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Difficulties in emotion regulation (DER) is a defining feature of attention deficit hyperactivity disorder (ADHD), and arguments are being made for it to be considered as a defining feature of oppositional defiant disorder (ODD). However, the consensus is that it is better viewed as an important correlate distinct from ADHD. This study examined the incremental validity of DER over and above trait impulsivity (TI) in the predictions of ADHD and ODD symptoms. It also examined the incremental validity of affect lability (AL) over and above TI and (DER) in these predictions. Five hundred and twenty-five adults from the general community completed a series of questionnaires. A model-based SEM approach for evaluating incremental validity indicated that TI predicted ADHD and ODD symptoms over age; DER predicted ADHD and ODD symptoms over age and TI; and AL did not predict ADHD and ODD symptoms over and above age, IT, or DER. In addition, AL predicted ADHD and ODD symptoms over age and TI, and DER also predicted ADHD and ODD symptoms over and above age, TI, and AL. In conclusion, TI is core to ADHD, and although DER is important, it is unlikely to be relevant as a diagnostic indicator for ADHD or ODD. These findings notwithstanding, there is need for caution when interpreting our findings, as the study did not control for potentially influencing factors on emotional regulation such as age, gender, culture, and existing psychopathologies. [ABSTRACT FROM AUTHOR]

Purpose: The present study examines the incremental validity of engaging leadership in predicting five fundamental organizational outcomes (followers' organizational commitment, work engagement, task performance, organizational citizenship behaviour and counterproductive work behaviour) over transformational leadership. Design/methodology/approach: The study is cross-sectional in nature and a survey questionnaire was used for data collection. Data were collected from 402 workers in different fields. Hierarchical multiple regression was used in order to determine the incremental validity of engaging leadership. Findings: Our results indicated that engaging leadership contributes additional variance over and above transformational leadership in predicting the five organizational outcomes. Practical implications: The results of the study suggest that combining engaging leadership interventions with transformational leadership interventions may lead to better results. Originality/value: The present study supports the empirical distinction of engaging leadership from transformational leadership, addressing possible concerns regarding construct redundancy. [ABSTRACT FROM AUTHOR]

The role of Big Five personality traits in exposure to workplace bullying has been a focus of numerous studies. Yet less is known about the incremental validity of narrower personality constructs. The aim of the present study was to investigate the incremental effect of gelotophobia (the fear of being laughed at) in predicting exposure to workplace bullying beyond the Big Five personality domains. The sample comprised 328 employees (77% females) from different regions of the Czech Republic. Correlational analysis showed that negative emotionality and gelotophobia were related to workplace bullying in theoretically expected ways. Results from a multiple regression indicated that gelotophobia had an incremental effect in predicting exposure to workplace bullying over and above the personality domains. Overall, this study provides new insights and extends previous investigations concerning the role of gelotophobia in workplace bullying. We also discuss the limitations of our study and provide suggestions for future research. [ABSTRACT FROM AUTHOR]

Correlation does not imply causation and psychologists' causal inference training often focuses on the conclusion that therefore experiments are needed—without much consideration for the causal inference frameworks used elsewhere. This leaves researchers ill‐equipped to solve inferential problems that they encounter in their work, leading to mistaken conclusions and incoherent statistical analyses. For a more systematic approach to causal inference, this article provides brief introductions to the potential outcomes framework—the "lingua franca" of causal inference—and to directed acyclic graphs, a graphical notation that makes it easier to systematically reason about complex causal situations. I then discuss two issues that may be of interest to researchers in social and personality psychology who think that formalized causal inference is of little relevance to their work. First, posttreatment bias: In various common scenarios (noncompliance, mediation analysis, missing data), researchers may analyze data from experimental studies in a manner that results in internally invalid conclusions, despite randomization. Second, tests of incremental validity: Routine practices in personality psychology suggest that they may be conducted for at least two different reasons (to demonstrate the non‐redundancy of new scales, to support causal conclusions) without being particularly suited for either purpose. Taking causal inference seriously is challenging; it reveals assumptions that may make many uncomfortable. However, ultimately it is a necessary step to ensure the validity of psychological research. [ABSTRACT FROM AUTHOR]

Few studies have summarized the literature relevant to the incremental validity of tools and procedures for the assessment of attention-deficit hyperactivity disorder (ADHD). The current project reviewed such studies published in the prior 18 years. Results from studies on the incremental validity of measures used in the assessment of ADHD were reviewed. Measures included symptom reports, clinical interviews, behavioral observation, continuous performance and other psychomotor tasks, intelligence tests, and measures of executive function. Twenty-nine published studies and two reviews were identified from 2004 to 2022. Incremental validity was determined using various statistics including R 2, classification metrics, odds ratios, and post-test probabilities. Findings suggest that symptom reports from a collateral source and continuous performance test measures have incremental validity over self-reports and clinical interviews. Measures of intellectual and executive functioning did not show incremental validity in the diagnosis of ADHD. Findings are relevant to the practitioner, as they bear on the optimization of both the cost-effectiveness and the diagnostic accuracy of combined procedures in the assessment of ADHD. [ABSTRACT FROM AUTHOR]

This study evaluated the incremental validity of the Minnesota Multiphasic Personality Inventory-3 (MMPI-3) and the NEO Personality Inventory-3 (NEO PI-3) scores in predicting California Commission on Peace Officer Standards and Training dimension (i.e., the POST-10) ratings in public safety (n = 754) pre-employment psychological evaluations (PPEs). Although research has supported the use of the MMPI and NEO PI instruments separately, no study has evaluated the use of these abnormal- and normal-range tests in conjunction, consistent with the POST Manual requirement of use of clinical and normal-range personality measures. The MMPI-3 and NEO PI-3 were completed during PPE. Problem ratings in the POST-10 dimensions were rated using information from the assessing psychologist's report. MMPI-3 and NEO PI-3 scores incremented one another in nearly every hierarchical ordinal logit regression model conducted to predict the ratings for five dimensions. Clinical implications and limitations, including potential criterion contamination especially for NEO PI-3 scores, are discussed. [ABSTRACT FROM AUTHOR]

Depressogenic self‐referential processing (e.g., self‐schemas reflecting shallower processing of positive, and deeper processing of negative, self‐descriptive words) is an established cognitive vulnerability to depression. Alterations of event‐related potentials (ERPs) during self‐referential processing have been observed in adolescents with depression risk or clinical depression. However, no study has examined ERPs associated with self‐referential processing in typical‐risk youth with emerging depressive symptoms during late childhood, a high‐risk period for depression. It is also unclear to what extent ERPs provide incremental validity in predicting symptoms beyond performance on self‐referential processing tasks. Sixty‐five community‐dwelling children (38 girls; mean age/SD = 11.02/1.59 years) completed a self‐referent encoding task (SRET) with EEG recorded. Children showed a larger P2 and a larger late positive potential (LPP) in response to positive SRET stimuli versus negative stimuli. Hierarchical regression showed that in the positive condition only, including ERP correlates (P1, P2, LPP) and interactions between the ERPs and positive SRET score increased the explained variation in depressive symptoms beyond behavioral SRET performance. The LPP in response to positive words was associated with lower depressive symptoms. The P1 and P2 in response to positive words interacted with positive SRET score, such that the association between positive SRET score and symptoms was significant in children with greater P1 but smaller P2. We provide novel evidence supporting the incremental validity of ERPs beyond behavioral makers in predicting emerging depressive symptoms in children. Our findings also highlight the moderating role of ERP activity in strengthening the association between behavioral markers of self‐schemas and depressive outcomes. This study provides novel evidence on the incremental validity of ERP measures of self‐referential processing in predicting emerging depressive symptoms in late childhood, beyond the behavioral indices of self‐schemas. We also highlight the moderating role of ERP activity in strengthening the linkages between behavioral indices of self‐referential processing and depressive outcomes. [ABSTRACT FROM AUTHOR]

Copyright of Revista Interamericana de Psicología is the property of Sociedad Interamericana de Psicologia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We investigated how scores from the Rorschach task and self-reports of psychotic-like disturbance distinguish individuals attempting to appear insane (i.e., feigning) from patients with psychotic disturbances or nonpatient controls. We also evaluated whether Rorschach scores provide incremental validity over self-reported symptoms. The study used 50 nonpatients asked to feign (F; age M = 19.5, SD = 1.5), 88 incarcerated forensic inpatients deemed not guilty by reason of insanity or incompetent to stand trial (P; age M = 40.8, SD = 13.5), and 47 standard nonpatient controls (S; age M = 19.8, SD = 2.2). Participants responded to the Rorschach Performance Assessment System (R-PAS), the Magical Ideation Scale (MIS), and the Perceptual Aberration Scale (PAS). We compared each pair of groups (i.e., F vs. P, P vs. S, and F vs. S) with separate predetermined hypotheses addressing the multimethod assessment of feigning or psychosis and ran logistic regressions including Rorschach and self-reported scores to predict group membership (e.g., F vs. P). Primary analyses found validity for Critical Contents and a revised version of it, the Thought and Perception Composite (TP-Comp), a variable we call Breaking the Card Boundary (BCB), and self-reported symptoms. In supplementary analyses, we document validity for subcomponents of TP-Comp alone and in combination with BCB. We also found it was easier to feign self-reported symptoms than R-PAS assessed characteristics and that R-PAS variables had incremental validity over self-reports on the MIS-PAS. Finally, we note limitations and suggest future paths, such as evaluating the generalizability of the results when considering attempts to feign severe mental illness on the trauma spectrum and creating a feigning composite using cross-validated logistic regression equations. [ABSTRACT FROM AUTHOR]

Previous studies have mostly focused on the negative elements of self-directed humor (SDH) in well-being and measured their individual differences. Tsukawaki and Imura Personality and Individual Differences, 157, (2020) developed the Dual Self-Directed Humor Scale (DSDHS), which is the first scale to measure individual differences in SDH across two dimensions, negative (Deleterious SDH) and positive (Benign SDH). Although the DSDHS has provided promising initial evidence of validity and reliability, its psychometric properties need further investigation. Our first objective was to investigate the relationship between the two dimensions of the DSDHS and the Big Five personality characteristics, and to establish construct validity. Our second objective was to verify the incremental validity of the DSDHS and in using the Big Five and four humor styles as comparison criteria, we tested whether the DSDHS could account for additional variance in well-being prediction, even when they were controlled for. The results show a discriminatory correlation between the two dimensions of the DSDHS and the Big Five, verifying the construct validity. Moreover, two dimensions of the DSDHS were found to explain further variations in well-being, even after controlling for the Big Five or four humor styles, showing incremental validity. Further evidence on validity of the DSDHS was provided. [ABSTRACT FROM AUTHOR]

Although workplace social capital (WSC) is a relevant construct that contributes positively to employee and organizational wellness, there is lack of consensus regarding its definition and measurement. The aim of this paper was to synthesize a valid definition of WSC and develop an instrument measuring the construct. Based on a literature review of existing definitions (Phase 1), we conceptualized WSC as a workplace resource that concerns employees' perceptions regarding trust, reciprocity (cognitive WSC), and network interactions (structural WSC) that exist among peers (bonding WSC) and among individuals across hierarchical levels and organizations (bridging WSC). Next, we developed the WSC Inventory (WoSCi; Phase 2) and, we tested the psychometric properties of the new scale (Phase 3). The initial structure of the scale was explored in a sample of university employees (N = 376). Multilevel confirmatory factor analysis in a heterogeneous sample of 733 employees nested in 158 work groups supported the hypothesized factor structure of the WoSCi. Results also supported the internal consistency, as well as the convergent, criterion-related and incremental validity of the WoSCi in explaining work engagement, burnout, job performance over and above similar constructs, such as individual social capital and psychological capital. These results highlight the relevance of WSC as defined and measured with the WoSCi and underline its value for explaining work-related well-being and organizational behavior. [ABSTRACT FROM AUTHOR]

The Short Depression Happiness Scale (SDHS) was developed to simultaneously assess depression and happiness on the opposite ends of the emotional valence continuum. The present study aimed to investigate and further validate the factor structure of the SDHS in a convenience sample of a large Arabic-speaking community. As part of an online survey, participants (n = 656) completed the SDHS, the Satisfaction with Life Scale, the Depression, Anxiety and Stress Scale-21 and the Ten-Item Personality Inventory. To independently perform exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), the data were randomly split into two halves. The results of the EFA and CFA provided a one-factor solution as the satisfactory-fitting model for the scale (X2 = 43.39, df = 9, p <.001; CIMIN/DF = 4.82, CFI =.94, TLI =.91, RMSEA =.11, SRMR =.05). The convergent validity of the SDHS was confirmed via the relationships with life satisfaction, depression, anxiety, stress and personality traits (correlations ranged between.23 and −.72). The SDHS explained unique variance (Δr2 = ranged between.06 and.23%) in well-being indicators above and beyond the personality traits. The Arabic translation of the SDHS was consistent with the original solution that would facilitate the advancement of happiness research across cultures. [ABSTRACT FROM AUTHOR]

Objective: The factor structure, reliability, and concurrent, convergent, and incremental validity were tested for a new theoretically informed measure of couple relationship mindfulness, the Mindfulness in Couple Relationships Scale (MCRS). Methods: The analytic (training) sample included 408 (independent) adult men and women, and the cross-validation (test) sample included 368 adults who responded to 52 survey items as part of a measurement development study conducted within the context of a relationship education evaluation. Both samples were racially, economically, and relationally diverse. Results: Confirmatory factor analyses of individual measurement models in the training sample informed the refinement of a 31-item, eight-factor measure. The full measurement model had good fit and reliability. Cross-validation in the test sample provided further evidence of validity and reliability. Support for concurrent validity was evidenced by significant associations between the MCRS and couple quality, relationship positivity, relationship negativity, and sexual satisfaction. Support for convergent validity was evidenced by significant associations between the MCRS and the abbreviated Five Facet Mindfulness Questionnaire (FFMQ). Finally, regression models indicated support for incremental validity over and above the influence of the abbreviated FFMQ (i.e., a measure of individual mindfulness) in predicting relationship well-being. Conclusions: This measure provides an efficient and multi-dimensional assessment of mindfulness in the context of couple relationships and may prove useful, whether using the total scale or subscales of the measure, in future research and in practice. [ABSTRACT FROM AUTHOR]

Aim: The Discounting Inventory was developed to provide researchers and practitioners with a standardized tool to asses individual differences in delay, probabilistic, effort and social discounting, all related to behavioral impulsivity. Convergent and discriminant validity of the Discounting Inventory was evaluated by comparing its associations with external variables to those obtained using standardized discounting measures with the same external variables. Subjects and methods: A sample of 347 volunteers was examined. The first questionnaire completed by all participants was the Discounting Inventory. Individuals also completed the traditional discounting measure using pairs of hypothetical choices. The external measures included the Sensation Seeking Scale, Barratt Impulsiveness Scale, Eysenck Impulsivity Venturesomeness Empathy Questionnaire, Eysenck Personality Questionnaire-Revised, and Temperament and Character Inventory. Results: The results revealed that although almost all correlations were significant for both the Discounting Inventory and the traditional discounting measures, most of the correlations between external variables and the Discounting Inventory were significantly higher than those between external variables and traditional discounting measures. However, both discounting measures were most strongly correlated with external measures of impulsivity, which is not surprising given the fact that discounting is seen as a behavioral impulsivity. Finally, most relationships between the Discounting Inventory and external variables were incrementally valid over the traditional discounting measures. Conclusion: The Discounting Inventory can help to diagnose problems with behavioral impulsivity. [ABSTRACT FROM AUTHOR]

Copyright of Psychologia is the property of Universidad de San Buenaventura and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: Meeting the needs of people bereaved by COVID-19 poses a substantial challenge to palliative care. The Pandemic Grief Scale (PGS) is a 5-item mental health screener to identify probable cases of dysfunctional grief during the pandemic. Objective: The PGS has strong psychometric and diagnostic features. The objective was to examine the incremental validity of the PGS in identifying mourners at risk of harmful outcomes. Design: A cross-sectional survey design involving sociodemographic questions and self-report measures of pandemic grief, generalized anxiety, depression, post-traumatic stress, separation distress, functional impairment, meaning-making difficulties, and substance use coping. Setting/Subjects: A sample of people bereaved through COVID-19 (N = 1065) in the United States. Results: Fully 56.6% of participants scored above the cut score of ≥7 on the PGS for clinically dysfunctional pandemic grief and 69.7% coped with their loss using drugs or alcohol for at least several days in past two weeks. PGS scores were not associated with time since loss. Hierarchical multiple regression models demonstrated that the PGS uniquely explained variance in functional impairment, meaning-making difficulties, and substance use coping, over relevant background factors, bereavement-related psychopathology, and separation distress. In the final model, the standardized regression coefficients for the PGS were 2–15 times larger than for the other competing measures in explaining each of the three outcomes. Conclusions: The findings underscore the clinical utility of this short and easy-to-use measure in identifying risk of deleterious outcomes across a range of functional and behavioral domains. [ABSTRACT FROM AUTHOR]

Researchers frequently wish to make incremental validity claims, suggesting that a construct of interest significantly predicts a given outcome when controlling for other overlapping constructs and potential confounders. Once the significance of such an effect has been established, it is good practice to also assess and report its magnitude. In OLS regression, this is easily accomplished by calculating the change in R-squared, ΔR2, between one's full model and a reduced model that omits all but the target predictor(s) of interest. Because observed variable regression methods ignore measurement error, however, their estimates are prone to bias and inflated type I error rates. As a result, researchers are increasingly encouraged to switch from observed variable modeling conducted in the regression framework to latent variable modeling conducted in the structural equation modeling (SEM) framework. Standard SEM software packages provide overall R2 measures for each outcome, yet calculation of ΔR2 is not intuitive in models with latent variables. Omitting all indicators of a latent factor in a reduced model will alter the overidentifying constraints imposed on the model, affecting parameter estimation and fit. Furthermore, omitting variables in a reduced model may affect estimation under missing data, particularly when conditioning on those variables is essential to meeting the MAR assumption. In this article, I describe four approaches to calculating ΔR2 in SEMs with latent variables and missing data, compare their performance via simulation, describe a set of extensions to the methods, and provide a set of R functions for calculating ΔR2 in SEM. [ABSTRACT FROM AUTHOR]

One individual difference that emerged over the years is equity sensitivity. It was posited that this construct may be a central factor in predicting work outcomes in reactions to inequity. However, its conceptual overlap with already established dimensions of personality has been insufficiently taken into consideration so far. The present study examines the incremental validity of equity sensitivity in predicting counterproductive work behaviors and perception of organizational justice over the Big Five personality traits. The study sample consisted of 223 Romanian working adults. Results showed that, although equity sensitivity had a significant relationship with counterproductive work behaviors after controlling for the Big five personality traits, its incremental validity was small, with little practical utility. Moreover, the incremental validity of equity sensitivity in predicting justice dimension above the Big-Five personality dimensions was not supported. Theoretical and practical implications of equity sensitivity for personnel selection are discussed. [ABSTRACT FROM AUTHOR]

It is well‐established that selection decisions can be improved using multiple non‐redundant assessments. Two such assessments are cognitive ability and conscientiousness. Though meta‐analytic findings demonstrate little or no relationship between cognitive ability and conscientiousness, faking research suggests the two variables are related when test‐takers are motivated to fake. We extend this logic by showing that incremental validity for conscientiousness declines when respondents fake, due to enhanced collinearity between conscientiousness and cognitive ability. Three studies, employing within‐subjects designs and utilizing three different faking conditions, reveal a consistent increase in collinearity between conscientiousness and cognitive ability when respondents are motivated to fake, leading to reduced incremental validity of conscientiousness beyond cognitive ability in predicting the performance. Implications for selection systems are discussed. [ABSTRACT FROM AUTHOR]

Over the last decades, various predictors have proven relevant for job performance [e.g., general mental ability (GMA), broad personality traits, such as the Big Five]. However, prediction of job performance is far from perfect, and further potentially relevant predictors need to be investigated. Narrower personality traits, such as individuals' character strengths, have emerged as meaningfully related to different aspects of job performance. However, it is still unclear whether character strengths can explain additional variance in job performance over and above already known powerful predictors. Consequently, the present study aimed at (1) examining the incremental validity of character strengths as predictors of job performance beyond GMA and/or the Big Five traits and (2) identifying the most important predictors of job performance out of the 24 character strengths, GMA, and the Big Five. Job performance was operationalized with multidimensional measures of both productive and counterproductive work behavior. A sample of 169 employees from different occupations completed web-based self-assessments on character strengths, GMA, and the Big Five. Additionally, the employees' supervisors provided web-based ratings of their job performance. Results showed that character strengths incrementally predicted job performance beyond GMA, the Big Five, or GMA plus the Big Five; explained variance increased up to 54.8, 43.1, and 38.4%, respectively, depending on the dimension of job performance. Exploratory relative weight analyses revealed that for each of the dimensions of job performance, at least one character strength explained a numerically higher amount of variance than GMA and the Big Five, except for individual task proactivity, where GMA exhibited the numerically highest amount of explained variance. The present study shows that character strengths are relevant predictors of job performance in addition to GMA and other conceptualizations of personality (i.e., the Big Five). This also highlights the role of socio-emotional skills, such as character strengths, for the understanding of performance outcomes above and beyond cognitive ability. [ABSTRACT FROM AUTHOR]

The past decade has witnessed growing interests in empirically examining the effectiveness of servant leadership in management research. Our study reviews the literature on servant leadership and analyzes the relationship between servant leadership and its outcome variables. Drawing on social exchange theory, this study uses meta-analysis and find that servant leadership is positively related to followers' job-related outcomes (e.g., psychological empowerment, organizational commitment, service quality), leader-related outcomes (e.g., leader effectiveness), and group-related outcomes (e.g., group service performance). Further, we find that the relationships between servant leadership and its outcomes are moderated by cultural factors (i.e., traditionality, masculinity, individualism, and power distance). Finally, we examine the incremental validity of servant leadership by taking transformational leadership into account and comparing their effects on job performance and organizational citizenship behavior (OCB) via leader-member exchange (LMX). Implications for theory and practice are discussed, and an agenda for future research is proposed. [ABSTRACT FROM AUTHOR]

This quantitative review systematically integrates the antecedents and outcomes of psychological ownership (PO) and examines its incremental validity and explanatory power compared with two other forms of workplace attachment (i.e., organizational commitment and organizational identification). Across 141 studies published over 20 years, our meta-analysis shows that apart from the factors related to the three traditional categories of PO antecedents (i.e., control, knowing, and investment), safety (e.g., organizational justice, trust, perceived organizational support, and relational closeness) is an emerging antecedent leading to PO. In addition, we find that PO is related not only to employees' attitudinal and performance outcomes but also to some dark-side outcomes (e.g., territorial behaviors). Furthermore, after applying two advanced methods, that is, two-stage meta-analytic structural equation modeling and dominance analysis, to the analysis of 294 studies (including 291 primary studies and three published meta-analyses), the results reveal that PO has an incremental validity above that of organizational commitment and organizational identification in predicting employees' in-role performance and organizational citizenship behaviors. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]

Interest in job crafting as a means to create more work meaning has led to the development of multi-perspective conceptualizations of job crafting. Although useful comprehensive portraits of complex job crafting activities have emerged, these synthetic conceptualizations tend to overlap, and even inconsistent with each other. This study aimed to clarify these blurred conceptualizations by examining the component and incremental validity of five distinct job crafting measures and their theoretical propositions in predicting work engagement and innovation behaviour. A cross-sectional sample of 162 health professionals and a two-wave longitudinal sample of 130 R&D employees were used. Results revealed that approach crafting is mainly composed of approach-promoting behaviour and active coping behaviour. In predicting work engagement and innovation behaviour, active coping behaviour was distinguished from withdrawal behaviour; role identities crafting was less strongly associated with these outcomes than job characteristics; cognitive crafting accounted for small increments in the variance beyond behaviour crafting. Apparently, crafting essentially comprises behaviour with a positive attitude. Withdrawal behaviour should be removed from crafting concept because its maladaptive perspective is negative. Job crafting measures which promote situational characteristics with personal meaningfulness, as well as precise descriptions of behaviour crafting and cognitive crafting, are recommended. [ABSTRACT FROM AUTHOR]

The Emotion Regulation Questionnaire (ERQ) measures habitual use of two emotion regulation strategies, cognitive reappraisal and expressive suppression. The present study tested the psychometric properties and validity of a newly developed Croatian adaptation of the ERQ. In a sample of 347 participants, we first sought to confirm the ERQ's original factor structure. Next, we tested its convergent, divergent and incremental validity. In the first subsample (N = 140), we linked the ERQ with a measure of the Five‐Factor Model dimensions and their facets (Revised NEO Personality Inventory). In the second subsample (N = 207), we tested its ability to predict personality dimensions assessed by a different measure (Big Five Inventory) as well as the traits of positive and negative affect, including its incremental validity in predicting the latter. The results corroborated earlier findings, showing that the Croatian ERQ has equivalent psychometrics and predictive validity as ERQs in other languages. Crucially, the observed links between the ERQ and the facets of the Five‐Factor Model dimensions enrich our understanding of the personality mechanisms behind the employment of these emotion regulation strategies. [ABSTRACT FROM AUTHOR]

The incremental validity of specific cognitive abilities beyond general intelligence has been investigated in studies using hierarchical multiple regression analyzes (HMR). In the present study, we investigated whether the incremental validity of specific cognitive abilities (i.e., verbal, figural, and numerical ability) for the explanation of school grades varied as a function of students' general ability level. Data comprised the standardization sample (N = 1371, ages 12.5–16.5) of the Berlin structure-of-intelligence test (BIS-HB; Jäger et al., 2006). Results of HMR analyses revealed that the specific cognitive abilities had little incremental validity in the low- and mid-IQ group. However, they provided significant benefit for the explanation of school grades in the high-IQ group. The results suggest that the interpretation of intelligence tests may benefit from a differential weighting of different test information, depending on general ability of the tested individual. [ABSTRACT FROM AUTHOR]

This study investigates the incremental validity of changes in ten stress-related acute dynamic risk factors, collected through automated telephony over 30 consecutive days following parole, for predicting time to recidivism during the following year. Before release, the participants completed self-report assessment of some stable risk factors – impulsiveness and history of problematic substance use – as well as an assessment of symptoms of anxiety experienced during the weeks prior to release. Analysis of the baseline assessments showed that impulsiveness and a history of problematic substance use, but not pre-release symptoms of anxiety, were associated with recidivism during the parole year. Growth modelling using a linear mixed model was used to assess whether inmates on parole showed changes in acute dynamic risk factors during the first month following release. Individual growth model slopes and intercept were then extracted and used as covariates in a series of Cox regression analyses to test whether changes in acute dynamic risk factors could provide incremental predictive validity beyond baseline stable risk factors. Changes in five dynamic risk factors were associated with an increased risk of recidivism, of which daily drug use and daily summary score showed incremental predictive improvement beyond impulsiveness and history of problematic drug use. [ABSTRACT FROM AUTHOR]

In recent decades, the assessment of instructional quality has grown into a popular and well-funded arm of educational research. The present study contributes to this field by exploring first impressions of untrained raters as an innovative approach of assessment. We apply the thin slice procedure to obtain ratings of instructional quality along the dimensions of cognitive activation, classroom management, and constructive support based on only 30 s of classroom observations. Ratings were compared to the longitudinal data of students taught in the videos to investigate the connections between the brief glimpses into instructional quality and student learning. In addition, we included samples of raters with different backgrounds (university students, middle school students and educational research experts) to understand the differences in thin slice ratings with respect to their predictive power regarding student learning. Results suggest that each group provides reliable ratings, as measured by a high degree of agreement between raters, as well predictive ratings with respect to students' learning. Furthermore, we find experts' and middle school students' ratings of classroom management and constructive support, respectively, explain unique components of variance in student test scores. This incremental validity can be explained with the amount of implicit knowledge (experts) and an attunement to assess specific cues that is attributable to an emotional involvement (students). [ABSTRACT FROM AUTHOR]

We examined the validity of the Shorter Psychotherapy and Counseling Evaluation (Halstead, Leach, & Rust, 2007). Results supported incremental predictive validity (up to 12%) over the Outcome Questionnaire–10.2 (OQ–10.2), predictive validity with the Outcome Questionnaire–45 and the Inventory of Interpersonal Problems–32, and convergent validity with the OQ–10.2. [ABSTRACT FROM AUTHOR]

Purpose: To apply a modern robust approach, bifactor modeling, to critically examine psychometric properties of Functional Independence Measure (FIM) in adults with acquired brain injury and to propose a solution to improve the clinical interpretive values of the FIM to inform policy and clinical practice. Methods: The data came from a state-wide specialist in-patient brain injury rehabilitation service in Queensland, Australia for adults with acquired brain injury and discharged between 2012 and 2017. The sample included 457 people. Three measurement models (unidimensional, correlated first-order and bifactor) for FIM were tested using confirmatory factor analysis with structural equation modeling. Then, model-based reliability and incremental validity were assessed. Results: The bifactor model best fit the data. When operationalized as latent factors under structural equation modeling framework, general care burden had a large predictive effect, while Motor and Cognitive showed medium and small predictive effects respectively on rehabilitation length of stay. Conclusions: The total score of FIM was a reliable measure of general care burden, while the subscale scores were not. A solution is to apply a bifactor modeling approach based on structural equation modeling to disentangle the unique variance attributable to Motor and Cognitive factors. In the structural equation modeling framework, the FIM demonstrated good incremental validity to inform policy and clinical practice. Clinicians and researchers can confidently use FIM total score in adults with acquired brain injury. The current study proposed an alternative solution to the poor reliability of Motor and Cognitive scores, that is, by applying a bifactor modeling approach, the unique contributions of the Motor and Cognitive factors can be examined. The current study has demonstrated the strengths of bifactor modeling in the robust validation and interpretation of FIM to better inform clinical practice and policy decision-making. The current study has the potential to make an important contribution to enhance more equitable decision-making in the areas of national benchmarking of rehabilitation outcomes and other program eligibility criteria and funding allocation. [ABSTRACT FROM AUTHOR]

The quality of empathy research, and clinical assessment, hinges on the validity and proper interpretation of the measures used to assess the construct. This study investigates, in an online sample of 401 adult community participants, the construct validity of the Affective and Cognitive Measure of Empathy (ACME) relative to that of the Interpersonal Reactivity Index (IRI), the most widely used multidimensional empathy research measure. We investigated the factor structures of both measures, as well as their measurement precision across varying trait levels. We also examined them both in relation to convergent and discriminant criteria, including broadband personality dimensions, general emotionality, personality disorder features, and interpersonal malignancy. Our findings suggest that the ACME possesses incremental validity beyond the IRI for most constructs related to interpersonal malignancy. Our results further indicate that the IRI Personal Distress scale is severely deficient in construct validity, raising serious concerns regarding past findings that have included it when computing total empathy scores. Finally, our results indicate that both questionnaires display poor measurement precision at high trait levels, emphasizing the need for future researchers to develop indices that can reliably measure high levels of empathy. [ABSTRACT FROM AUTHOR]

Three separate studies demonstrate that socio-emotional skills add incremental validity beyond cognitive ability when predicting leadership and entrepreneurship intention, emergence as well as success. Study 1 uses a longitudinal approach and tests the cognitive ability and vocational interests of 231 students to predict their leadership and entrepreneurship intention. It demonstrates that cognitive ability predicts their intention to become a business leader or entrepreneur 2 years in the future. Importantly, the vocational interests "enterprising" and "social" increase this ability-driven prediction of leadership and entrepreneurship intention (Δ R 2Lead.Intent. = 15%, Δ R 2Entre.Intent. = 9%). Study 2 investigates 123 business leaders and shows that those with higher cognitive ability more likely emerge as top-level leaders, receive more income and get slightly better supervisor-ratings on their performance. The leaders' Big Five traits (openness, conscientiousness, extraversion, agreeableness, emotional stability) added validity beyond cognitive ability when predicting these criteria (Δ R 2Income = 9%, Δ R 2Lead.Level = 8%, Δ R 2Perform. = 15%). Finally, Study 3 includes 155 participants and demonstrates that cognitive ability predicts a person's entrepreneurial status but not performance. Additionally, considering the Big Five traits improves the prediction of who becomes an entrepreneur and successfully performs as such (Δ R 2Status = 7%, Δ R 2Perform. = 18%). Importantly, selected Big Five traits and vocational interests boost the importance of cognitive ability in the field of leadership and entrepreneurship. Concluding, this series of studies suggests that it is the combination of personality traits or interests with cognitive ability which is most powerful when predicting leadership and entrepreneurship intention, emergence and success. [ABSTRACT FROM AUTHOR]

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Objective: Extending research on the incremental validity of life story variables and the importance of particular kinds of story contexts, this paper tested the hypothesis that a single theme (narrative redemption) in a specific life story episode (the low point-or an episode that challenges the self) can predict well-being, above and beyond covariates.Method: Two samples, an emerging adult (N = 144) and a late midlife sample (N = 158), provided life story episodes with different life story collection methods (written and interview) and completed self-report measures concurrently and longitudinally.Results: The findings indicated that low point redemption was associated concurrently and longitudinally with well-being when controlling for the Big Five factors of Extraversion and Neuroticism and narrative word count. These associations held for three months among emerging adults and four years among late midlife adults. Aggregating redemption in high and low points did not improve the concurrent or longitudinal association between redemption and well-being.Conclusions: The findings demonstrate the capacity of elements in a single challenging episode of the life story to predict well-being. [ABSTRACT FROM AUTHOR]

Many psychometric measures yield data that are compatible with (a) an essentially unidimensional factor analysis solution and (b) a correlated-factor solution. Deciding which of these structures is the most appropriate and useful is of considerable importance, and various procedures have been proposed to help in this decision. The only fully developed procedures available to date, however, are internal, and they use only the information contained in the item scores. In contrast, this article proposes an external auxiliary procedure in which primary factor scores and general factor scores are related to relevant external variables. Our proposal consists of two groups of procedures. The procedures in the first group (differential validity procedures) assess the extent to which the primary factor scores relate differentially to the external variables. Procedures in the second group (incremental validity procedures) assess the extent to which the primary factor scores yield predictive validity increments with respect to the single general factor scores. Both groups of procedures are based on a second-order structural model with latent variables from which new methodological results are obtained. The functioning of the proposal is assessed by means of a simulation study, and its usefulness is illustrated with a real-data example in the personality domain. [ABSTRACT FROM AUTHOR]

This study examined the incremental validity of the Satisfaction with Relationship Status Scale (ReSta; Lehmann et al. 2015) in comparison to the Relationship Assessment Scale (RAS; Hendrick 1988). The incremental validity of ReSta was assessed using a cross-sectional (N = 239) and longitudinal sample (N = 117) of Polish young adults aged 20 to 36. The results showed that ReSta, as opposed to RAS, predicted life satisfaction, emotional and psychological well-being, but it did not predict depressive symptoms, which were predicted by RAS. ReSta also significantly contributed to the higher accuracy of cross-validation of individuals to single and partnered groups when compared with RAS. The Satisfaction with Relationship Status Scale as an analog scale measuring satisfaction with relationship status provides meaningful information in the prediction of life satisfaction, and emotional and psychological well-being when compared with RAS, which in turn is the only significant predictor of depressive symptoms. [ABSTRACT FROM AUTHOR]

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed. [ABSTRACT FROM AUTHOR]

Trait Emotional Intelligence (or trait emotional self-efficacy) is a constellation of emotional perceptions assessed through questionnaires and rating scales (Petrides et al., 2007b). This paper examined the psychometric features of the Trait Emotional Questionnaire Full Form (TEIQue-FF; Petrides, 2009b) in the Italian context. Incremental validity in the prediction of depression and anxiety was also tested with respect to the Big Five. Participants were 1343 individuals balanced for gender (690 females and 653 males) whose mean age was 29.65 years (SD = 13.64, range 17–74 years). They completed a questionnaire battery containing the TEIQue and measures of the Big Five, depression, and anxiety (both trait and state). Results indicated that the performance of the TEIQue-FF in the Italian context was comparable to the original United Kingdom version as regards its reliability and factor structure. Moreover, the instrument showed incremental validity in the prediction of depression and state-trait anxiety after controlling for the Big Five. [ABSTRACT FROM AUTHOR]

Optimism and positive reappraising seemingly mediate religiosity's association with well-being. Yet past studies linking religiosity and cognitive coping typically use a bivariate design; thereby ignoring rival explanations. Given previous evidence that agreeableness and conscientiousness (personality traits that co-vary with optimism, positive reappraisal usage and religiosity) largely nullify the association between religiosity and social support, hierarchical regression modelling of cross-sectional survey data – Australia (N = 195), Japan (N = 931) and the USA (N = 5999) – is employed to incrementally validate religiosity's association with optimism and also positive reappraisals. Although religiosity remains a statistically significant predictor of these coping styles, including agreeableness and conscientiousness typically reduces the strength of association. These cross-cultural results lend weight to the hypothesis that religiosity is a potential, albeit small, influence on cognitive coping styles. Prospective research is now needed to establish whether changes in religiosity precede changes in coping as theorised. [ABSTRACT FROM AUTHOR]

Recent research has identified three virtues from the 24 strengths in the VIA Classification of Strengths and Virtues, labeled caring, inquisitiveness, and self-control. This article explored this model further. Study 1 demonstrated substantial congruence in three-factor loadings across 12 samples (total N = 1,082,230) despite substantial differences in methodology. Study 2 (N = 1719) provided support for the use of aggregate scores for the three virtues. Study 3 (N = 498) demonstrated substantial overlap between measures of personality and the virtues. We conclude these three are potentially essential components of a theory of virtue. They cannot be considered a sufficient model, which may be unattainable. We also note that treating virtue as an individual difference concept neglects key elements of our understanding of virtue as a social construct, and these more amorphous elements must be considered in developing an optimal model of virtue. [ABSTRACT FROM AUTHOR]

Background/Aims: The aim of this paper was to evaluate the incremental validity of the Montreal Cognitive Assessment (MoCA) index scores and the MoCA total score in differentiating individuals with normal cognition versus mild cognitive impairment (MCI) or Alzheimer disease (AD). Methods: Effect sizes were calculated for Alzheimer’s Disease Neuroimaging Initiative research participants with normal cognition (n = 295), MCI (n = 471), or AD (n = 150). Results: Effect sizes for the total score were large (> 0.80) and exceeded the index scores in differentiating those with MCI versus normal cognition, MCI versus AD, and AD versus normal cognition. A combined score incorporating the Memory, Executive, and Orientation indexes also improved incremental validity for all 3 group comparisons. Conclusion: Administration of the entire MoCA is more informative than the index scores, especially in distinguishing normal cognition versus MCI. A combined score has stronger incremental validity than the individual index scores. [ABSTRACT FROM AUTHOR]

Self-leadership has gained popularity in organizational research and practice. It is comprised of three main components: behavior-focused strategies, constructive thought patterns, and focusing on natural rewards. Past work has distinguished self-leadership from some personality traits, but more work is needed beyond the five-factor model. This study examined construct validity in relation to HEXACO and self-regulatory traits, as well as incremental validity in predicting self-reported job performance using hierarchical multiple regression. In Study 1, two HEXACO traits (conscientiousness and extraversion) and all self-regulatory traits (public self-consciousness, private self-consciousness, ego-resiliency, and self-control) were related to at least one self-leadership component. Consistent with the theory behind self-leadership, self-regulatory traits predicted additional variance in self-leadership beyond the HEXACO traits. This finding demonstrates that self-leadership is related to, but distinct from, self-regulation. Study 2 replicated findings in relation to self-regulatory traits contributing additional explanatory variance in self-leadership. Study 2 also showed that self-leadership predicted unique variance for various self-reported job performance dimensions (proficiency, adaptivity, and proactivity) and role contexts (individual, team, organizational). Thus, self-leadership is useful predictor of self-reported job performance beyond personality and self-regulatory traits. These findings support the validity and uniqueness of the self-leadership construct in self-regulation theory. [ABSTRACT FROM AUTHOR]

Background: Women with comorbid substance use disorders are an extremely vulnerable group having an increased relative risk of negative outcomes such as incarceration, morbidity and mortality. In Sweden, women with comorbid substance use disorders may be placed in compulsory care for substance abuse treatment. Clinical intake assessment procedures are a distinct aspect of clinical practice and are a foundation upon which client motivation and continued treatment occurs.Method: The current study is a naturalistic quasi-experiment and aims to assess the five-year costs and benefits of a standard intake interview versus an extended psychological and psychiatric assessment for a group of chronic substance abusing women placed in compulsory care in Sweden between 1997 and 2000. Official register data on criminal activity, healthcare use, compulsory care stays and other services was retrieved and all resources used by study participants from date of index care episode was valued. In addition, the cost of providing the intake assessment was estimated.Results: Results show that the extended assessment resulted in higher net costs over five years of between 256,000 and 557,000 SEK per person for women placed in care via the Law on Compulsory Care for Substance Abusers (LVM). Higher assessment costs made up a portion of this cost. The majority of this cost (47-57%) falls on the local municipality (social welfare) and 11.6-13.7% falls on the individual patient.Conclusions: Solid evidence supporting the clinical utility or incremental validity of assessment for improving treatment outcomes in this setting was not confirmed. [ABSTRACT FROM AUTHOR]

Background This study assessed the incremental validity of the Personality Inventory for DSM-5 (PID-5) beyond the impact of demographic, burden of illness, five-factor model of personality, and DSM-5 personality disorder criteria with respect to associations with admission psychiatric symptoms and functional disability. Methods Psychiatric inpatients ( N = 927) were administered the Big Five Inventory, PID-5, and personality disorder criteria counts. Prior treatment utilization, as well as baseline depression, anxiety, emotion regulation, and functional disability were administered within two days of the personality measures. Hierarchical regression models were used to explore the association of personality functioning with symptom functioning, emotion regulation and disability. Results Neuroticism was associated with all symptom measures, providing further support for its relevance in clinical populations. Personality trait domains (negative affect, detachment, and psychoticism) from the PID-5 demonstrated incremental validity in predicting baseline symptom and disability functioning over and above demographic, burden of illness, and psychiatric comorbidity and five-factor model (FFM) personality traits. Conclusions Dimensional measures of personality functioning were consistently associated with baseline symptom functioning, supporting the relevance of personality functioning as it relates to psychiatric symptoms. The PID-5 uniquely contributed to the prediction of baseline symptom functioning, thus providing incremental validity over gold-standard personality trait measures. [ABSTRACT FROM AUTHOR]

The Psychological Capital Questionnaire (PCQ) is the most commonly used measure for assessing psychological capital in work settings. Although several studies confirmed its factorial validity, most validation studies only examined the four-factor structure preconized by Luthans, Youssef, and Avolio, not attending to empirical evidence on alternative factorial structures. The present study aimed to test the psychometric properties of the Portuguese version of the PCQ, by using two independent samples (NS1=542; NS2=115) of Portuguese employees. We conducted a series of confirmatory factor analyses and found that, unlike previous findings, a five- factor solution of the PCQ best fitted the data. The evidence obtained also supported the existence of a second-order factor, psychological capital. The coefficients of internal consistency, as measured by Cronbach's alpha, were adequate and test-retest reliability suggested that the PCQ presented a lower stability than personality factors. Convergent validity, assessed with average variance extracted, revealed problems in the optimism subscale. The discriminant validity of the PCQ was confirmed by its correlations with Positive and Negative Affect and Big Five personality factors. Hierarchical regression analyses showed that this measure has incremental validity over personality and affect when predicting job performance. [ABSTRACT FROM AUTHOR]

There has been a heightened focus on improving the resident selection process, particularly within highly competitive specialties. Previous research, however, has generally lacked a theoretical background, leading to inconsistent and biased results. Our recently published systematic review examining applicant characteristics and performance in residency can provide historical insight into the predictors (ie, constructs) and outcomes (ie, criteria) previously deemed pertinent by the otolaryngology community. Personnel psychology uses evidence-based practices to identify the most qualified candidates for employment using a variety of selection methods. Extensive research in this discipline has shown that integrity tests, structured interviews, work samples, and conscientiousness offer the greatest increase in validity when combined with general cognitive ability. Blending past research knowledge with the principles of personnel selection can provide the necessary foundation with which to engage in theory-driven, longitudinal studies on otolaryngology resident selection moving forward. [ABSTRACT FROM AUTHOR]

Although universal screening for mental health difficulties is increasingly recognized as a way to identify children who are at risk and provide early intervention, little research exists to inform decisions about screening, such as the choice of informants and the type of information collected. The present study examined the incremental validity of teacher- and parent-rated (primarily mothers) symptoms and impairment in a non-referred sample of early elementary school children (n = 320, 49 % boys, ages 6 to 9) in terms of predicting impairment as rated by a different teacher 1 year later. Teacher-rated symptoms and impairment and parent-rated impairment were each unique predictors of later impairment; however, parent-rated symptoms did not contribute to the prediction of later impairment above and beyond these other indicators. The results indicate that, when screening for mental health difficulties in the school system, impairment ratings collected across settings add useful information, but it may not be necessary to use parent symptom ratings when teacher symptom ratings are available. [ABSTRACT FROM AUTHOR]

A common form of missing data is caused by selection on an observed variable (e.g.,Z). If the selection variable was measured and is available, the data are regarded as missing at random (MAR). Selection biases correlation, reliability, and effect size estimates when these estimates are computed on listwise deleted (LD) data sets. On the other hand, maximum likelihood (ML) estimates are generally unbiased and outperform LD in most situations, at least when the data are MAR. The exception is when we estimate the partial correlation. In this situation, LD estimates are unbiased when the cause of missingness is partialled out. In other words, there is no advantage of ML estimates over LD estimates in this situation. We demonstrate that under a MAR condition, even ML estimates may become biased, depending on how partial correlations are computed. Finally, we conclude with recommendations about how future researchers might estimate partial correlations even when the cause of missingness is unknown and, perhaps, unknowable. [ABSTRACT FROM PUBLISHER]

Dynamic Assessment (DA) has been shown to have more predictive value than conventional tests for academic performance. However, in relation to reading difficulties, further research is needed to determine the predictive validity of DA for specific aspects of the different processes involved in reading and the differential validity of DA for different subgroups of students with an academic disadvantage. This paper analyzes the implementation of a DA device that evaluates processes involved in reading (EDPL) among 60 students with reading comprehension difficulties between 9 and 16 years of age, of whom20 have intellectual disabilities, 24 have reading-related learning disabilities, and 16 have socio-cultural disadvantages. We specifically analyze the predictive validity of the EDPL device over attitude toward reading, and the use of dialogue/participation strategies in reading activities in the classroom during the implementation stage. We also analyze if the EDPL device provides additional information to that obtained with a conventionally applied personal-social adjustment scale (APSL). Results showed that dynamic scores, obtained from the implementation of the EDPL device, significantly predict the studied variables. Moreover, dynamic scores showed a significant incremental validity in relation to predictions based on an APSL scale. In relation to differential validity, the results indicated the superior predictive validity for DA for students with intellectual disabilities and reading disabilities than for students with socio-cultural disadvantages. Furthermore, the role of metacognition and its relation to the processes of personal-social adjustment in explaining the results is discussed. [ABSTRACT FROM AUTHOR]

Spinal cord stimulation (SCS) has variable effectiveness in controlling chronic pain. Previous research has demonstrated that psychosocial factors are associated with diminished results of SCS. The objective of this investigation is to examine associations between pre-implant psychological functioning as measured by the Minnesota Multiphasic Personality Inventory–2–Restructured Form (MMPI-2-RF) and SCS outcomes. SCS candidates at two sites (total N = 319) completed the MMPI-2-RF and measures of pain, emotional distress, and functional ability as part of a pre-implant psychological evaluation. At an average of 5 months post-implant, patients completed the measures of pain and emotional distress a second time. Poorer SCS outcomes and poorer patient satisfaction were associated with higher pre-implant MMPI-2-RF scores on scales used to assess emotional dysfunction, somatic/cognitive complaints, and interpersonal problems. Ways through which pre-implant psychological evaluations of spinal cord stimulator candidates can be informed by MMPI-2-RF findings are discussed. [ABSTRACT FROM AUTHOR]