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Are there aspects of affect that can be generalized across different languages? Are there consistent patterns of associations between self-reported affect and personality across groups speaking different languages? In the present dissertation, I explore these two questions in five different language samples. Studies of current self-reported affect in English suggest that Russell's (1980), Thayer's (1989), Larsen and Diener's (1992), and Watson and Tellegen's (1985) models of affect variables can be integrated and summarized by a two-dimensional space defined by Pleasant vs Unpleasant and Activated vs Deactivated axes. To assess the cross-language generalizability of this integrated structure, data on translations of the English affect scales (N for Spanish = 233, N for Chinese = 487, N for Japanese = 450, N for Korean = 365) were compared with the structure in English ON = 535). Systematic and random errors were controlled through multi-format measurements (Green, Goldman, & Salovey, 1993) and structural equation modeling. Individual measurement models as defined in English received support in all five languages, although revisions of these scales in non-English samples provided an even closer approximation to the two-dimensional structure in English. In all five languages, the two dimensions explained most, but not all, of the reliable variance in other affect variables (mean = 88%). The four structural models fit comfortably within the integrated two-dimensional space. In fact, the variables fell at different angles on the integrated space, suggesting a new circumplex structure. In prior studies conducted in English, the personality traits of Neuroticism and Extraversion were most predictive of affect and they aligned with the Pleasant Activated and Unpleasant Activated states. To clarify and extend the previous findings, participants in all five samples also completed NEO FFI (Costa & McCrae, 1992), a measure for the Five Factor Model of personality (FFM). Again, Neuroticism and Extraversion were most predictive of affect, accounting for, on average, 10% of the variance. The remaining three factors of the FFM contributed, on average, 2%. In all five languages, the FFM dimensions did not align with the two predicted affective dimensions. Rather, they fell all around the upper half of the twodimensional space.

The study was designed to examine the hypothesis that psychopathy is associated with an affective deficit. Subjects were 42 incarcerated offenders divided into nonpsychopathic and psychopathic groups based on their scores on the Hare Revised Psychopathy Checklist (Hare, 1991). Facial expressions, central and peripheral physiological activity, and subjective ratings of affective valence and arousal were measured during exposure to a series of slides and film clips designed to elicit either positive or negative affective states. The results indicate that psychopaths do not differ from criminal controls in their affective self-report, autonomic nervous system response, or observed facial expressions to emotional stimuli. However, with respect to cerebral asymmetry, psychopaths failed to show relative right frontal activation during exposure to the disgust film. This result is discussed in relation to recent attempts to explain psychopathy in terms of lateralized cerebral dysfunction.

<p>The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.</p>

The purpose of this study was to investigate the relationship between Eysenckian personality variables and ratings of job performance and promotion potential of a group of police officers.In order to identify differences in levels of extraversion, neuroticism and intelligence, subjects were evaluated with the Eysenck Personality Inventory (EPI) and the Primary Mental Abilities Test (PMA). The EPI was used to measure differences in extraversion and neuroticism. Two PRA sub-tests, Verbal Meaning and Number Facility, were administered to each subject under both "unstressed" and "stressed" conditions. This test-retest procedure was devised to assess problem-solving abilities under varying conditions of stress and motivation.The subjects for this study were drawn from an East-Central Indiana city police department. Thirty-three patrolmen volunteered to Participate in the study. These men were members of a 50 man group which had been designated as (1) having two or more years experience with their department and (2) were currently working in positions requiring the wearing of a standard police uniform. The subjects ranged in age from 2L to 64 with a mean age of 32.9 years.Data for each subject submitted for statistical treatment included extraversion and neuroticism as measured by the EPI. Four experimental cognitive variables derived from comparisons between "unstressed" and stressed" test performance on two PMA sub-tests were also submitted. These "Stress Gain" scores represented the increase in level of difficulty attained, and the increase in speed of solution, resulting from increased stress and motivation. Two other experimental variables, "Stressed Raw Scores", were used to represent the level of difficulty attained on both PMA sub-tests under stressful test conditions. Composite standardized ratings of job performance and promotion potential obtained from three senior supervisors' ratings were also submitted for statistical analysis.Statistical treatment to ascertain the relationship between the Eysenckian variables and ratings of job performance and promotion potential included the calculation of: (1) correlation coefficients by the product-moment method for ungrouped data and (2) Fisher Z transformations for testing the significance of the computed product-moment correlations. An adjusted reliability index was derived for the job performance and promotion potential ratings through a one-way analysis of variance.Sixteen research hypotheses were formulated and tested in the study. The degree of significance necessary to reject the null hypotheses that Eysenckian personality variables were uncorrelated with ratings of job performance and promotion potential was set at the .05 level. In order to attain a practical significance a correlation of +.40 was required.The group means obtained on the EPI were 11.8 for extraversion (SD=3.5) and 7.9 for neuroticism (SD=4.5). This mean neuroticism score represents a lower mean level of neuroticism for a group than any other group reported in the EPI manual. These scores placed the sample group in the "stable introvert" quadrant of Eysenck's categorical framework.Product-moment correlations between the Eysenckian variables and job performance ratings ranged from -0.222 to 0.0575, and correlations between the Eysenckian variables and ratings of promotion potential ranged from -0.273 to 0.217. These coefficients were all found to be statistically insignificant.The adjusted reliability indices of .72 for job performance ratings and .56 for promotion potential ratings indicated that the ratings used for the study lacked adequate reliability. Analysis of the means and standard deviations of the ratings suggested that errors of leniency and central tendency had occurred.Further analysis of data revealed a coefficient of 0.29 (p<.05) existed between extraversion and Stress-Gain Time (Verbal), and a coefficient of -0.33 (p<.05) between neuroticism and Stressed Raw Verbal Scores.While it was found that there is no support for a relationship between Eysenckian personality variables and rated performance and promotion potential within the group studied, it was suggested that the dimensions of extraversion and neuroticism can interact with intelligence to effect problem-solving behavior. Recommendations for further research were made.

<p>The objective of this study was to determine whether a relationship exists between the personality preference and career anchors of police officers. The idea that personality relates meaningfully to the kinds of careers people choose and how they perform in these careers, has a long history in career psychology.</p>

This thesis began largely as an exploration into right-wing political ideology and its relationship to The Authoritarian Personality proposed by Adorno, Frenkel-Brunswick, Levinson and Sanford (1950). It had initially been envisaged that contemporary examples would manifest themselves within many neo-Fascist or ‘White Pride’ style organisations and as an adage to their supposed historical underpinnings, would therefore be representative of modern day authoritarianism. As previously discovered by Eysenck and Coulter (1974) in their examination of British Fascists and Communists, the authoritarian syndrome is somewhat more complex to explain by way of reference to a number of radical semi-political organisations. Subsequently, the thesis was to take on a deeper and more philosophical direction as various parts of the literature were analysed and critiqued. And indeed to some extent the original proposal was abandoned in favour of a richer and more conceptual approach to our understanding of authoritarianism. This was discovered to be distinctly missing from the majority of the current literature in the field.

Thesis (M.A.)--The Master's College, 2004. / Includes bibliographical references (leaves 120-123).

Thesis (Ph.D.)--Alliant International University, San Francisco Bay, 2006. / Adviser: Rebecca Turner. Includes bibliographical references.