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We build on a novel model of personality [PersDyn] that captures three sources of individual differences (here applied to neuroticism): (1) one's baseline level of behavior, affect, and cognitions (baseline); (2) the extent to which people experience different neuroticism levels (variability); and (3) the swiftness with which they return to their neuroticism baseline once they deviated from it (attractor strength). To illustrate the model, we apply the PersDyn model to the study of the relationship between neuroticism and emotional exhaustion. In the first study, we conducted a 5-day experience sampling study on 89 employees who reported on their level of state neuroticism six times per day. We found that higher levels of baseline neuroticism and variability were related to increased emotional exhaustion. Furthermore, we found an interaction effect between baseline and attractor strength: people with a high baseline and high attractor strength tend to experience a high degree of emotional exhaustion, whereas people with low levels of baseline neuroticism are less likely to suffer from exhaustion if their attractor strength is high. In the second study, we conducted a laboratory experiment on 163 participants, in which we manipulated state neuroticism via short movie clips. Although the PersDyn parameters were not related to post-experiment emotional exhaustion, the interaction effect between baseline and attractor strength was replicated. It is concluded that a dynamic approach to neuroticism is important in understanding emotional exhaustion.

In the present paper, we offer an integrative approach to personality that combines within-person and between-person differences. By drawing on the principles of dynamic systems theory, we present Personality Dynamics model – a novel framework that captures people's typical pattern of changes in personality states using three model parameters: baseline personality, reflecting the stable set point around which one's states fluctuate, personality variability, or the extent to which one's personality states fluctuate across time and situations, and personality attractor force, pertaining to the swiftness with which deviations of one's baseline are pulled back to the baseline. We argue that the dynamic approach to personality represented in the PersDyn model has the potential to integrate different perspectives on individual differences. We also demonstrate that the dynamic approach to personality offers a consensual paradigm of personality with the potential to advance our understanding and knowledge of individual differences, by detailing the factors and processes included in the model, as well as links to existing theories and applications in various research lines. ispartof: Personality And Individual Differences vol:144 pages:11-18 status: published

This chapter reviews the extant literature on adult interest development and take the discussion one step further by framing it in the context of a transactional perspective on person-environment fit. It discusses two theoretical perspectives that may shed light on the issue of adult interest development. The chapter reviews the social cognitive model of interest development as a theoretical framework that offers one explanation for how individuals gradually gain interest in certain fields of activity. Vocational interests are typically defined in work, organizational, and career psychology as relatively stable individual differences that influence behavior through preferences for certain work activities and work environments. Most of the research findings concerning the development of vocational interests during adulthood come from early test developers interested in the relative stability of interest scores across time. Manipulation in transactional model refers to possible changes in work-related characteristics made by individuals over time.

The extent to which a good person-environment (PE) interest fit between student and study program leads to better study results in higher education is an ongoing debate wherein the role of the study program environment has remained inadequately studied. Unanswered questions include: how diverse study programs are in the interests of their student populations, and how this program interest diversity influences study results, in comparison to individual PE fit? The present study addressed these questions in students (N = 4,635) enrolled in open-access university education. In such an open access system, students are allowed to make study choices without prior limitations based on previous achievement or high stakes testing. Starting from the homogeneity assumption applied to this open access setting, we propose several hypotheses regarding program interest diversity, motivation, student-program interest fit, and study results. Furthermore, we applied a method of measuring interest diversity based on an existing measure of correlational person-environment fit. Results indicated that interest diversity in an open access study environment was low across study programs. Results also showed the variance present in program interest diversity was linked to autonomous and controlled motivation in the programs' student populations. Finally, program interest diversity better explained study results than individual student fit with their program of choice. Indeed, program interest diversity explained up to 44% of the variance in the average program's study results while individual student-program fit hardly predicted study success at all. Educational policy makers should therefore be aware of the importance of both interest fit and interest diversity during the process of study orientation.

The development and promotion of social-emotional skills in childhood and adolescence contributes to subsequent well-being and positive life outcomes. However, the assessment of these skills is associated with conceptual and methodological challenges. This review discusses how social-emotional skill measurement in youth could be improved in terms of skills' conceptualization and classification, and in terms of assessment techniques and methodologies. The first part of the review discusses various conceptualizations of social-emotional skills, demonstrates their overlap with related constructs such as emotional intelligence and the Big Five personality dimensions, and proposes an integrative set of social-emotional skill domains that has been developed recently. Next, methodological approaches that are innovative and may improve social-emotional assessments are presented, illustrated by concrete examples. We discuss how these innovations could advance social-emotional assessments, and demonstrate links to similar issues in related fields. We conclude the review by providing several concrete assessment recommendations that follow from this discussion. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

The present study examined structural alignment (prepositional object dative and double object dative) and its prosocial effects in Spanish-English bilinguals (English L2) and native English speakers (English L1). A scripted picture description paradigm in which a confederate and participant alternately described pictures was used. L1 and L2 speakers of English displayed comparable levels of structural alignment. In a second phase of the experiment we show that after being exposed to structural alignment by the confederate, L1 but not L2 participants displayed an increase in prosocial behavior as reflected by the time they were willing to help with an extra task. Possible explanations and implications are then discussed.

Although personality is typically conceptualized in industrial, organizational, and vocational psychology as enduring and stable, an increasing volume of research now shows that personality changes throughout the lifespan, with work being a potentially important influence of trait development. This paper reviews and integrates the emergent literature in this area, and in doing so proposes a new Demands-Affordances TrAnsactional (DATA) model of personality development at work, against which research is evaluated. This DATA model clarifies how personality-related behavior at work is called upon by work demands at four different levels (vocation, job, group and organization) and proposes Person-Environment (PE) fit as the main guiding mechanism for personality trait change at work. Drawing on this model, we develop a predictive framework of work demands that influence personality and outline eight core questions to advance this field.

Research shows that extraversion is unrelated to performance approach goal orientation, both at the trait- and the state-level. However, since previous studies have either focused on the trait- or the state-level, such a conclusion may be premature. Building upon the idea that acting against one’s trait consumes self-control resources, we reason that within-person deviations from one’s level of trait extraversion might negatively relate to performance approach goal orientation. Using experience sampling data from 47 employees across 10 days (N = 307), we found that deviations from one’s trait extraversion levels are associated with lower levels of performance approach goal orientation. These findings suggest that an integrative approach to personality allows to better understanding of the relationship between extraversion and performance approach goal orientation.

Prior research demonstrated that narcissism fosters the attainment of higher managerial ranks in organizations. However, it is not known whether climbing the corporate ladder also fosters the development of narcissism over time. Whereas prior work consistently adopted a unidirectional perspective on narcissism and career attainment, this study presents and tests a bidirectional perspective, incorporating long-term development in narcissism in relation to and in response to long-term upward mobility. To this end, a cohort of highly educated professionals was assessed three times over a 22-year time frame. Extended latent difference score modeling showed that, over the entire interval, within-person changes in narcissism were positively related to within-person changes in upward mobility. This was in line with our first hypothesis which described a positive co-development between both processes over time. However, when reciprocity was analyzed in a time-sequential manner, i.e. from the first career stage to the second, we found more support for narcissism predicting later upward mobility (Hypothesis 2) than for the reverse effect from mobility to later change in narcissism (Hypothesis 3). Moreover, this effect from upward mobility to subsequent change in narcissism was negative, indicating that higher career attainment during the first career stage inhibited (rather than fostered) subsequent growth in narcissism. In sum, these results indicate that narcissism continues to demonstrate room for development over the course of people's careers. However, future research is needed to further clarify the exact nature of the effects that career experiences such as upward mobility have on this developmental process.

Personality researchers and clinical psychologists have long been interested in within-person variability in a given personality trait. Two critical methodological challenges that stymie current research on within-person variability are separating meaningful within-person variability from (a) true differences in trait level; and (b) careless responding (or person unreliability). To partly avoid these issues, personality researchers commonly only study within-person variability in personality states over time using the standard deviation (SD) across repeated measurements of the same items (typically across days)-a relatively resource-intensive approach. In this article, we detail an approach that allows researchers to measure another type of within-person variability. The described approach utilizes item-response theory (IRT) on the basis of Bockenholt's (2012) three-process model, and extracts a meaningful variability score from Likert-ratings of personality descriptions that is distinct from directional (trait) responding. Two studies (N = 577; N = 120-235) suggest that IRT variability generalizes across traits, has high split-half reliability, is not highly correlated with established indices of IRT person unreliability for directional trait responding, and correlates with within-person SDs from personality inventories and within-person SDs in a diary study with repeated measurements across days 20 months later. The implications and usefulness of IRT variability from personality descriptions as a conceptually clarified, efficient, and feasible assessment of within-person variability in personality ratings are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Numerous studies established personality traits as predictors of career success. However, if and how career success can also trigger changes in personality has not received much attention. Drawing from the neosocioanalytic model of personality and its social investment and corresponsive principles, this paper investigated how the attainment of objective career success contributes to personality change in the Big Five traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness. We conducted cross-lagged analyses with three measurement waves over eight years with a representative sample of 4′767 working adults from the German Socio-Economic Panel and examined if objective success (i.e., income and occupational prestige) predicted changes in personality. We also tested if effects differed across age groups or between men and women. Results showed that career success predicted changes in personality for neuroticism, extraversion, and openness. Higher income predicted a decrease in neuroticism and increase in openness. Higher prestige predicted a decrease in extraversion and an increase in openness. Results did not differ according to age group or for men or women. We discuss the results in light of the effects that career success can exert on personality development and the complexity inherent in observing personality change.

A new, Holland-based Interest Inventory is proposed, intended to facilitate the transition from secondary to tertiary education. Specific interest items were designed to grasp activities that are prevalent during tertiary studies, including an Academic-track-scale to assist in the choice between academic and vocational-oriented programs. Interest profile descriptions are complemented by a list of matching study programs. Data from 3,962 students were analyzed to evaluate the underlying circumplex structure, the criterion validity of the Academic-track-scale and the study program RIASEC codes. It is concluded that the assessment and feedback tools are promising instruments to facilitate the transition to tertiary education.

Abstract. Individuals differ in the way they use rating scales to describe themselves, and these differences are particularly pronounced in children and early adolescents. One promising remedy is to correct (or “anchor”) an individual’s responses according to the way they use the scale when they rate an anchoring vignette (a set of hypothetical targets differing on the attribute of interest). Studying adolescents’ self-reports of their socio-emotional attributes, we compared traditional self-report scores with vignette-corrected scores in terms of reliability (internal consistency), discriminant validity (scale intercorrelations), and criterion validity (predicting achievement test scores in language and math). A large and representative sample of 12th grade Brazilian students (N = 8,582, 62% female, mean age 18.2) were administered a Portuguese-language self-report inventory assessing social-emotional skills related to the Big Five personality dimensions. Correcting scores according to vignette ratings led to increases in the reliability of scales measuring Conscientiousness and Openness, but discriminant validity and criterion validity increased only when each scale was corrected using its own corresponding vignette set. Moreover, accuracy in rating the vignettes was correlated with language achievement test scores, suggesting that verbal factors play a role in providing both normative vignette ratings of others and self-reports that are reliable and valid.

There are two contrasting perspectives on the effects of state extraversion. One states that people benefit from behaving extraverted, regardless of their level of trait extraversion. The second entails that behaving concordant to one’s trait is natural while deviations from the trait level— counterdispositional behaviors—are effortful to maintain, leading to mental fatigue. We test the possibility that both perspectives are correct, with beneficial effects of high state extraversion showing immediately, while the depleting counterdispositional effects are delayed. Experience sampling data from 67 employees (N = 1,664), shows that extraverted behaviors are associated with high levels of vitality in the short-term, however, if the extraverted behaviors are not congruent with one’s trait level, they backfire, leading to depleted levels of vitality about one later.

In their focal article, Reynolds, McCauley, Tsacoumis, and the Jeanneret Symposium Participants (2018) stress the importance of context in leadership assessment. For instance, they argue that senior executives work in a different context compared to lower-level managers and that this should be taken into account. A simple example is that the competency of strategic thinking is critical for executive performance but much less so, if at all, for front-line supervisors. The claim that context matters in leadership and in the assessment of leaders is easy to grasp but difficult to apply in practice.

Research shows that extraversion is unrelated to performance approach goal orientation, both at the trait- and the state-level. However, since previous studies have either focused on the trait- or the state-level, such a conclusion may be premature. Building upon the idea that acting against one’s trait consumes self-control resources, we reason that within-person deviations from one’s level of trait extraversion might negatively relate to performance approach goal orientation. Using experience sampling data from 48 employees across 10 days (N=384), we found that deviations from one’s trait extraversion level are associated with lower levels of performance approach goal orientation. These findings suggest that an integrative approach to personality allows to better understand the relationship between extraversion and performance approach goal orientation.

Likert-type self-report scales are frequently used in large-scale educational assessment of social-emotional skills. Self-report scales rely on the assumption that their items elicit information only about the trait they are supposed to measure. However, different response biases may threat this assumption. Specifically in children, the response style of acquiescence is an important source of systematic error. Balanced scales have been proposed as a solution to control for acquiescence, but the reasons why this design feature worked from the perspective of modern psychometric models have been underexplored. Three methods for controlling for acquiescence are compared: (a) Classical ipsatization by partialling out the mean, (b) an Item Response Theory method to measure Person Differential Functioning (DPF), and (c) random intercept item factor analysis. Comparative analyses are conducted on simulated ratings and on self-ratings provided by 40,649 students (aged 11 to 18) on a fully balanced 30-item scale assessing Conscientious Self-management. Acquiescence bias was explained as person differential item functioning and it was demonstrated that: (a) the acquiescence index is highly related to DPF, (b) balanced scales resolve DPF, and (c) that random intercept factors are highly related to DPF and the substantive factor is controlled for DPF.

Likert-type self-report scales are frequently used in large-scale educational assessment of social-emotional skills. Self-report scales rely on the assumption that their items elicit information only about the trait they are supposed to measure. However, different response biases may threaten this assumption. Specifically, in children, the response style of acquiescence is an important source of systematic error. Balanced scales, including an equal number of positively and negatively keyed items, have been proposed as a solution to control for acquiescence, but the reasons why this design feature worked from the perspective of modern psychometric models have been underexplored. Three methods for controlling for acquiescence are compared: classical method by partialling out the mean; an item response theory method to measure differential person functioning (DPF); and multidimensional item response theory (MIRT) with random intercept. Comparative analyses are conducted on simulated ratings and on self-ratings provided by 40,649 students (aged 11-18) on a fully balanced 30-item scale assessing conscientious self-management. Acquiescence bias was explained as DPF and it was demonstrated that: the acquiescence index is highly related to DPF; balanced scales produce scores controlled for DPF; and MIRT factor scores are highly related to scores controlled for DPF and the random intercept is highly related to DPF.

This study advanced knowledge on charisma by (a) introducing a new personality-based model to conceptualize and assess charisma and by (b) investigating curvilinear relationships between charismatic personality and leader effectiveness. Moreover, we delved deeper into this curvilinear association by (c) examining moderation by the leader's level of adjustment and by (d) testing a process model through which the effects of charismatic personality on effectiveness are explained with a consideration of specific leader behaviors. Study 1 validated HDS charisma (Hogan Development Survey) as a useful trait-based measure of charisma. In Study 2 a sample of leaders (N = 306) were assessed in the context of a 360-degree development center. In line with the too-much-of-a-good-thing effect, an inverted U-shaped relationship between charismatic personality and observer-rated leader effectiveness was found, indicating that moderate levels are better than low or high levels of charisma. Study 3 (N = 287) replicated this curvilinear relationship and further illustrated the moderating role of leader adjustment, in such a way that the inflection point after which the effects of charisma turn negative occurs at higher levels of charisma when adjustment is high. Nonlinear mediation modeling further confirmed that strategic and operational leader behaviors fully mediate the curvilinear relationship. Leaders low on charisma are less effective because they lack strategic behavior; highly charismatic leaders are less effective because they lack operational behavior. In sum, this work provides insight into the dispositional nature of charisma and uncovers the processes through which and conditions under which leader charisma translates into (in)effectiveness. (PsycINFO Database Record

The construction of the 18REST, a short 18-item inventory to describe students{\textquoteright} position on John Holland{\textquoteright}s RIASEC interest types, is documented. The instrument is meant to be used in large-scale assessment in education and on the labor market, supplementing information on school achievement and social-emotional skills. This research was carried out in Brazil, initially with two independent samples composed by adolescents and adults. The 18REST{\textquoteright}s psychometric properties are compared to those of the more extended RIASEC item pool and confirmed in a new independent undergraduate sample. Despite differences between genders were found as expected, invariance measurement across gender was indicated. Different ways to use the 18REST in large-scale assessment are discussed.

When analyzed via item response theory, Likert-type items are modeled by estimating a set of thresholds (i.e., parameters that inform on the latent trait level required for endorsing a given scale option) that are assumed to be invariant across the population of individuals. If persons vary in response styles this assumption may not hold. This is called person differential functioning (PDIF). Anchoring vignettes offer an approach to learn how individuals translate the latent trait into Likert responses, and a method to assess potential variability in item thresholds across individuals. A vignette presents hypothetical persons differing on the attribute of interest (usually low, medium and high), and asks respondents to rate the hypothetical persons in the same Likert scale used in self-assessment. This can then be used to resolve PDIF, potentially producing measures that are more comparable. We investigated if the patters of responses to vignettes have a developmental trend and if they are related to cognitive capacity, using data from a large-scale educational assessment. We then investigated if anchor-adjusted scores produce more reliable and valid measures.

Neubert, Mainert, Kretzschmar, and Greiff (2015) plea to integrate the 21st century skills of complex problem solving (CPS) and collaborative problem solving (ColPS) in the assessment and development suite of industrial and organizational (I-O) psychologists, given the expected increase in nonroutine and interactive tasks in the new workplace. At the same time, they promote new ways of assessing these skills using computer-based microworlds, enabling the systematic variation of problem features in assessment. Neubert and colleagues’ (2015) suggestions are a valuable step in connecting differential psychologists’ models of human differences and functioning with human resources professionals’ interest in understanding and predicting behavior at work. We concur that CPS and ColPS are important transversal skills, useful for I-O psychologists, but these are only two babies of a single family, and the domain of 21st century skills includes other families of a different kind that are also with utility for I-O psychologists. The current contribution is meant to broaden this interesting discussion in two important ways. We clarify that CPS and ColPS need to be considered in the context of a wider set of 21st century skills with an origin in the education domain, and we highlight a number of crucial steps that still need to be taken before “getting started” (Neubert et al., 2015, p. last page of the discussion) with this taxonomic framework. But first, we feel the need to slightly reframe the relevance of considering 21st century skills in I-O psychology by shifting the attention from narrow task-related skills to the broader domain of career management competencies.

Previous studies have shown that conscientiousness facets incrementally predict performance above and beyond trait conscientiousness. In the present paper we investigate whether this finding also holds at the daily level. We conducted a ten-day experience sampling study assessing state conscientiousness in the morning and task performance and organizational citizenship behavior (OCB) in the afternoon. Using multilevel bi-factor modeling we show that general state conscientiousness positively predicts both task performance and OCB. Moreover, self-discipline and deliberation showed incremental predictive validity above and beyond overall state conscientiousness in the prediction of daily task performance, whereas none of the state conscientiousness facets uniquely predicted daily OCB levels.

The Revised NEO Personality Inventory (NEO-PI-R, Costa & McCrae, 1992) and its latest version, the NEO-PI-3, were designed to measure 30 distinctive personality traits, which are grouped into Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness domains. The mean self-rated NEO-PI-R scores for 30 subscales have been reported for 36 countries or cultures (McCrae, 2002, Appendix 1). As a follow-up, this study reports the mean scores of the NEO-PI-R/3 for 71,334 participants from 76 samples and 62 different countries or cultures and 37 different languages. Mean differences in personality traits across countries and cultures were about 8 times smaller than differences between any two individuals randomly selected from any of these samples. Nevertheless, systematic differences can be observed in the aggregate personality profiles, in which Anglophonic and Nordic countries are distinguished from the rest of the world. This study provides further evidence that country/culture mean scores in personality are replicable and can provide reliable information about personality dispositions.

In this study we examined the role of trait core self-evaluations (CSE) as a person-related resource, hypothesizing that the relationship between task complexity and performance would be positive for people high in trait CSE and negative for people low in trait CSE. Moreover, we hypothesized that trait CSE would influence the buffering effect of job-related resources on the complexity–performance relationship, with such a buffering effect showing for people high but not for people low in trait CSE. To test our hypotheses, we conducted a five-day spanning experience sampling study. Our results showed that trait CSE indeed influenced the complexity–performance relationship in the sense that this relationship was only positive for employees high in CSE. Results on the hypothesized three-way interaction between task complexity, job-related resources, and CSE were less univocal as only one out of four three-way interactions approached conventional levels of significance. By showing that the complexity–...

Under the increasing influence of trait-perspectives on leadership, the current study introduces a personality-based measure of charisma. In order to obtain a Five-Factor Model (FFM) prototype for the charismatic leader, experts in the field of leadership and personality research were invited to participate in an expert panel. For each of the 30 NEO PI-R facets, experts (N = 38) rated the prototypic case of a successful charismatic leader on a scale ranging between 1 (extremely low) and 9 (extremely high). Based on the FFM count technique (Miller, Bagby, Pilkonis, Reynolds, & Lynam, 2005), an easy-to-use count was developed in which facets that were rated as being prototypically high (≥ 7) or low (≤ 3) were summed together to calculate the FFM charisma score. To investigate the predictive validity of the FFM charisma count in terms of work-related outcomes, the 1994 Ghent alumni sample was used in which college alumni (N = 262) were administered the NEO PI-R before entering the labor market and 15 years later when their professional careers had unfolded. The results demonstrate that FFM charisma was positively related to extrinsic career outcomes 15 years later, including income, number of subordinates, and managerial level. Moreover, FFM charisma was positively associated with adaptive performance, and with career roles that directly relate to charismatic leadership. It is concluded that the FFM charisma compound provides opportunities to map charismatic tendencies in a career-relevant way.

This article describes the too little/too much (TLTM) scale as an innovation in rating scale methodology that may facilitate research on the too-much-of-a-good-thing effect. Two studies demonstrate how this scale can improve the ability to detect curvilinear relationships in leadership research. In Study 1, leaders were rated twice on a set of leader behaviors: once using a traditional 5-point Likert scale and once using the TLTM scale, which ranged between –4 ( much too little), 0 ( the right amount), and +4 ( much too much). Only linear effects were observed for the Likert ratings, while the TLTM ratings demonstrated curvilinear, inverted U-shaped relationships with performance. Segmented regressions indicated that Likert ratings provided variance associated with the too little range of the TLTM scale but not in the too much range. Further, the TLTM ratings added incremental validity over Likert ratings, which was entirely due to variance from the too much range. Study 2 replicated these findings using a more fine-grained, 9 -point Likert scale, ruling out differences in scale coarseness as an explanation for why the TLTM scale was better at detecting curvilinear effects.

The goal of this article was to investigate the mechanisms through which personality relates to task performance. We argue that perceptions of work pressure and task complexity trigger momentary levels of neuroticism (i.e., state neuroticism) and that these momentary levels of neuroticism predict momentary task performance. Moreover, we hypothesized that the relationship between momentary job demands and state neuroticism is moderated by trait neuroticism. To test this model, we conducted an event reconstruction study and a day reconstruction study. The results revealed that trait neuroticism indeed moderated the momentary job demands–state neuroticism relationship, and in three out of four cases state neuroticism was found to mediate the relationship between momentary job demands and momentary task performance. From a practical point-of-view our results suggest that employees’ task performance can be improved by enhancing the way in which individuals perceive job demands. This strategy would be particula...

In the psychology and educational science programs at Ghent University, only 36.1 % of the new incoming students in 2011 and 2012 passed all exams. Despite availability of information, many students underestimate the scientific character of social science programs. Statistics courses are a major obstacle in this matter. Not all enrolling students master the basic mathematical skills needed to pass statistics courses. Therefore, we propose a test that measures these skills. Our aim is to examine the predictive validity of the test with regard to the statistics course and also as to overall academic success. The results indicate that a test of very basic mathematics skills helps identify at-risk students at and before the start of the academic year. The practical implications of these results are discussed. The test aids the efficient use of means for remedial interventions and supports future students in choosing a higher education program that suits their potential.

BackgroundWe used growth mixture modeling (GMM) to identify subsets of patients with qualitatively distinct symptom trajectories resulting from treatment. Existing studies have focused on 12-week antidepressant trials. We used data from a concurrent antidepressant and psychotherapy trial over a 6-month period. MethodEight hundred twenty-one patients were randomized to receive either fluoxetine or tianepine and received cognitive-behavioral therapy, supportive therapy, or psychodynamic therapy. Patients completed the Montgomery-angstrom sberg depression rating scale (MADRS) at the 0, 1, 3, and 6-month periods. Patients also completed measures of dysfunctional attitudes, functioning, and personality. GMM was conducted using MADRS scores and the number of growth classes to be retained was based on the Bayesian information criterion. ResultsCriteria supported the presence of four distinct latent growth classes representing gradual responders of high severity (42% of sample), gradual responders of moderate severity (31%), nonresponders (15%), and rapid responders (11%). Initial severity, greater use of emotional coping strategies, less use of avoidance coping strategies, introversion, and less emotional stability predicted nonresponder status. Growth classes were not associated with different treatments or with proportion of dropouts. ConclusionsThe longer time period used in this study highlights potential overestimates of nonresponders in previous research and the need for continued assessments. Our findings demonstrate distinct growth trajectories that are independent of treatment modality and generalizable to most psychotherapy patients. The correlates of class membership provide directions for future studies, which can refine methods to predict likely nonresponders as a means to facilitate personalized treatments.

Recently, the severity of general personality dysfunction has gained broad interest in personality disorder (PD) research. We analysed data of 511 participants aged 20-41 years from a comprehensive psychiatric survey in the general population of Zurich, Switzerland. We added the trait-scores from all DSM-IV PDs, as assessed by a self-report questionnaire, to provide a measure of general personality dysfunction. Adjusting for the Big Five personality domains as a proxy for stylistic PD elements, this composite PD score exhibited strong associations with neuroticism and schizotypy. General personality dysfunction additionally revealed a moderate detrimental association with psychosocial functioning and a strong effect on coping resources, on heavy drinking and drug use and on most psychopathological syndromes. Of particular interest is the strong association with total psychopathological distress and co-occurrence of multiple disorders, suggesting that increasing PD severity relates to the degree of global impairment independent of specific PD traits. Discussed herein are implications for public mental health policies, classification, conceptualization and treatment of PDs. Copyright (c) 2014 John Wiley & Sons, Ltd.

A summary is provided what the fields of personality and developmental psychology had to offer each other the past decade, reflected in the eleven contributions enclosed in this special issue. Strengths and opportunities to further advance the field are identified, including the extension of general trait with maladaptive trait models, the use of alternative methods to assess personality, and the adoption of configural approaches to describe traits in individuals, beyond more traditional person-centered approaches.

Guenole (2014) makes a strong case for considering the recent developments in the abnormal personality literature concerning the conceptualization of maladaptive personality traits. We specifically applaud his effort in bringing the development of the DSM-5 maladaptive trait model under the attention of applied researchers, as this is an issue that has until now remained under the radar of work and organizational psychologists. In light of the increased research attention for maladaptive, aberrant, and/or dysfunctional personality traits in the work context, his plea is certainly timely. Moreover, given the prevalence of personalityrelated problems in the population—in DSM-5 it is estimated that approximately 15% of U.S. adults qualify for at least one personality disorder (APA, 2013, p. 646), which implies that subclinical tendencies are even much more common— maladaptive traits should be of great interest to all HR professionals involved in employee assessment.

Remarkably little research has addressed change and stability in person–environment fit across time. The objective of the current study was to address this gap in the literature by investigating Holland interest–occupation congruence across time for a sample of college alumni (N = 167) that were tracked during the first third of their professional career. Congruence was examined in all its complexity, including a repeated assessment of both occupations and interests, the use of objective (O*NET) and subjective (self-report) environment assessment methods, and adopting sophisticated congruence calculation methods (i.e., Euclidean distance and profile correlation). This resulted in a total of 12 interest–occupation comparisons within and across time that could be related to general and career specific well-being. The results first indicated moderate levels of stability in interests and occupations across the 15-year time interval, yet also with room for change. Congruence analyses indicated significant interest–occupation fit at the beginning of the career and 15 years later, with the magnitude of congruence slightly varying depending on which occupation assessment and which congruence method was used. Profile correlation congruence did not change over time in absolute terms and evidenced relative stability. Euclidean distance indices had little relative stability over time but did manifest some absolute changes in levels of congruence. Finally, job change moderated the association between interest–occupation congruence and life satisfaction in such a way that higher levels of satisfaction were reported only when little job change was present.

The definition, classification and assessment of personality disorders (PDs) have attracted considerable debate for nearly 50 years. This paper attempts a comprehensive review of the instruments to assess all, or specific, individual disorders as described in DSM-5, including structured interviews and inventories. The review should be helpful for clinicians, researchers and also industrial and organizational psychologists, to screen and assess the personality pathology spectrum from subclinical manifestations to full blown personality pathology. A decision tree helpful to choose among the different measures is also provided.

The current investigation addressed several questions in the burgeoning area of child personality assessment. Specifically, the present study examined overlapping and nonoverlapping variance in two prominent measures of child personality assessment, followed by tests of convergent and divergent validity with child temperament and psychopathology. Informant report (72.1% mother) was obtained for a community sample of 803 youth ( Mage = 11.34 years; 51.6% female). The results revealed strong convergence between two empirically based measures of child personality traits, although some discrepancies were noted. The results from analyses predicting temperament and psychopathology were complex, suggesting that higher order child personality traits account for both shared and unique variance in these constructs, relative to one another. Overall, the current investigation provides a multifaceted contribution to evidence for construct validity of child personality traits and highlights the need for subsequent research in this area.

Summary As employees grow older, do their attitudes regarding work change over time? Can such long-term changes be understood from a personality development perspective? The present study addressed these fundamental questions by tracking 504 young professionals' work attitudes (i.e., job satisfaction and work involvement) and Big Five personality traits over the first 15 years of their professional career. We specifically investigated whether trait changes drive peoples' changing attitudes, a mechanism we called maturation of work attitudes. Latent change models first indicated significant associations between traits and attitudes at the beginning of the career, and mean-level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity. Although no significant mean-level changes in work attitudes were observed, results regarding correlated change indicated that variability in attitude change was related to variability in trait change and that this indeed signaled a maturational process. Finally, reciprocal effect estimates highlighted bidirectional relations between personality and attitudes over time. It is discussed how these results (i) provide a better understanding of potential age effects on work-related attitudes and (ii) imply a revision of the traditional dispositional approach to attitudes. Copyright © 2013 John Wiley & Sons, Ltd.

The convergent and discriminant validity of two methods to assess a broad spectrum of aberrant personality tendencies was examined in a large sample of managers who were administered the NEO–PI–R (N = 11 862) and the Hogan Development Survey (N = 6774) in the context of a professional development assessment. Five–Factor Model (FFM) aberrant compounds, defined as linear combinations of NEO–PI–R facets, converged for the antisocial, borderline, histrionic, avoidant and obsessive–compulsive tendencies with their respective Hogan Development Survey counterparts. Alternative linear FFM combinations did improve convergent results for the schizoid and obsessive–compulsive pattern. Risk for various aberrant tendencies was roughly equal across different employment sectors, with a higher prevalence of borderline, avoidant and dependent tendencies in the legal and more histrionic tendencies in the retail sector. Adopting FFM aberrant compound cut–offs developed for coaching purposes to flag at risk individuals showed that 20% to 25% of all managers qualified for at least one and 10% to 15% were flagged as at risk for two or more aberrant tendencies. The theoretical implications and the repercussions of this research for the design of professional development and coaching trajectories are discussed. Copyright © 2013 European Association of Personality Psychology

The Montgomery-Asberg Depression Rating Scale (MADRS) is a widely used clinician-rated measure of depressive severity. Empirical support for the factor structure of the MADRS is mixed; further, the comparison of MADRS scores within and between patients requires the demonstration of consistent instrument properties. The objective of the current investigation was to evaluate MADRS factor structure as well as MADRS factorial invariance across time and gender. The MADRS was administered to 821 depressed outpatients participating in a large-scale effectiveness study of combined pharmacotherapy and psychotherapy for depression. Treatment outcome did not differ across treatment groups. Factor structure and invariance was evaluated via confirmatory factor analysis. A four-factor model consisting of Sadness, Negative Thoughts, Detachment and Neurovegetative symptoms demonstrated a good fit to the data. This four-factor structure was invariant across time and gender. A hierarchical model, in which these four factors served as indicators of a general depression factor, was also supported. A limitation of the current study is the lack of comprehensive characterization of patient clinical features; results need to be replicated in more severely depressed or treatment refractory patients. Overall, evidence supported the use of the MADRS total score as well as subscales focused on affective, cognitive, social and somatic aspects of depression in male and female outpatients.

The DSM-5 may be the first edition that enables a developmental perspective on personality disorders because of its proposal to include a trait assessment in the Axis II section. The current study explores the reliability, structure, and construct validity of the Personality Inventory for DSM-5 (PID-5; Krueger, Derringer, Markon, Watson, & Skodol, 2012) in adolescents, a measure that assesses the proposed DSM-5 traits. A community sample of Flemish adolescents (N = 434; 44.7% male) provided self-reports on the PID-5 and the Dimensional Personality Symptom Itempool (DIPSI; De Clercq, De Fruyt, Van Leeuwen, & Mervielde, 2006). Results indicate an acceptable reliability for the majority of the PID-5 facets and a tendency toward structural convergence of the adolescent PID-5 structure with the adult proposal. Convergent validity with age-specific facets of personality pathology was generally supported, but discriminant validity appeared to be low. Beyond the findings that support the applicability of the PID-5 in adolescents, developmental issues may be responsible for specific differences in the adolescent PID-5 structure, the rather poor discriminant validity of the PID-5, and the lower reliability of a small number of PID-5 facets. These results indicate that further research on the validity of the PID-5 in younger age groups is required.

The research agenda for DSM-5 emphasizes the implementation of dimensional trait models into theclassification of personality disorders (PDs). However, because assessment psychologists may still want to recoverthe traditional DSM-IV categories, researchers developed a count technique that uses sums of selected Five-FactorModel facets to assess the DSM-IV PDs. The presented study examined the convergent and divergent validity ofdifferent linear combinations of trait facets to describe specific DSM-IV PDs in a heterogeneous clinical sample(N=155) with sufficient prevalence of all PDs, using semi-structured interviews to obtain all diagnostic information,and comparingalternative counts from five different sources for each PD. The results show thatnoneofthe schizotypal,antisocial, and dependent counts succeeded in combining good convergent with adequate divergent validity. However,the original counts could be optimized for five of the seven remaining PDs by using alternative Five-Factor Modelprototypes. The diagnostic and taxonomic implications of these findings are discussed. Copyright © 2012 John Wiley& Sons, Ltd.Key words: personality disorders; Five-Factor Model; Structured Interview for the Five-Factor Model; prototypes;PD countsThe validity problems associated with the current conceptu-alization of personality disorders (PDs) in the Diagnosticand Statistical Manual of Mental Disorders [DSM-IV-TR;AmericanPsychiatricAssociation (APA), 2000] areextensivelydocumented in the recent research literature (e.g. Shedler W Widiger & Trull, 2007). Because these problemsstem largely from the categorical nature of the taxonomy,alternative dimensional approaches have been proposed inthe run-up to DSM-5 (Widiger, Simonsen, Krueger, Livesley,& Verheul, 2005). Many of these proposals called for anintegration of the classification of PDs with dimensional mod-els of general personality structure, implying that PDs can beunderstood as maladaptive variants of normal personalitytraits. Given the relative consensus on its validity to representnormal personality (Widiger & Costa, 1994), the Five-FactorModel (FFM) is by far the most researched general trait modelin relation to personality pathology. Numerous studies haveconsistently confirmed meaningful and unique relationshipsbetween the DSM-IV PDs and the facets of the FFM (for ameta-analytic review, see Samuel & Widiger, 2008). Moreover,theFFMhasproventobeavaluablestructuralframeworktointegrate both normal and abnormal traits from varioustheoretical models (Markon, Krueger, & Watson, 2005), andthisunifyingqualityhasbeenwidelyrecognized(Clark,2007).Widiger, Costa, and McCrae (2002) have developed anelaborate strategy to implement this empirically supportedFFM of personality pathology into clinical practice. Theyproposed a four-step procedure for diagnosing a PD fromthe perspective of the FFM. The first step requires a completedescription of an individual’s personality using the fivedomains and 30 facets of the FFM. Secondly, social andoccupational impairments associated with extreme trait levelsneed to be identified. The third step is to determine whetherthese impairments reach a clinically significant level thatwould warrant a diagnosisofPD.The fourthandoptional stepwould involve a quantitative matching of the individualFFM profile to prototypic profiles of traditional diagnosticconstructs, such as the DSM-IV PDs.Although this last step is ultimately a step back to the muchcriticizedcategoricalsystem(WidigerM Krueger, Skodol,Livesley,Shrout,HMiller,Reynolds,&Pilkonis,2004),asotherwise,clinicianswhoareunfamiliarwiththenewsystem might be too reluctant to put it into practice. TheDSM-5 Task Force also recommends that any dimensionalmodelthatwouldbeintroducedinthenewmanualshouldalsobeusedtodescribekeyconstructsfromDSM-IV(APA,2011).Toenable clinicians to use FFM prototypes as measures ofthetraditionalDSMPDconstructs,LynamandWidiger(2001)developed a prototype matching technique, in which a clini-callyobtainedFFMprofileismatchedagainstexpert-generated

Summary: This paper focuses on the role of personality at different stages of people's working lives. We begin by reviewing the research in industrial, work, and organizational (IWO) psychology regarding the longitudinal and dynamic influences of personality as an independent variable at different career stages, structuring our review around a framework of people's working lives and careers over time. Next, we review recent studies in the personality and developmental psychology domain regarding the influence of changing life roles on personality. In this domain, personality also serves as a dependent variable. By blending these two domains, it becomes clear that the study of reciprocal effects of work and personality might open a new angle in IWO psychology's long-standing tradition of personality research. To this end, we outline various implications for conceptual development (e.g., trait stability) and empirical research (e.g., personality and work incongruence). Finally, we discuss some methodological and statistical considerations for research in this new research domain. In the end, our review should enrich the way that IWO psychologists understand personality at work, focusing away from its unidirectional predictivist influence on job performance toward a more complex longitudinal reciprocal interplay of personality and working life.

The relationships between two measures proposed to describe personality pathology, that is the Revised NEO Personality Inventory (NEO-PI-3) and the Personality Inventory for DSM-5 (PID-5), are examined in an undergraduate sample ( N = 240). The NEO inventories are general trait measures, also considered relevant to assess disordered personality, whereas the PID-5 measure is specifically designed to assess pathological personality traits, as conceptualized in the DSM-5 proposal. A structural analysis of the 25 PID-5 traits confirmed the factor structure observed in the U.S. derivation sample, with higher order factors of Negative Affectivity, Detachment, Antagonism, Disinhibition, and Psychoticism. A joint factor analysis of, respectively, the NEO domains and their facets with the PID-5 traits showed that general and maladaptive traits are subsumed under an umbrella of five to six major dimensions that can be interpreted from the perspective of the five-factor model or the Personality Psychopathology Five. Implications for the assessment of personality pathology and the construction of models of psychopathology grounded in personality are discussed.