The Alternative DSM-5 Model for Personality Disorders (AMPD) consists of level of personality functioning (Criterion A) and maladaptive personality traits (Criterion B). The brief scale versions of these are understudied, while often being used by clinicians and researchers. In this study, we wanted to investigate the overlap and predictive…

Test-retest studies for assessing stability and change are widely used in different domains and allow improved or additional individual estimates of interest to be obtained. However, if these estimates are to be validly interpreted the responses given at Time-2 must be free of retest effects, and the fulfilment of this assumption must be…

Temperament is a developmentally important construct, hierarchically comprised of several lower-order dimensions subsumed under effortful control, negative affectivity, and surgency. The Children's Behavior Questionnaire-Very Short Form (CBQ-VSF) was developed as a brief measure of the higher-order factors of temperament to aid researchers in…

This report introduces the "WorkFORCE"™ Assessment for Job Fit, a personality assessment utilizing the "FACETS"™ core capability, which is based on innovations in forced-choice assessment and computer adaptive testing. The instrument is derived from the fivefactor model (FFM) of personality and encompasses a broad spectrum of…

The Shedler-Westen Assessment Procedure (SWAP) is a personality assessment instrument designed for use by expert clinical assessors. Critics have raised questions about its psychometrics, most notably its validity across observers and situations, the impact of its fixed score distribution on research findings, and its test-retest reliability. We…

In exploratory or unrestricted factor analysis, all factor loadings are free to be estimated. In oblique solutions, the correlations between common factors are free to be estimated as well. The purpose of this article is to show how likelihood-based confidence intervals can be obtained for rotated factor loadings and factor correlations, by…

Although not originally designed for implementation in correctional settings, researchers and clinicians have begun to use the Personality Assessment Inventory (PAI) to assess offenders. A relatively small number of studies have made attempts to validate the alcohol and drug abuse scales of the PAI, and only a very few studies have validated those…

Holland's theory of six work personalities has become a staple of vocational psychology, providing a robust and simple model for understanding the structure of vocational interests. Though Holland's types provide a common vocabulary for vocational psychologists working with a variety of populations, until this point there has not been a measure of…

The Myers Briggs Type Indicator is a self-report inventory developed to measure variables in Carl Jung's personality typology. The four personality scales measured by the instrument, and the scoring process are described, and an extensive review of the intercorrelation, reliability, and validity research is presented. (Author/MV)

Study supported by the Student Counseling Service, Iowa State University.

This study provides additional data on the validity of the MCPS when used with severely disturbed children. (Author)

Fifteen graduate students in psychology and 15 individuals with no formal psychology training were each paid to construct one 20-item scale to measure Sociability, Achievement, or Dominance. (Author)

The convergent validity of the Personality Assessment Inventory (PAI) (Morey, 1991) was examined with 80 referrals in a correctional facility. Comparison of PAI results with those from four other measures reveals moderate to good convergent validity for screening for feigned profiles, clinical correlates of common disorders, and evaluating…

In this paper, we explore the rules that determine intuitive predictions and judgments of confidence and contrast these rules to the normative principles of statistical prediction. (Author)

Job applicants (n=114) for a nonmanagerial position were administered the California Personality Inventory (CPI) before hiring. Two-year postemployment ratings of employee characteristics were used as criteria to validate the Work Orientation and Managerial Potential CPI scales. Scales were correlated to the ratings, but not to employment status.…