A Life Complexity Scale (LCS) and Life Diversity Scale (LDS) were developed to assess the richness and diversity of experiences in individuals. In study 1, three hundred and fifty mTurk workers completed the LCS and other standard measurements of personality to assess the scales validity and correlation. Exploratory Factor Analysis and Structural Equation Modeling were used to look into the structure of the scale. Four factors were selected according to Scree plot solution and theoretical framework including: complexity, basic, uncertainty, and complicated. In study 2, four hundred mTurk workers completed the LDS along with other measurements of personality, depression, and social support. Exploratory Factor Analysis and Structural Equation Modeling were used to explore the structure of the scale finding a single factor solution. The results indicate that both scales have good reliability LCS (Omega total = 1.02) and LDS (Omega total = .8). The associations with other personality traits are explored and recommendations for future research are signaled. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2019. / FAU Electronic Theses and Dissertations Collection

Thesis (Ph.D.) - University of Queensland, 2006. / Includes bibliography.

LD2668 .T4 1954 P65 / Master of Science

Personality psychology became an identifiable discipline in the social sciences in the 1930s when Allport (1937) published an article on the psychological interpretation of personality. The field of personality traditionally emphasised the study of the whole person, the dynamics of human motivation and the identification and measurement of individual differences (McAdams, 1997). Since the publication of Allport’s article, personality has been extensively researched and several theories exist that attempt to organise and explain the differences in human behaviour. Personality instruments are based on personality theories and aim to assist psychologists with the prediction of human behaviour. Psychologists use personality instruments as part of a selection battery to assist organisations with the screening and selection of individuals who have the potential to be successful within a specific work environment. The Basic Traits Inventory (BTI), a personality instrument that is based on the Five-Factor model, was developed in South Africa by Taylor and De Bruin (2006). The BTI is a valid and reliable personality instrument as indicated by results from research by Taylor (2004), Taylor and De Bruin (2006) and Taylor (2008) on its utility within the multicultural and multilingual environment of South Africa. Taylor (2008) nevertheless identified some problematic items when she analysed the construct, item, and response bias of the BTI across cultures for three language groups – Afrikaans, English and indigenous African languages – and consequently indicated the need for further research in this regard. The current study therefore explores the possible bias of the items of the BTI, and uses a sample large enough to analyse each of the eleven of the official languages of South Africa separately. The study focuses on the impact of the eleven official languages of South Africa on assessment of the Big Five personality factors with the BTI. The actual sample consisted of 105 342 respondents, resulting in the sub-samples per official language group being larger than 1 000. Each of the eleven official South African language groups could therefore be analysed separately, which has not been possible in previous studies. Analysis of the responses of the total sample to the BTI items generally yielded high reliability in terms of Cronbach alpha coefficients (α) and the Person Separation Index (PSI). The results were reported as follows: Extraversion (α=.86; PSI=.85); Neuroticism (α=.89; PSI=.86); Conscientiousness (α=.93; PSI=.88); Openness to experience (α=.90; PSI=.84); Agreeableness (α=.94; PSI=.86); and Social desirability (α=.72; PSI=.70). MANOVA results indicated statistically significant differences between the mean values of each of the BTI factors for the different language groups. Rasch analysis methods were used to further analyse the differences in terms of item responses for each of the eleven official language groups in South Africa. Respondents generally interpret and endorse the items of a personality instrument according to their intrinsic personality characteristics and their interpretation of the words used in the items of the personality instrument. In order to assess the respondents’ understanding of the administration language, English, two English proficiency tests were administered together with the BTI. The combined English proficiency scores were used to differentiate between respondents who understood English very well (top 25% – high English proficiency group) and those who struggled to understand English terminology (bottom 25% – low English proficiency group). Rasch analysis techniques were used to analyse the data for the whole sample as well as for the high and low English proficiency groups. Some items showed statistically significant differences for the language groups, indicating item bias in the BTI. Contrary to expectation, a larger number of biased items were indicated for the higher English proficiency group than for the total group or for the low English proficiency group. Due to the number of biased items for the high English proficiency group, it was concluded that the differences between the eleven official language groups may be a result of the differences in the intrinsic personality characteristics of the respondents, rather than measurement errors or item bias of the BTI instrument. Further research in this regard was recommended. The current study confirms that home language and English proficiency, as indicators of the level of understanding of the language in which the personality instrument was administered, undeniably influence the individual’s response pattern. Far fewer items indicated bias than those identified in Taylor’s (2008) study, where a smaller sample was used and language groups were combined. Despite some BTI items showing bias, the conclusion was reached that this personality instrument can be used with confidence to assess personality traits in persons speaking any of the eleven official South African languages. / Industrial & Organisational Psychology / D. Comm. (Industrial and Organisational Psychology)

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

This thesis tackles the assessment of job candidates‟ creative potential through the processes of recruitment and selection in UK creative SMEs. Literature on individual creativity (Rogers, 1954; Oldham and Cummings, 1996; Sternberg and Lubart, 1996; Sternberg, O‟Hara and Lubart, 1997; West, 1997; Simonton, 2000), has placed importance on the individual characteristics and personality traits that distinguish a creative individual from a non-creative. Lack of knowledge regarding creativity assessment through recruitment and selection in creative SMEs has triggered the author to investigate this area. The author has designed a theoretical framework which comprises three elements, namely personality traits, individual knowledge, skills and abilities (KSAs) and team KSAs, which, according to the literature review, need to be taken into account when assessing individuals‟ creative potential in creative SMEs. This framework was tested with the use of a mixed methodological approach. Firstly, the qualitative approach involved the performance of 17 interviews with the owners/managers and directors of creative SMEs in Scotland. The quantitative approach involved the design and distribution of a questionnaire to a larger sample of creative companies across the UK, which resulted in 140 answered questionnaires. From the analysis of these data, interesting findings arose which indicated that creative SMEs use a mix of criteria when assessing job candidates‟ creativity. Personality traits, individual and team KSAs were highlighted, as well as the importance of motivation, which influenced selection decisions. Variations on the importance of such criteria were evident when the researcher investigated the different creative sectors and the different positions the respondents held. The most commonly used recruitment and selection practices in creative SMEs were provided. Additionally, differences in the recruitment methods used between creative SMEs who have and have not won creative awards were highlighted.

Thesis (M.Tech.: Human Resources Management)-Dept. of Human Resources Management, Durban University of Technology, 2008. ix, 132 leaves / The research outlines the statement of the problem, motivation for the study and the related legislated requirements for all research in the field of psychological assessment. It will also take a closer look at related issues supporting the background of psychometric testing and present day themes and trends that are becoming prevalent in contemporary practice. There is an in-depth discussion on Personality which is one of the main foundation components of the Discus Behaviour Profiling System which is personality. Points on, ethics, translation, validity, reliability, test construction and cross cultural matters are also discussed. / M

The present study is designed to utilize a multiple dimension approach to the study of group structure. It will investigate the relationship between psychetele and sociotele choice status and personality development.

D.Phil. / This study was done in order to investigate the presence and functioning of construct, item, and response bias across gender, ethnic, and language groups in a personality questionnaire. The Basic Traits Inventory (Taylor & De Bruin, 2006) was used as the personality assessment in this study, and is a South African-developed measure of the Big Five personality factors. This study made use of both traditional methods based on classical test theory and Rasch analysis from the item response theory genre. Comparison groups based on gender, ethnicity, and home language were specified for the analyses. The sample consisted of 6,112 students from a database of studies done using the Basic Traits Inventory. There were 2,080 men and 3,104 women in the sample, of which 1,240 were Black students and 1,139 were White students. The language groups were composed of English-speaking (n = 1,739), Afrikaans-speaking (n = 1,648), and Indigenous African language-speaking (n = 1,483) students. Some students did not indicate biographic details. The reliability of the Basic Traits Inventory was evaluated using both Cronbach’s alpha reliability coefficient and the person separation index (PSI) from the Rasch analysis. Both methods revealed similar indices of internal consistency. For the Big Five factors of the Basic Traits Inventory, the reliability estimates were similar across methods, and deemed satisfactory for the Extraversion (B = 0.90; PSI = 0.89), Neuroticism (B = 0.94; PSI = 0.93), Conscientiousness (B = 0.94; PSI = 0.92), Openness to Experience (B = 0.88; PSI = 0.85), and Agreeableness (B = 0.88; PSI = 0.86) scales. Three facet scales, namely Openness to Values, Straightforwardness, and Modesty, showed consistently lower than acceptable Cronbach alpha values across the comparison groups, indicating that scores on these facets should be interpreted with caution. From the Rasch analysis of each of the factors of the Basic Traits Inventory, it emerged that 35 of the 180 items showed some evidence of misfit, and specifically underfit. Of the 35 misfitting items, only 10 items showed signs of extreme underfit. iv There was very little evidence for item bias across all groups on each of the five factors of the Basic Traits Inventory. For the gender groups, there were three items with DIF contrast values larger than 0.5 logits across all five factors. For the ethnicity groups, eight of the items showed DIF contrast values larger than 0.5 logits. Only three items met the criteria for item bias in the language groups. Items O2 and O23 were judged to show item bias in both the ethnicity and language groups, and should be removed from future versions of the Basic Traits Inventory.

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management in Business Executive Coaching Johannesburg, 2017 / Personality match between a dyadic pair in helping relationships has shown to improve the process and outcomes. Does the same apply to executive coaching? Coaching is deemed to be effective but why is this so? This study explored the role of personality similarities on the executive coaching process. By understanding the role personality plays it was anticipated that: understanding would be elicited as to why coachees select their particular coach; better matching could occur between the executive coach and coachee; the process would be more beneficial due to this similarity and there would be a better return on investment for organisations who could assess coaches and coachees and pair them accordingly based on similarities in personality. This study utilised the five factor model (FFM) of personality to explore the personalities of the coaches and coachees across eight coaching dyads. This study utilised qualitative methodology that of eight case studies made up of eight coaching dyads. All 16 respondents were interviewed using a semi-structured interview. This served as the primary data source. The interviews were recorded, transcribed and uploaded into Atlas ti software for analysis. Content analysis was used and a codebook was created inductively, resulting in 94 codes. The 16 respondents then completed the Wave personality questionnaire as the secondary data source. The assessments were uploaded onto Atlas ti software and were analysed qualitatively using content analysis. 34 codes were created deductively using psychometric principles and the Wave personality questionnaire’s measures. The 128 codes were then categorised into 27 categories and 11 themes. Similarity in personality did not appear to have as great an influence as was anticipated on the executive coaching process within each dyad. Although there was a perception of personality similarity in the majority of the cases, there was very little to substantiate this according to the FFM. This study argues that this perception of similarity is due to the rapport built between the coach and coachee as well as the adaptation of the coach to the coachee’s style and needs. This creates cognitive resonance and reinforcement-affect. Due to this perception it is evident that the training of coaches must focus on the coaching skills of openness and trust building. ii Despite similarities or dissimilarities in personality, all eight dyads indicated satisfaction with the coaching process, the coaching relationship and the outcomes. Across all coaches there was no similarity in personality factors. However, across all coachees, there were similarities in personality regarding change orientation, optimism and openness to feedback which speaks to coachee readiness. This study argues that coachee readiness should be assessed for in order to determine readiness for coaching which will allow for more beneficial outcomes. The relationship, rather than personality similarity, was deemed to be the fundamental component in the coaching process. A relationship based on trust and openness allows the coachee to become vulnerable. This vulnerability allows for validation of the coachee by the coach and it is this validation which allows for growth and development. / MT2017