Richard D. Goffin

A FIVE-FACTOR VERSUS SIX-FACTOR MODEL OF PERSONALITY STRUCTURE

Abstract We evaluated two models of the factor structure underlying the variables of Jacksons (Personality Research Form Manual, 1984) Personality Research Form (PRF). One model posits the well-known Big Five factors of personality. The second model, in contrast, splits the Conscientiousness factor of the Big Five into an Achievement factor, having to do with ambition and hard work, and a Methodicalness factor, having to do with the need for organization and orderliness. Substantial support for the latter of these two models is presented in three studies, both from results of confirmatory maximum likelihood factor analyses and from the differential predictability of the factors with regard to various criteria. It is concluded that at least six factors are needed to account for behavior consistencies at the highest level of the personality hierarchy.

Modeling MTMM Data from Additive and Multiplicative Covariance Structures: An Audit of Construct Validity Concordance

The purpose of this study was to determine the extent to which findings derived from four approaches to MTMM analyses were consistent in providing evidence of construct validity related to the measurement of four dimensions of perceived competence (social, academic, English, mathematics) across four maximally dissimilar rating methods (self, teacher, parent, peer). MTMM methodological approaches included that of Campbell-Fiske (1959), the general confirmatory factor analytic (CFA) model (Joreskog, 1969), the CFA (Correlated Uniqueness) model (Marsh, 1988), and the Composite Direct Product model (Browne, 1984). Procedures were applied to data from 158 grade 11 high school adolescents. Advantages, disadvantages, findings, and caveats related to each procedure are discussed.

Criterion Validation of Two Approaches to Performance Appraisal: The Behavioral Observation Scale and the Relative Percentile Method

We compared the criterion validity of a new “relative” performance appraisal format (percentile-based ranking) to that of an “absolute” format (BOS) in a sample of 88 unit managers. Overall, our results suggest that the relative format has higher criterion-related validity than does the absolute format. These findings contradict conventional wisdom that format-related differences in measures of performance are minimal and that relative approaches to performance appraisal are inferior.

Personality, Vocational Interest, and Cognitive Predictors of Managerial Job Performance and Satisfaction

We evaluated the extent to which measures of personality, vocational interest, and cognitive ability (verbal and numerical aptitude) predicted on-the-job performance and satisfaction for a sample of first-line managers. The validities of these predictors were evaluated against several performance criteria, such as effectiveness in training and managing unit personnel, and against a measure of promotability. Our results suggested that managerial effectiveness can be predicted by cognitive ability, personality, and vocational interest measures but that the cognitive and noncognitive predictors were related to different aspects of performance. Moreover, the results show that personality and vocational interest measures predict variance in some criteria not accounted for by cognitive ability predictors. The importance of using multiple criteria and of measuring those individual differences that are conceptually relevant to on-the-job performance is discussed.

Personality and Cognitive Ability as Predictors of Typical and Maximum Managerial Performance

Despite long-established distinctions between typical and maximum performance variables on both the predictor and criterion side, little previous research has directly addressed the extent to which these distinctions translate into differential predictor-criterion relationships. Using a sample of candidates for managerial positions, we examined relations of predictors conceptually linked to typical (i.e., broad, narrow, and compound personality traits) and maximum (i.e., broad and narrow cognitive abilities) performance with corresponding criterion measures (N = 84–873). Supervisory ratings of managerial performance served as the typical performance criterion, whereas maximum performance was assessed via an assessment center. Confirmatory factor analyses supported the distinction between typical and maximum performance. Results also confirmed our hypothesis that cognitive abilities are more strongly correlated with maximum performance than with typical performance and largely supported the expectation of the opposite pattern with personality traits as predictors.

Comparing the validity of structured interviews for managerial‐level employees: Should we look to the past or focus on the future?

The current research investigated questions that persist regarding the criterion-related and construct validity of situational (SI) versus past-behaviour (PBI) structured interview formats in predicting the job performance of managers. Analyses of data collected from 157 applicants to managerial positions showed that the PBI format significantly predicted job performance ratings (r = .32, p <.01), whereas the SI format did not (r = .09, ns). Investigation of potential construct differences between the SI and PBI formats showed that the PBI was more highly related to manager-relevant cognitive ability measures, assessment centre exercises and personality traits, as compared with the SI. Such differences help to explain the predictive validity differences between the SI and PBI observed in current and previous research.

Analysis of Multitrait-Multirater Performance Appraisal Data: Composite Direct Product Method versus Confirmatory Factor Analysis.

This study addresses the manner in which trait and rater variance combine in multitrait-multirater (MTMR) performance appraisal data. The Confirmatory Factor Analytic (CFA) model assumes trait and rater variance combine additively, whereas the Composite Direct Product (CDP) model assumes a multiplicative relationship. Implications of these models are explicated for MTMR data, and empirical differences are examined using four data sets. Results indicated that the fit of the CDP model was superior to that of the CFA model in all four data sets. Discussion centered on strengths and weaknesses of the CDP and CFA models, assumptions regarding trait/rater relationships and conflict between conceptual simplicity and realistic representation of relationships. Guidelines for applying the CDP method were provided.

Predicting occupational coping responses: the interactive effect of gender and work stressor context.

This study examined whether gender and work stressor context interacted to affect reports of occupational coping strategies. Participants (N=113) were asked to indicate how they would cope with both self-focused (i.e., solitary) and interpersonal (i.e., group) work overload contexts by providing responses to the Cybernetic Coping Scale (J. Edwards & A. J. Baglioni, 1993). Consistent with the hypothesized interaction, male and female participants evidenced similar coping strategies in the self-focused work overload context, whereas female participants showed significantly higher use of coping (T(2)=.08, p<.05) and, in particular, greater emotional-expressive coping (T(2)=.07, p<.01) in the interpersonal work overload context as compared with male participants. Theoretical and practical implications were discussed.

Measuring and Predicting Counterproductivity in the Laboratory Using Integrity and Personality Testing.

To supplement current validation approaches, the authors developed laboratory-based measures of workplace fraud, rule breaking, and pilferage and used them to assess the validity associated with the use of integrity test scores derived from the Employment Inventory (El). Additionally, they investigated whether scores on the two El scales predicted criterion variable variance beyond that explained by scores on selected personality scales (Responsibility and Risk Taking) from the Jackson Personality Inventory and vice versa. Relations of admissions of past counterproductivity to personality and integrity scores and to counterproductivity measures were also examined. Regression analyses suggested that scores on the personality scales are better predictors than scores on the integrity scales, although the best prediction of fraud and pilferage occurred when using both. Relations involving the admissions measure led to suggestions of caution regarding its use as a criterion. Advantages and limitations of this strategy for evaluation of counterproductivity predictors were considered.

Confirmatory Factor Analysis of the Life Satisfaction Index

Factor models of the construct of well-being in later life have shown mixed results. Here we evaluated the factor structure of the Life Satisfaction Index A (LSIA), a widely used measure. Confirmatory factor analyses using a sample of community living aged people (N = 187) suggested that a unidimensional model was not appropriate for the scale. Moreover, only two of the 10 models previously proposed for the LSIA was found to fit reasonably well. These models (Bigot, 1974; Hoyt and Creech, 1983) consisted of only eight of the 20 LSIA items. Models which utilized all 20 LSIA items tended to fit poorly, whereas, those based on subsets of items generally showed improved fit. Allowing correlated factors also improved the fit. Throughout, fit indices were computed using the Satorra-Bentler scaled test statistic because the data were not normally distributed. These results highlight the importance of theory and construct development prior to actual scale development in social indicators research.