La personalidad se ha convertido en una de las materias de investigación más interesantes de estudiar en psicología, la popularidad de este constructo se debe a las diversas teorías e hipótesis que han intentado explicar los patrones de conductas y las formas de actuar de las personas; es por eso que, la presente revisión teórica tuvo como objetivo identificar las bases teóricas que sustentan la teoría de personalidad de Hans Eysenck, ya que esta, es uno de los modelos más sólidos y científicos en la actualidad. Para lograr este objetivo, se identificaron las definiciones propuestas por Hans Eysenck, así como, los elementos de su teoría de personalidad, las diversas adaptaciones de sus instrumentos psicológicos y las alteraciones mentales identificadas por las dimensiones de su modelo. El diseño de este estudio de investigación fue no experimental y de tipo teórico, examinándose diversos artículos de idioma español e inglés publicados entre los años 2022 hasta 2012 en repositorios académicos como Scielo, Dialnet, Redalyc, ProQuest y Scopus, con las palabras clave “Psicología”, “Personalidad”, “Hans Eysenck” y “Modelo psicobiológico”. Se encontró que la teoría de Hans Eysenck ha recibido diversas influencias a lo largo de su desarrollo por parte de otros postulados y modelos, como la teoría de los humores, la teoría temperamental, la psiquiatría alemana y las dimensiones de Carl Jung, gracias a estos paradigmas la teoría psicobiológica de Hans Eysenck se ha convertido en una de las más importantes en la psicología de la personalidad.

The present study examines whether or not a person's anxiety level might be linked to their learning performance. Many studies in the past have examined math and test anxiety, but the present study will examine the effects of death anxiety on learning performance. Individual's anxiety will attempt to be induced through fear of death. Participants were presented a set of four symptoms, similar to Gluck and Bower's 1988 category learning study. The participants were asked whether or not they think the symptoms of the patient are positive for COVID-19 or positive for the flu. The hypothesis was that there would be a negative correlation between death anxiety and learning performance (i.e. participants who score high in death anxiety will score with lower accuracy in the learning task). The signal detection model was used to analyze the data for accuracy levels, the ability to discriminate between categories (d'), and the response bias towards COVID-19 (β). The present study found results to support the hypothesis that high death anxiety caused lower performance levels. Results found that death anxiety is a predictor of classification of bias towards a more serious disease in classification. This bias seems to be unrelated to state anxiety, or STAI scores. The signal detection model indicates a predicted effect on discriminability index, which negatively correlated to pre-experiment death anxiety levels. Additionally, although the predicted response bias showed up in the data, it was not correlated with death anxiety levels. There was also no relation to political affiliation, which was thought to bias beliefs about COVID-19.

書寫行為與書寫者的人格特質關係密切。書寫筆跡並非僅是單純的手部活動的結果， 且係書寫者人格（Personality ）的表現，書寫者的人格各有不同，則筆跡必因之而 異；從書寫行為中，我們可以推知書寫者的人格特質，而在書寫行為中，筆壓（Pen pressure）和書寫速度（Writing speed ）是較不可能被學習、模仿的，因此，在書 寫過程中，具有高度的自然性（Naturalness ）和即興、自發性（Spontaneity ）。 基於上述假設，在本論文中，我們選擇書寫行為中筆壓與時間變項來探討其與書寫者 在內－外向（Extroversion -Introversion）勇猛性（Psychoticism）、神經質（ Neuroticism ）及場地獨立－依賴性（Field independent v.s. depedent ）等四項 人格特質的關係。 本研究收集26名男女大學生及13名精神病人在書寫行為中之筆壓變項，與人格特質變 項一分別以艾氏人格問卷（Eysenck Personality Questionnarire）、藏圖測驗二種 人格測驗測量之一間的關係。所得之主要結論如下： 1.性格愈內向的，筆壓愈重。 2.性格愈外向的，筆壓愈輕。 3.場地獨立性傾向愈高的，筆壓愈輕。 4.場地依賴性傾向愈高的，筆壓愈重。 5.精神病人之筆壓平均高於正常人組。 6.筆壓愈重者，書寫速度愈慢。 7.筆壓愈輕者，書寫速度愈快。

5 Abstract The theoretical part of the paper focuses on computerized adaptive testing (CAT) and item response theory (IRT). Also included is a chapter comparing IRT with the commonly used classical test theory (CTT). There is also a brief mention of computerized and online testing, as these types of administration differ in many aspects from conventional paper & pencil tests. The goal of this paper was to evaluate the individual ways of eEPI test administration and to compare them with eEPQ tests and self-evaluation. In the practical part the items of the extraversion scale of the Eysenck Personality Inventory (eEPI) were calibrated using a group of 124 respondents. The acquired data were subsequently used to carry out a simulation of computerized adaptive testing, which clearly demonstrated the benefits of this type of testing in comparison to the classical test form. These results were compared with the results of real CAT test administration using the original sample and a new group of respondents (Np=69, Nn=68). The results were highly correlated with the results of the simulated test. Moreover, to verify the validity of the computerized adaptive version of eEOD, the respondents' results in this test were compared with the results in the eEPQ test and in a short self-assessment scale. Finally,...

The theme of this thesis is to investigate the dimensions of extraversion-introversion as one of the fundamental characteristics of human personality. In the theoretical part, we are bringing a brief history of efforts to define and describe this dimension, and we also introduce some current concepts and appropriate diagnostic methods. Furthermore, in the theoretical part, we briefly focus on the specifics of personality dimensions of extraversion in the context of artistically creative personality. The aim of this work is not to contribute to answering the question about the existence of a relationship between the creative artistic process and a creator's introversion or extraversion. Artists are a psychologically widely studied group so we decided to use some specific knowledge about their extraversion or introversion in our research. The aim of the practical part of our thesis is to contribute to the search for the possible connections between personality theories of H. Rorschach and H. J. Eysenck. Both theories and methods (the Rorschach test and Eysenck Personality Questionnaire - EPQ-R) are based on the neurobiological characteristics of the individual and typical ways of responding but they differ in their approach. H. J. Eysenck's assumption of rather less extraversion of artists, as well...

The problem of this study was to search for relationships between selected learning styles as measured by the Grasha-Riechmann Learning Style Scales and personality variables as measured by the Eysenck Personality Inventory and Rotter's Internal-External Locus of Control Scale. An additional problem was to test for differences along the male-female dimension among the personality and attitude variables.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.

Ethnic status is one of the most protected demographic groups in terms of test bias and discrimination in personnel selection, as such bias breaches many laws, morals, and ethical procedures. To date there has only been two published studies that have used New Zealand relevant ethnic groups when analysing whether personality measures used in pre-employment settings exhibit different mean scores. The present thesis performed a systematic evaluation on the impact of ethnicity on personality traits. The study examined the impact of ethnicity on NZ Army Officer applicant personality assessment scores measured by the EPQ-R and GPP-I. Four ethnic groups (NZ Europeans, Mâori, Pasifika, and Asian) were analysed for mean trait score differences among ethnic groups, the stability of these differences across different personality inventories and models, the variance of personality traits, the impact of ethnicity on age and gender relationships with personality traits, and how these differences were related to employment selection outcomes. The analyses revealed that ethnicity did have some impact on mean personality assessment scores used in the study. However, these were mostly small differences among ethnic groups. In addition, most of these differences found on the EPQ-R and the GPP-I were not consistent across inventories and models. There were no significant variance differences found on personality traits among ethnic groups. While initial analysis suggested that ethnicity did not influence the relationship between age and gender on personality assessment, further examination suggested that the relationship between gender and personality was impacted on by ethnicity. There were reassuring results found for New Zealand psychologists and HR specialists, as only two of the twelve traits analysed showed moderate differences on traits that were related to selection outcomes. However, for the NZ Army OSB selection process the findings in the present study indicate that the Lie scale on the EPQ-R and the Vigor trait on the GPP-I may need to be interpreted with caution for Asian and Pasifika groups. These results are discussed in terms of implications for personality theory, measurement, and the direction of future research.