 archetypes. Explanatory Factor Analysis (EFA) was carried out by Oblimin rotation resulting in 60 final items. This study involved 154 small and medium entrepreneurs in Jakarta and West Java.

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Mussel, Patrick, Thomas Gatzka, and Johannes Hewig. "Situational Judgment Tests as an Alternative Measure for Personality Assessment." European Journal of Psychological Assessment 34, no. 5 (September 2018): 328–35. http://dx.doi.org/10.1027/1015-5759/a000346.

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Abstract. Across many domains of applied psychology, personality traits are related to important outcomes such as well-being, psychological disorders, work performance, and academic achievement. However, self-reports, the most common approach to personality assessment, have certain limitations and disadvantages, such as being prone to faking. We investigated whether situational judgment tests, an established assessment technique to predict job performance, might serve as an alternative measure for the assessment of personality. Our results show that a situational judgment test specifically developed to assess narrow personality traits may possess high levels of construct validity. Additionally, our results indicate that the situational judgment was equivalent to a self-report personality measure with regard to predicting a number of theoretically related criteria. We conclude that situational judgment tests may serve as an alternative method for the assessment of personality and discuss potential theoretical and applied drawbacks.

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König, Cornelius J., Anne Jansen, and Peter Lüscher Mathieu. "What If Applicants Knew How Personality Tests are Scored?" Journal of Personnel Psychology 16, no. 4 (October 2017): 206–10. http://dx.doi.org/10.1027/1866-5888/a000183.

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Abstract. Having access to information on personality tests might make faking of personality tests easier because applicants are not hindered by incorrect assumptions about the scoring. Thus, this experiment tests whether very briefly telling applicants how personality tests are scored affects faking. Management assistants (N = 187), asked to imagine themselves as job applicants, were either informed about the scoring key or given no information before filling out a Big Five personality test. Results revealed that this minimal manipulation increased faking. This finding supports the notion that applicants often incorrectly assume that scoring procedures are overly complex and gives practitioners additional reason to worry about more future faking.

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Ones, Deniz S., Chockalingam Viswesvaran, and Frank L. Schmidt. "Personality and absenteeism: a meta‐analysis of integrity tests." European Journal of Personality 17, no. 1_suppl (March 2003): S19—S38. http://dx.doi.org/10.1002/per.487.

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Until recently, research focus has been on a variety of demographic, attitudinal, and organizational variables in predicting and explaining absenteeism. If personality traits predict absenteeism, then it may be possible to use measures of these traits to identify and select job applicants and thereby reduce absenteeism rates. In this research, our goal was to examine whether integrity tests could be used to predict absenteeism. Meta‐analysis was applied to studies of the validity of pre‐employment integrity tests for predicting voluntary absenteeism. Twenty‐eight studies based on a total sample of 13 972 were meta‐analysed. The estimated mean predictive validity of personality‐based integrity tests was 0.33. This operational validity generalized across various predictor scales, organizations, settings, and jobs (SDρ = 0.00). Overt integrity tests, however, showed much lower predictive validity for absenteeism and greater variability than personality‐based tests (ρ = 0.09; SDρ = 0.16). The results indicate that a personnel selection approach to reducing absenteeism in organizations may be a useful strategy, particularly if personality‐based integrity tests are utilized. Potential explanations for differences between these results and those found for Big Five measures of personality are offered. Future research investigating models of absenteeism should incorporate the personality constructs assessed by integrity tests. Copyright © 2003 John Wiley & Sons, Ltd.

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Furnham, Adrian. "DISSIMULATION, INTELLIGENCE AND PERSONALITY." Social Behavior and Personality: an international journal 30, no. 6 (January 1, 2002): 527–32. http://dx.doi.org/10.2224/sbp.2002.30.6.527.

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One hundred and twenty five adult job applicants completed a computer-administered personality questionnaire (EPP) and two intelligence tests; one of crystalized (Wonderlic) and one of fluid intelligence. There were negative correlations between dissimulation on the personality questionnaire and performance on the two intelligence tests.

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Fogarty, Gerard J. "Response Bias in Computerised Tests." South Pacific Journal of Psychology 10, no. 2 (1998): 71–80. http://dx.doi.org/10.1017/s0257543400000882.

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AbstractChoosing a response format is a problem when designing computerised tests. Programmers often solve this problem by highlighting a response option and allowing the user to select this option or choose another by using the cursor keys. It is possible that such well-meaning attempts to make computers more user-friendly may heighten response style tendencies. The two experiments to be reported in this study were designed to test the effect of cursor positioning in personality and ability tests. In the first experiment, sixty two Participants were randomly assigned to two groups and asked to complete computerised versions of Forms A and B of the Eysenck Personality Inventory. The position of the highlight was manipulated to produce a two-by-two factorial design with repeated measures on one factor. Results showed that there was evidence of a cursor effect but that it was confined to one of the conditions in the design. Experiment two employed the same sort of manipulation in a computerised version of the ACER Word Knowledge Test with another sample of 36 Participants. Here, no evidence was found for any effect of cursor positioning. Overall, it was concluded that the highlighting technique itself is unlikely to have any effect on measures of cognitive ability but that it may have some effect in the more subjective personality testing domain.

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Melson-Silimon, Arturia, Alexandra M. Harris, Elizabeth L. Shoenfelt, Joshua D. Miller, and Nathan T. Carter. "Personality testing and the Americans With Disabilities Act: Cause for concern as normal and abnormal personality models are integrated." Industrial and Organizational Psychology 12, no. 2 (June 2019): 119–32. http://dx.doi.org/10.1017/iop.2018.156.

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AbstractApplied psychologists commonly use personality tests in employee selection systems because of their advantages regarding incremental criterion-related validity and less adverse impact relative to cognitive ability tests. Although personality tests have seen limited legal challenges in the past, we posit that the use of personality tests might see increased challenges under the Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) due to emerging evidence that normative personality and personality disorders belong to common continua. This article aims to begin a discussion and offer initial insight regarding the possible implications of this research for personality testing under the ADA. We review past case law, scholarship in employment law, Equal Employment Opportunity Commission (EEOC) guidance regarding “medical examinations,” and recent literature from various psychology disciplines—including clinical, neuropsychology, and applied personality psychology—regarding the relationship between normative personality and personality disorders. More importantly, we review suggestions proposing the five-factor model (FFM) be used to diagnose personality disorders (PDs) and recent changes in theDiagnostic and Statistical Manual of Mental Disorders(DSM). Our review suggests that as scientific understanding of personality progresses, practitioners will need to exercise evermore caution when choosing personality measures for use in selection systems. We conclude with six recommendations for applied psychologists when developing or choosing personality measures.

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Verma, Nidhi, and Umed . "Role of Objective Analytic Tests Battery in Personality Assessment." International Journal of Advance Research and Innovation 2, no. 1 (2014): 232–36. http://dx.doi.org/10.51976/ijari.211437.

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Across the globe, questionnaires have gained huge popularity in the area of personality assessment because of its ease of construction and administration, despite its serious limitations such as social desirable responses, judgmental errors and faking etc. The present study is focused on importance of Objective Analytic Test battery (T-Data measures) in personality assessment. T-Data measures are objective in real sense and can be a good alternative in personality assessment as T-Data measures are not dependent on subject’s self evaluation but measures direct reactions and without subject’s knowledge about what interpretation is put on it. One of the prime characteristics of these tests is that they do not have any face validity and therefore reduces the possibility of faking to a great extent which questionnaire measurement cannot rule out completely. The present study is an attempt to emphasize on the importance of Objective Analytic Test as a valid and error free tool in the personality assessment.

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Mella, Valentina S. A., Jordan Krucler, Lakshmi Sunderasan, Jason Hawkins, Anushika P. H. M. Herath, Kyla C. Johnstone, Sandra M. Troxell-Smith, Peter B. Banks, and Clare McArthur. "Effective field-based methods to quantify personality in brushtail possums (Trichosurus vulpecula)." Wildlife Research 43, no. 4 (2016): 332. http://dx.doi.org/10.1071/wr15216.

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Context There is growing recognition of the importance of animal personality in wildlife ecology and management. Individuals that differ consistently in their behaviours from others of the same population are considered to exhibit different personalities. Personality can be easily quantified with repeat tests on animals held in captivity. However, captive-based tests may not always be possible for logistical reasons and tests conducted in captivity can alter naturally occurring behaviours. Development of methods to assess personality in the field over short-term capture is an important alternative to long-term captive tests. Aims To develop and refine field-based tests that can be used to easily define personality traits of wild common brushtail possum (Trichosurus vulpecula), eliminating the need to bring individuals into captivity for an extended period of time. Methods We developed a series of short-term capture protocols to quantify personality traits of the common brushtail possum in the field, using handling-bag tests, modified open-field tests, trap-behaviour tests and release tests. Key results Personality traits of brushtail possums could be measured in several different ways, but refining methods was crucial to reveal traits efficiently. Behaviours related to several personality traits (boldness, docility and activity/exploration) could be measured rapidly in the field with our methods, and were repeatable over time. Conclusions Rapid, reliable and easy-to-perform quantification of personality of brushtail possums in the field is possible. This may sometimes be the only available option, and has advantages over long captive trials in terms of animal welfare and cost. Implications The present study provides a baseline for future research on the personality of common brushtail possums and its application to management and control strategies for the species.

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Furnham, Adrian, and Charlotte Robinson. "Myths and misconceptions about personality traits and tests." Personality and Individual Differences 186 (February 2022): 111381. http://dx.doi.org/10.1016/j.paid.2021.111381.

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Somatdie, Daniel Aditama, Erdhi Widyarto, and Alb Dwiyoga Widiantoro. "Designing Web-Based DISC Psychology Personality Analysis Tests." SISFORMA 6, no. 2 (February 2, 2020): 82. http://dx.doi.org/10.24167/sisforma.v6i2.2156.

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Using a manual system in the companies or organizations today, has many disadvantages like inefficient, wasting time, require a lot of costs, and make work difficult. By integrating a DISC personality analytical psychological test with information system, the tests are carried out with computers initially using paper, so it more economical for using less paper. More than that, the test results are done automatically check by the computer, no need to manually check by the psychologist. In addition to being effective in examining, the validation of examinations is very high because it can recover human errors.

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Corman, Louis. "The Method of Preferences-Identifications in Personality Tests." Quaderns de Psicologia, no. 4 (September 16, 2009): 2. http://dx.doi.org/10.5565/rev/qpsicologia.337.

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Sjöberg, Lennart. "Correction for faking in self‐report personality tests." Scandinavian Journal of Psychology 56, no. 5 (June 4, 2015): 582–91. http://dx.doi.org/10.1111/sjop.12231.

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Whitney, David J., Judith Diaz, Maryann E. Mineghino, and Karen Powers. "Perceptions of Overt and Personality‐based Integrity Tests." International Journal of Selection and Assessment 7, no. 1 (March 1999): 35–45. http://dx.doi.org/10.1111/1468-2389.00102.

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Khorramdel, Lale, and Martina Frebort. "Context Effects on Test Performance." European Journal of Psychological Assessment 27, no. 2 (January 2011): 103–10. http://dx.doi.org/10.1027/1015-5759/a000050.

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The effects of varied test order within a computer test battery on test performance were investigated. An experiment was performed to determine whether completing objective personality tests sensu R. B. Cattell affects test performance in subsequent cognitive ability tests and vice versa. The sample consisted of managers of an industrial corporation (an automotive supplier) in “higher management positions” (business managers, department chiefs, and team leaders) who attended an investigation of their professional potential that resembled a real selection situation. It was hypothesized that carry-over and priming effects, as well as fatigue and learning effects might occur. Results of a MANOVA showed a main effect of test order on objective personality tests, since “frustration tolerance” decreased and “decisiveness” increased when objective personality tests were presented subsequent to cognitive ability tests, while cognitive ability tests were not affected by prior objective personality tests.

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Wagner, Edwin E. "A Logical Analysis of Projective Techniques Based on Independence of Items and Latitude of Response." Perceptual and Motor Skills 81, no. 3 (December 1995): 868–70. http://dx.doi.org/10.2466/pms.1995.81.3.868.

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Projective personality tests can be differentiated from objective personality tests on purely logical and technical grounds. Objective personality tests are derived from and are therefore dependent upon a discrete set of items with an a priori rationale, while projective techniques are superordinate to item construction and any scoring is imposed a posteriori. Further, projective techniques provide more response latitude, although this characteristic lies on a continuum.

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Tomat, Luka, Peter Trkman, and Anton Manfreda. "Personality in information systems professions: identifying archetypal professions with suitable traits and candidates' ability to fake-good these traits." Information Technology & People 35, no. 8 (October 15, 2021): 52–73. http://dx.doi.org/10.1108/itp-03-2021-0212.

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PurposeThe importance of information systems (IS) professions is increasing. As personality–job fit theory claims, employees must have suitable personality traits for particular IS professions. However, candidates can try to fake-good on personality tests towards the desired personality type. Thus, the purpose of this study is to identify archetypal IS professions, their associated personality types and examine the reliability of the Myers–Briggs Type Indicator (MBTI) personality test in IS recruitment decisions.Design/methodology/approachThe authors reviewed academic literature related to IS professions to identify job archetypes and personality traits for IS professions. Then, the authors conducted an experiment with 452 participants to investigate whether candidates can fake-good on personality tests when being tested for a particular IS profession.FindingsThe identified job archetypes were IS project manager, IS marketing specialist, IS consultant, IS security specialist, data scientist and business process analyst. The experimental results show that the participants were not able to fake-good considerably regarding their personality traits for a particular archetype.Research limitations/implicationsThe taxonomy of IS professions should be validated further. The experiment was executed in an educational organisation and not in a real-life environment. Actual work performance was not measured.Practical implicationsThis study enables a better identification of suitable candidates for a particular IS profession. Personality tests are good indicators of the candidate's true personality type but must be properly interpreted.Originality/valueThis study enhances the existing body of knowledge on IS professions' archetypes, proposes suitable MBTI personality types for each profession and provides experimental support for the appropriateness of using personality tests to identify potentially suitable candidates.

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Huang, Ping, Rebecca T. Kimball, and Colette M. St. Mary. "Does the use of a multi-trait, multi-test approach to measure animal personality yield different behavioural syndrome results?" Behaviour 155, no. 2-3 (2018): 115–50. http://dx.doi.org/10.1163/1568539x-00003480.

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Abstract A multi-trait, multi-test approach to investigate the convergence or discrimination between behavioural tests putatively targeting the same or different animal personality traits has been recommended, yet whether and how the approaches affect the identification of behavioural syndrome(s), the suite of correlated personality traits, requires investigation. Here, we used behavioural measures collected from five commonly used behavioural tests targeting three personality traits, evaluated their convergence/discrimination through exploratory factor analysis (EFA), and then explored whether the identification of syndrome changed based on the approach we used to quantify personality traits. Our results indicated that tests presumably targeting the same personality trait actually measured distinct behavioural aspects. Syndrome defined using correlation changed due to how we identified personality traits, but not when using structural equation models (SEMs). Overall, this study emphasizes that it is critical to clarify the approach and terms we use for ‘personality traits’ in the field of animal personality.

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Stöckli, Leandro, Luca Joho, Felix Lehner, and Thomas Hanne. "The Personification of ChatGPT (GPT-4)—Understanding Its Personality and Adaptability." Information 15, no. 6 (May 24, 2024): 300. http://dx.doi.org/10.3390/info15060300.

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Thanks to the publication of ChatGPT, Artificial Intelligence is now basically accessible and usable to all internet users. The technology behind it can be used in many chatbots, whereby the chatbots should be trained for the respective area of application. Depending on the application, the chatbot should react differently and thus, for example, also take on and embody personality traits to be able to help and answer people better and more personally. This raises the question of whether ChatGPT-4 is able to embody personality traits. Our study investigated whether ChatGPT-4’s personality can be analyzed using personality tests for humans. To test possible approaches to measuring the personality traits of ChatGPT-4, experiments were conducted with two of the most well-known personality tests: the Big Five and Myers–Briggs. The experiments also examine whether and how personality can be changed by user input and what influence this has on the results of the personality tests.

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Lester, David, and Ahmed Abdel-Khalek. "Birth Order and Personality." Perceptual and Motor Skills 100, no. 3 (June 2005): 882. http://dx.doi.org/10.2466/pms.100.3.882-882.

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Hough, Leaetta M., and Frederick L. Oswald. "Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects." Industrial and Organizational Psychology 1, no. 3 (September 2008): 272–90. http://dx.doi.org/10.1111/j.1754-9434.2008.00048.x.

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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

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Wróbel, Magdalena, and Tomasz Zimmer. "SYSTEM FACET5 AS AN INSTRUMENT IN MANAGING VARIOUS TYPES OF PROFESSIONAL PERSONALITY OF EMPLOYEES." Zeszyty Naukowe Wyższej Szkoły Humanitas Zarządzanie 19, no. 3 (October 30, 2018): 63–77. http://dx.doi.org/10.5604/01.3001.0013.0051.

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The paper considers the Facet5 system used in the management of diverse type of professional personalities of employees. For this purpose, the Big Five model used in personality tests was presented. The paper also outlines the personality tests using the Facet5 system and subsystems of Facet5 what enable management of diverse types of professional personalities of employees. In the article, there are used an analysis of the subject literature and the Facet5 system as employee personality tests instrument

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Asencio-Ortiz, Paola N., Vasilios C. Ikonomou, Murphy N. Harrell, Rhea Maladkar, and Benjamin D. Hill. "76 More Than One Way to Skin a Cortex: A Meta-Analysis Comparing Neuroimaging and Personality Testing." Journal of the International Neuropsychological Society 29, s1 (November 2023): 481. http://dx.doi.org/10.1017/s1355617723006252.

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Objective:Neuroimaging is commonly used in medicine to identify neuropathology and is widely considered to be a reliable and valid diagnostic modality. Personality testing is commonly used to identify psychopathology but is generally perceived to have less clinical efficacy than neuroimaging. The purpose of the current study was to compare the clinical efficacy of personality tests to neuroimaging using meta-analysis.Participants and Methods:Multiple databases were searched for original research utilizing either personality tests or neuroimaging. The search interval covered articles published within the last 10 years. Studies were selected based on the criteria of having a clinical group and a healthy control sample with a reported diagnostic outcome. For this meta-analysis, neuroimaging studies focusing on diagnostic utility for Alzheimer’s dementia were included. Personality testing studies were included if they broadly reported a clinical outcome, due to fewer studies in this area. Studies were coded using a complex multi-comparison, outcome, and subgroup schema, and were analyzed under random-effects modeling.Results:Out of the 240 studies identified for the personality domain, 13 were selected for the meta-analysis. Out of 6522 studies identified for the neuroimaging domain, 21 studies were selected for the meta-analysis. Results indicated a significant difference between the neuroimaging and personality testing effect sizes. Specifically, neuroimaging [Hedge’s g = -1.623, 95% CI = -1.973 to -1.273, p<.001] yielded a greater effect size in comparison to the personality tests effect size [Hedge’s g = -0.658, 95% CI = -0.751 to -0.565, p<.001]. The effect size for clinical utility of neuroimaging was close to double that of the effect for personality tests diagnostic utility.Conclusions:Findings from this meta-analysis showed a significant difference in the effect sizes obtained from neuroimaging studies compared to the studies of personality tests. While both neuroimaging and personality testing demonstrated meaningful clinical utility, neuroimaging studied had a larger effect size.

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Silva, Volder S., and Cristiano S. Azevedo. "Evaluating personality traits of captive maned wolves, Chrysocyon brachyurus (Illiger, 1815) (Mammalia: Canidae), for conservation purposes." Lundiana: International Journal of Biodiversity 11, no. 1 (August 13, 2013): 35–41. http://dx.doi.org/10.35699/2675-5327.2013.23838.

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The study of animal personality has important implications in conservation programs. When reintroduction is used for the preservation of a species, the survival ratio of reintroduced animals needs to be high. The determination of animal personality helps choosing the right animals, therefore increasing their survival chances and also increasing the reintroduction success. Three captive, male maned wolves were chosen for personality evaluation. Two personality tests were carried out and compared: The boldness score test estimated the level of boldness from a series of behaviors divided into bold, shy and fear categories; and questionnaires showed how zookeepers perceived the personality of the same three animals, while they were working with them. According to the boldness score calculation, Maned Wolf Two (MW2) was the boldest, followed, in order, by MW1 and MW3. According to the questionnaires, MW1 was the boldest, followed by MW2 and by MW3. Reasons for these contradictory results and variables that should be considered in both tests for increasing their accuracy are discussed. Used together, these tests showed to be helpful tools for choosing among individuals to be released in the wild. Keywords: Maned wolf, personality tests, boldness score, questionnaires.

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R., Sheetal, Neil Tatke, Vineetkumar Pillai, Pankaj Sangle, and Sanket Raje. "Digitalizing Personality Tests using Model-View-Controller [MVC] Framework." International Journal of Computer Applications 180, no. 33 (April 17, 2018): 42–46. http://dx.doi.org/10.5120/ijca2018916841.

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Krall, Vita, Nathan M. Szajnberg, Jeffrey S. Hyams, William P. Treem, and Patricia Davis. "Projective Personality Tests of Children with Inflammatory Bowel Disease." Perceptual and Motor Skills 80, no. 3_suppl (June 1995): 1341–42. http://dx.doi.org/10.2466/pms.1995.80.3c.1341.

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15 children with inflammatory bowel disease were given projective tests after initial diagnosis. Analysis of responses suggested affective constriction, abandonment anxiety, and depression. The children were of good intelligence with good object relationships and psychosexual differentiation for their ages. Severe psychopathology and bizarre slippage were absent.

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Steyn, R., and T. Ndofirepi. "Personality tests across settings, considering language proficiency and literacy." European Psychiatry 65, S1 (June 2022): S230. http://dx.doi.org/10.1192/j.eurpsy.2022.595.

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Introduction Generic psychometric instruments are frequently used in psychiatric practice. When a respondent provides an affirmative reply to two contrasting items in such a questionnaire (e.g. “I am reserved” and “I am outgoing”), serious questions need to be asked about the respondent, the instrument, and the interaction between the two. Objectives The research aims to identify reasons which could explain the contradictory answers provided by respondents to a well-established, and seemingly psychometrically sound instrument. Methods World Values Survey data, collected in South Africa (N = 3 531), were analysed, focusing on the personality survey, where contrasting response to matching items were identified. Exploratory factor analyses were used to inspect the factorial structure of the instrument across groups, after which measurement invariance tests were done. Results The theorised factorial structure of the personality survey did not mirror the structure in the South African sample. This was demonstrated in the inspection-report, as well as in the tests of measurement invariance. However, in some groups, specifically those who were well-versed in English and possessed higher levels of education, the structures were replaceable. Conclusions The assumption that well-established instruments are valid in settings different to the one where they were initially developed, should be questioned, and such instruments should not be used unless thoroughly tested. This presentation exposes the extent of measurement non-invariance when using an instrument in a foreign setting and shows how this can be detected and addressed. Those working with foreign individuals or conducting cross-cultural research should be particularly aware of these threats to validity. Disclosure No significant relationships.

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Dodeen, Hamzeh, and Maher Darabi. "Person‐fit: relationship with four personality tests in mathematics." Research Papers in Education 24, no. 1 (March 2009): 115–26. http://dx.doi.org/10.1080/02671520801945883.

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Burns, Gary N., Elizabeth A. Shoda, and Mark A. Roebke. "Putting applicant faking effects on personality tests into context." Journal of Managerial Psychology 32, no. 6 (August 14, 2017): 460–68. http://dx.doi.org/10.1108/jmp-01-2017-0031.

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Purpose Estimates of the effects of faking on personality scores typically represent the difference from one sample mean to another sample mean in terms of standard deviations. While this is technically accurate, it does put faking effects into the context of the individuals actually engaging in faking behavior. The purpose of this paper is to address this deficiency. Design/methodology/approach This paper provides a mathematical proof and a computational simulation manipulating faking effect size, prevalence of faking, and the size of the applicant pool. Findings The paper illustrates that reported effects of faking are underestimates of the amount of faking that individual test takers are engaging in. Results provide researchers and practitioners with more accurate estimates of how to interpret faking effects sizes. Practical implications To understand the impact of faking on personality testing, it is important to consider both faking effect sizes as well as the prevalence of faking. Originality/value Researchers and practitioners do not often consider the real implications of faking effect sizes. The current paper presents those results in a new light.

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Johnson, Charles E., Robert Wood, and S. F. Blinkhorn. "Spuriouser and spuriouser: The use of ipsative personality tests." Journal of Occupational Psychology 61, no. 2 (June 1988): 153–62. http://dx.doi.org/10.1111/j.2044-8325.1988.tb00279.x.

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Youngman, Julie Furr. "The use and abuse of pre-employment personality tests." Business Horizons 60, no. 3 (May 2017): 261–69. http://dx.doi.org/10.1016/j.bushor.2016.11.010.

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Liutsko, Liudmila. "Sex-Dependent Individual Differences and the Correlational Relationship Between Proprioceptive and Verbal Tests." Polish Journal of Sport and Tourism 21, no. 3 (September 1, 2014): 143–46. http://dx.doi.org/10.2478/pjst-2014-0013.

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Abstract Introduction. The aim of the study was to analyze the relationship between proprioceptive and verbal tests on personality in both sexes separately due to existing proprioceptive differences in fine motor behavior between men and women in our previous studies [1, 2, 3]. Material and methods. 114 middle-aged participants from Belarus completed verbal tests (personality: Eysenck's EPQ, Big Five in Hromov's Russian adaptation, and Rosenberg's Self-esteem) together with Proprioceptive Diagnostics of Temperament and Character (by Tous). Complementary information, such as tests of time perception, was collected and used in correlative and ANOVA analyses with the use of SPSS v.19. Results. The relationship between proprioceptive variables in personality and individual differences, time perception and the results of verbal tests were determined for each sex subgroup and discussed. ANOVA results reflected the corresponding differences and similarities between men and women in the variables of each test. Time perception was found to be significantly correlated to all five dimensions of the Big Five Test in both sexes, and both had a significant relationship to the same variables of the DP-TC test. Conclusions. Time perception can be used as an indirect indicator of personality. Existing individual and personality differences should be taken into account in coaching and education to obtain more effective results.

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Lundgren, Henriette, Brigitte Kroon, and Rob F. Poell. "Personality testing and workplace training." European Journal of Training and Development 41, no. 3 (April 3, 2017): 198–221. http://dx.doi.org/10.1108/ejtd-03-2016-0015.

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Purpose The purpose of this paper is to explore how and why personality tests are used in workplace training. This research paper is guided by three research questions that inquire about the role of external and internal stakeholders, the value of psychometric and practical considerations in test selection, and the purpose of personality test use in workplace training. Design/methodology/approach This research paper uses multiple-case study analysis. Interviews, test reports, product flyers and email correspondence were collected and analyzed from publishers, associations, psychologists and human resource development (HRD) practitioners in Germany, the UK and The Netherlands between 2012 and 2016. Findings Themes emerge around industry tensions among practitioners and professional associations, psychologists and non-psychologists. Ease of use is a more important factor than psychometrics in the decision-making process. Also, practitioners welcome publishers that offer free coaching support. In the process of using tests for development rather than assessment, re-labeling takes place when practitioners and publishers use positive terms for personality tests as tools for personal stocktaking and development. Research limitations/implications Despite extensive data collection and analysis efforts, this study is limited by its focus on a relatively small number of country cases and stakeholders per case. Practical implications By combining scientific evidence with practical application, stakeholders can take first steps toward more evidence-based HRD practice around personality testing in workplace training. Originality/value Little academic literature exists on the use of personality testing in workplace training. Without a clear understanding of the use of personality testing outside personnel selection, the current practice of personality tests for developmental purposes could raise ethical concerns about the rights and responsibilities of test takers.

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Gayatri, Nyoman Ayu Gita, and Dian Anggraini Kusumajati. "Expert System Development on Psychological Tests using a Mobile-Based 16 PF Measuring Instrument." E3S Web of Conferences 426 (2023): 01005. http://dx.doi.org/10.1051/e3sconf/202342601005.

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A personality or psychological test is a measurement or assessment activity through a systematic effort to reveal certain psychological aspects of an individual. This writing is structured to determine a mobile-based online personality test using the 16PF test tool in determining employee positions. The test also includes a comprehensive measure of normal personality which has been shown to be effective because it requires an in-depth needs assessment. The choice of this research is because the role of employees is significant in a company. Employee performance depends on the placement of the employee’s position. The subjects used in this study were employees who would be placed in a job and used the 16 PF (The Sixteen Personality Factor Questionnaire) measurement method. Expert System is a system built to transfer the ability of one or several experts into a computer that is used to solve problems faced by users in a particular field. The author builds a mobile-based expert system application that is able to help recognize a person’s personality. The process of making the application uses an object-oriented methodology with Unified Modeling Language (UML) visual modeling. The results of this study indicate that the 16 PF measuring instrument can be used to place employees in a position based on their personality.

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Dunn, Annie, and John Eliot. "Spatial Intelligence and the Six-Factor Personality Questionnaire." Perceptual and Motor Skills 82, no. 3_suppl (June 1996): 1235–40. http://dx.doi.org/10.2466/pms.1996.82.3c.1235.

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45 female and 30 male undergraduates were administered three putative spatial tests and the personality scales of Jackson, et al.'s Six-factor Personality Questionnaire. Only three significant correlations were found between the scores from the spatial tests and Jackson, et al.'s Six-factor Personality Questionnaire. Moreover, the findings support Jackson, et al.'s claim that the dimensions of that questionnaire were uncorrelated.

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Journal articles on the topic 'Personality tests'

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