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When an organism is exposed to environmental stimuli of varying intensity, the adaptive changes in the CNS can be explained by several conceptual provisions: the law of motivation–activation by Yerkes and Dodson, the laws of force and pessimal protective inhibition, and the theory of emotion activation. Later, reinforcement sensitivity theory was developed in the fields of psychology and psychophysics. At the same time, cortical prepulse inhibition (PPI), the prepulse inhibition of perceived stimulus intensity (PPIPSI), and the augmentation/reduction phenomenon were proposed in sensory neurophysiology, which expanded our understanding of consciousness. The aim of this study was to identify markers of levels of activity of cognitive processes under normal and in psychopathological conditions while amplifying the information stimulus. For this purpose, we changed the contrast level of reversible checkerboard patterns and mapped the visual evoked potentials (VEPs) in 19 monopolar channels among 52 healthy subjects and 39 patients with a mental illness without an active productive pathology. Their cognitive functions were assessed by presenting visual tests to assess invariant pattern recognition, short-term visual memory, and Gestalt perception. The personalities of the healthy subjects were assessed according to Cattell's 16-factor questionnaire, linking the data from neurophysiological and cognitive studies to factors Q4 (relaxation/tension) and C (emotional stability). According to the N70 and N150 VEP waves, the healthy subjects and the patients were divided into two groups. In some, there was a direct relationship between VEP amplitude and contrast intensity (21 patients and 29 healthy persons), while in the others, there was an inverse relationship, with a reduction in VEP amplitude (18 patients and 23 healthy persons). The relationship and mechanisms of subjects' cognitive abilities and personality traits are discussed based on the data acquired from the responses to information stimuli of varied intensity. [ABSTRACT FROM AUTHOR]

Importance of Recruitment and Selection Process for the Organization to Attract & Retain Talent Personality testing, cognitive ability assessments and emotional intelligence tests are all tools that organizations began incorporating into recruitment frameworks to improve the predictability of hiring scenarios. However, this study would help the use of psychological assessment methods in recruitment and selection process to make such techniques economically viable with respect to predicting employee performance, preventing early turnover rate among recruited employees in Maharashtra state. It examines the manner in which these tools are used within multiple industries of Maharashtra and reviews their accuracy, efficacy as well as limitations. The information was collected using interviews with HR professionals and surveys distributed among the candidates who attempted for psychological assessment. What the research shows, when practiced scientifically, the psychological assessments can significantly improve your ability to select candidates who will do well in a role also be cultural fit. The study also focus to contribute in effective training HR employees to use these psychological assessments effectively. The study concludes that while psychological measures have significant potential to enhance hiring outcomes, their effectiveness requires appropriate selection of the psychological assessments used along with standardization and on-going validation efforts. For Maharashtra based enterprises, they should be devising-Role & Industry Specific engagement Assessment Strategies Customized and Training HR professionals on Psychological Assessments relevant to their functions. [ABSTRACT FROM AUTHOR]

This paper considers how a particular understanding of personality, as manifest in the way discourses about personality types are circulated and employed, may serve as a foundation for rationalizing the logic of human capital and its concomitant inequalities. Focusing on the recent popularity of the Myers-Briggs Type Indicator (MBTI) in South Korea and the way it is adopted in online content offering advice on English language learning, this paper suggests that a conceptualization of personality as simultaneously enduring and inherent, on the one hand, and standardized and technologized, on the other, allows personality testing and personality type to serve as moral technologies of self that conceal the contradictions underlying the promotion of English language learning as a key to developing one's human capital in neoliberal Korean society. [ABSTRACT FROM AUTHOR]

Objective: Peritoneal dialysis (PD) requires high patient conscientiousness. Therefore, we aimed to investigate the relationship between conscientiousness score and prognosis in PD patients. Methods: The ten-item Big Five Personality Inventory's Chinese version was used to assess the conscientiousness score. Basic clinical information, prior medical history, hematological examination results, the occurrence of the first peritonitis and catheter-related infection, the start of hemodialysis, and the time of renal transplantation were collected. The patients were split into two groups, high and low conscientiousness groups, based on the mean value of the conscientiousness score. The differences in prognostic indicators were compared between groups, and the association between conscientiousness score and prognostic indicators in PD patients was assessed. Results: Enrolled PD patients were divided into low conscientiousness group 103 and high conscientiousness group 98. There were significant differences in serum albumin (p = 0.021) and iPTH (p = 0.045) between the two groups. Multivariate Cox regression analysis identified conscientiousness score as an independent risk factor for the development of first peritonitis (HR = 0.558, 95% CI 0.400-0.779, p = 0.001) and first catheter-related infection (HR = 0.544, 95% CI 0.308-0.962, p = 0.036) in PD patients. Conscientiousness score (HR = 2.377, 95% CI 1.109-5.095, p = 0.026) was independently associated with renal transplantation. Conclusion: Conscientiousness personality is closely related to the prognosis of PD patients. [ABSTRACT FROM AUTHOR]

The goal of the current study was to develop a resilience selection tool for combat officers that would augment the test battery at the Israel Defense Force (IDF) Officer Selection Center (OSC). To enable this goal, we sought to explore the underlying structure of resilience in a diverse number of resilience predictors. Participants were 1,533 male candidates at the IDF OSC. Using Exploratory Factor Analysis followed by Confirmatory Factor Analysis, 159 items from 13 separate resilience scales were refined into a single, 18-item psychological resilience scale. The new scale emphasizes self-efficacy, competency and overall positive self-perception. The new scale is tailored specifically to military combat officers. Initial construct validity was demonstrated against Big Five dimensions and psychological evaluations at IDF OSC. Predictive validity was demonstrated against command and peer evaluations from IDF Officer Training School (OTS). Medium to strong positive correlations were found between the resilience scale and Big Five dimensions of Extroversion and Conscientiousness, as well as a medium negative correlation with Neuroticism. Low but significant correlations were found between the resilience measure and psychological evaluations of combat officer vocational congruence. Low but significant correlations were also found with command and peer evaluations from Officer Training School. Resilience scale scores were found to predict OTS commander evaluations, but not OTS peer evaluations, beyond standard OSC scores when controlling for demographic variables. The theoretical importance of findings as well as implications for military officer selection are discussed. [ABSTRACT FROM AUTHOR]

Many medical schools incorporate assessments of personal characteristics, including personality traits, in their selection process. However, little is known about whether changes in personality traits during medical training affect the predictive validity of personality assessments. The present study addressed this issue by examining the stability of personality traits and their predictive validity over a 6-year medical training course. Participants were two cohorts of Swiss medical students (N = 272, 72% of students admitted to Year 2) from whom we collected demographic data, Swiss medical studies aptitude test (EMS) scores, Big Five personality traits scores measured at three times and scores on the multiple-choice and objective structured clinical examination parts of the final medical examination. Our findings indicated that personality traits had medium-to-high rank-order stability (r >.60 over 3 years and r >.50 over 6 years). Mean-level changes were moderate for agreeableness (d = + 0.72) and small for neuroticism and conscientiousness (d = -0.29, d = -0.25, respectively). Individual reliable change indices ranged from 4.5% for openness to 23.8% for neuroticism. The predictive validity was similar to that of the first three years of follow-up. To the best of our knowledge, this is the first study to investigate changes in personality across undergraduate curriculum. Medical students' personality traits were mostly stable across medical school and retain their predictive validity. Consequently, this study supports the use of tools measuring constructs underlying personality traits in selection. In addition, this study confirms that examination formats could favor students with certain personality traits. [ABSTRACT FROM AUTHOR]

In this study, third in a series of studies of the relationships between the dominant type of the Word Meaning Structure (WMS) and various psychic processes, response patterns on personality questionnaires with Likert-type response format of individuals with different levels of education (including adult illiterates) in Brazil (N = 102) and in Estonia (N = 520) were assessed with person oriented methods of data analysis. We found that responses to two personality questionnaires (International Personality Item Pool Questionnaire, IPIP-Q60 and Estonian Collectivism Scale, ESTCOL) are inconsistent and do not correspond to theories that underlie construction and interpretation of such assessment tools. Two novel ways to assess inconsistent response patterns were developed. The Consistency Index (CI) characterizes between-item inconsistency and the Determinacy Index (DI) characterizes within-item inconsistency. The dominant type of the WMS and the level of education were related to both CI and DI. Higher level of between-item inconsistency characterizes everyday conceptual thinkers with lower levels of education and higher level of within-item inconsistency was observed among logical conceptual thinkers with higher levels of education. Systematic relationships between WMS and inconsistent patterns of responses indicate that responses on personality questionnaires cannot be interpreted in terms of personality characteristics. The results of our study also provide further support to the idea that dominant type of the WMS is a pervasive characteristic of the psyche and determines qualitatively possibilities and limits of the psychic processes. The results of this study are in agreement with the idea that WMS defines the "Great Divide." [ABSTRACT FROM AUTHOR]

This paper comments on Tett and Simonet's (2021) outline of two contradictory positions on job applicants' self-presentation on personality tests labelled "faking is bad" (FIB) versus "faking is good" (FIG). Based on self-presentation theory (Marcus, 2009) Tett and Simonet assigned to their FIG camp, I develop the ideas of (a) understanding self-presentation from the applicant's rather than the employer's perspective, (b) avoiding premature moral judgment on this behavior, and (c) examining consequences for the validity of applicant responses with a focus on the intended use for, and the competitive context of, selection. Conclusions include (a) that self-presentation is motivationally and morally more complex than assumed by proponents of the FIB view; (b) that its consequences for validity are ambivalent, which implies that simple credos like "FIB" or "FIG" are equally unjustified; and (c) that the label "faking" shall be abandoned from the scientific inquiry on the phenomena at hand, as it contributes to prejudiced and often erroneous conclusions. [ABSTRACT FROM AUTHOR]

The use of personality testing during the hiring process has become a common practice in general business settings. However, their use has been rather non-existent in the field of corrections. This limited use may stem from a lack of awareness about preemployment personality tests in corrections, as well as a lack of measures normed and validated for use with correctional applicants. The present study outlines reliability and validity for the Critical Hire – Personality Assessment, a Five Factor Model based assessment of personality developed for probation, parole, and other correctional officer job applicants. This study provides initial empirical support for the Critical Hire – Personality Assessment's internal consistency, test-retest reliability, convergent validity, and criterion validity when measuring job performance ratings. Results provide practical application of the Critical Hire – Personality Assessment for correctional agencies as a tool complementing existing hiring practices. [ABSTRACT FROM AUTHOR]

The aim was to explore how job applicants use strategies when completing a personality test in a selection process, and further to identify factors that contribute to a positive test experience. The informants were eight former applicants for an actual job including management responsibilities. The applicants had completed the personality test OPQ32i. We used semi-structured interviews when collecting data, and thematic analysis was used as an analytic approach.. The candidates considered strategies as important during the testing to optimize their own test profile. Strategies used were related to strategic honesty, time use, consistency, and aiming not to obtain middle or extreme scores. Criteria for an optimal test experience were positive expectations for the test, previous experiences with personality testing, high belief in the test, perception of the test as fair and relevant for the job, as well as certain aspects related to the feedback interview. Our study has provided important knowledge about the subjective experience of a personality test situation in a selection process. The use of strategies should be seen in a more holistic perspective than only focusing on faking. The results address the importance of using the feedback interview as an integrated and central element when applying personality tests in personnel selection.

Previous research has demonstrated that selection decision making is improved with the use of valid pre-employment assessments, but these assessments can often engender negative reactions on the part of job candidates. Reactions to personality assessments tend to be particularly negative, and these reactions are even worse for forced-choice personality assessments. This latter issue is particularly troubling given the evidence showing that forced-choice measurement is quite effective at reducing deliberate response distortions (i.e., faking). Given the importance organizations place on candidate experience during the recruitment and selection process, improving applicants' reactions to valid selection assessments is important. Previous research has not, however, discussed the reasons or mechanisms behind why test takers have negative reactions to forced-choice assessments in particular. Here, we propose that forced-choice measurement threatens elements of the test taker's self-concept thereby engendering negative reactions to the assessment. Based on these theoretical arguments, we develop and test the efficacy of four format variations to a forced-choice assessment to improve test taker reactions. Results suggest that, compared to a traditional/standard forced-choice assessment, test takers reacted more positively to forced-choice assessment formats that (1) used a graded, as opposed to dichotomous, response scale (i.e., allowing for slightly (dis)agree responses); (2) included post-assessment performance feedback; and (3) removed the most socially undesirable items from the test. The theoretical and practical implications of these results are discussed. [ABSTRACT FROM AUTHOR]

Despite the established validity of personality measures for personnel selection, their susceptibility to faking has been a persistent concern. However, the lack of studies that combine generalizability with experimental control makes it difficult to determine the effects of applicant faking. This study addressed this deficit in two ways. First, we compared a subtle incentive to fake with the explicit "fake-good" instructions used in most faking experiments. Second, we compared standard Likert scales to multidimensional forced choice (MFC) scales designed to resist deception, including more and less fakable versions of the same MFC inventory. MFC scales substantially reduced motivated score elevation but also appeared to elicit selective faking on work-relevant dimensions. Despite reducing the effectiveness of impression management attempts, MFC scales did not retain more validity than Likert scales when participants faked. However, results suggested that faking artificially bolstered the criterion-related validity of Likert scales while diminishing their construct validity. [ABSTRACT FROM AUTHOR]

Assessment in career counseling is an essential part because it helps counselors to identify individuals' unique characteristics which assist in making educational or vocational decisions, having lifetime implications. Using interview technique, this article aimed at examining the existing practices of Pakistani career practitioners about their use of assessment tools with their counselee. Career counseling appears to be a neglected area as scant evidence can be found related to its development, particularly with regard to career practitioners' training and development of assessment tools. Yet, some practitioners are fully aware of its importance and utilize psychometric assessment tools mostly for helping students for making academic or career related decisions. However, dependence on internationally developed theories in practice and research is a matter of concern. It indicates career assessment and career counseling at large needs policy makers' and academicians' attention to address the gaps through policy and indigenous theoretical framework. [ABSTRACT FROM AUTHOR]

Purpose: While factors that influence test takers' reactions to personality testing in selection contexts have been well researched, little empirical research evidence exists to determine whether these factors also apply to test takers' reactions in the context of management development (MD). The purpose of this study is, therefore, to explore what explains different test takers' reactions in the context of MD programs. Design/methodology/approach: A qualitative longitudinal approach with three phases of data collection was used, resulting in participatory workshop observations and 11 semi-structured interviews with participants from two different contexts. Data were analyzed using Qualitative Comparative Analysis (QCA). Findings: The findings show that test takers' reactions vary; some are more accepting, others are more neutral or rejecting, where perceived usefulness, clarity of purpose and perceived respectfulness are identified as distinguishing factors. Individuals also differ in terms of their awareness of assumptions and their perceived emotional safety, two emerging factors that are relevant in the MD context. Research limitations/implications: Data were collected during the MD workshops and three months after, but no records of immediate test takers' reactions were included, which could be an addition for future research. Practical implications: The findings of this study suggest that human resource development (HRD) professionals have significant impact on test takers' reactions when it comes to encouraging self-reflection and learning along personality tests. Originality/value: This study adds to existing research by offering insights into factors in MD settings where participants are concerned about aspects of fairness, learning and behavioral change. [ABSTRACT FROM AUTHOR]

Faculty senators participate in shared governance and play an important role in higher education's policy-making. This paper presents a theoretical framework for promoting governance success. It highlights three potential success factors: perspicacity, sagacity, and mentorship. A management model supporting success in faculty senate governance should also consider including advisory board involvement and active participation in mentor leadership training. The model was constructed to emphasize the importance of effective faculty senator leadership development in practical terms. [ABSTRACT FROM AUTHOR]

The present study investigated the comparability of laptop computer- and tablet-based administration modes for the Minnesota Multiphasic Personality Inventory–2–Restructured Form (MMPI-2-RF). Employing a counterbalanced within-subjects design, the MMPI-2-RF was administered via both modes to a sample of college undergraduates (N = 133). Administration modes were compared in terms of mean scale scores, internal consistency, test–retest consistency, external validity, and administration time. Mean scores were generally similar, and scores produced via both methods appeared approximately equal in terms of internal consistency and test–retest consistency. Scores from the two modalities also evidenced highly similar patterns of associations with external criteria. Notably, tablet administration of the MMPI-2-RF was substantially longer than laptop administration in the present study (mean difference 7.2 minutes, Cohen's d =.95). Overall, results suggest that varying administration mode between laptop and tablet has a negligible influence on MMPI-2-RF scores, providing evidence that these modes of administration can be considered psychometrically equivalent. [ABSTRACT FROM AUTHOR]

Applied psychologists commonly use personality tests in employee selection systems because of their advantages regarding incremental criterion-related validity and less adverse impact relative to cognitive ability tests. Although personality tests have seen limited legal challenges in the past, we posit that the use of personality tests might see increased challenges under the Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) due to emerging evidence that normative personality and personality disorders belong to common continua. This article aims to begin a discussion and offer initial insight regarding the possible implications of this research for personality testing under the ADA. We review past case law, scholarship in employment law, Equal Employment Opportunity Commission (EEOC) guidance regarding "medical examinations," and recent literature from various psychology disciplines—including clinical, neuropsychology, and applied personality psychology—regarding the relationship between normative personality and personality disorders. More importantly, we review suggestions proposing the five-factor model (FFM) be used to diagnose personality disorders (PDs) and recent changes in the Diagnostic and Statistical Manual of Mental Disorders (DSM). Our review suggests that as scientific understanding of personality progresses, practitioners will need to exercise evermore caution when choosing personality measures for use in selection systems. We conclude with six recommendations for applied psychologists when developing or choosing personality measures. [ABSTRACT FROM AUTHOR]

Abstract Background Identification of successful general surgical residents remains a challenging endeavor for program directors with a national attrition of approximately 20% per year. The Big 5 personality traits and the Grit Scale have been extensively studied in many industries, and certain traits are associated with professional or academic success. However, their utility in surgery resident selection is unknown. Methods We performed a retrospective review of all categorical surgery residents (n = 34) at the University of Texas Medical Branch from 2015 to 2017. Current residents were classified into low performing (n = 12) or non-low performing (n = 22) based on residency performance and standardized test scores. Groups were assessed for differences in both conventional metrics used for selection and Big 5 and grit scores using bivariate analysis and Pearson's correlation coefficient. Personality testing was administered to recent resident applicants (n = 81). Applicants were ranked using conventional application information. We then examined the applicants' personalities and their rank position with personality characteristics of non–low-performing residents to determine if there was any correlation. Results The Big 5 personality test identified significantly higher extroversion, conscientiousness, and emotional stability scores in those residents classified as non–low performers. There was no significant difference in conventional metrics or in grit scores between non–low performers and low performers. Our final rank does not correlate well with personality traits of non–low performers. Conclusions The Big 5 test may prove to be a useful adjunct to the traditional residency application in identifying applicants who may become successful in general surgery residency. [ABSTRACT FROM AUTHOR]

Over the last decade, an increasingly competitive global market has led to the substantial increase in the use of personality tests by employers as part of applicant selection. The benefits, legality, and potential negative impact personality testing and other data collection can have on individuals' rights must be considered by organizations. Employers who engage in this type of testing need to ensure that the tests used are not tantamount to medical exams, are not used to unlawfully discriminate against an applicant based on a protected classification, and that proper protocols are in place to protect individuals' privacy and statutory rights. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to assess whether individuals engage in response distortion when applying for which they are highly motivated by job desire. Design/Method/Approach: Participants completed questionnaires regarding scenarios of different jobs to assess the level of job desire and personality dimensions. Personality dimensions were assessed using the 50 item IPIP to determine a representation of the Big Five factor framework commonly relied upon by HR managers. The data was analysed by the use of ttests to determine statistical significance. Findings: Response distortion was found to be significantly higher for all personality variables in the high job desire than in the low job desire. Implications: The results indicate that merely applying for a job can not be assumed to mean that every applicant has the same level of motivation, job desire, and that consequently, the responses to the personality dimensions may be distorted. [ABSTRACT FROM AUTHOR]

The psychological characteristics of acute traumatic brain injury (TBI) have received limited research focus, despite empirical evidence of their relevance for subsequent psychological adjustment and early therapeutic intervention. This study addressed a wide range of psychological features in 47 individuals who were hospitalized as a result of acute mild TBI (mTBI). Participants were screened from amongst consecutive TBI admissions for moderate to severe brain injury, and for pre-injury neurological, psychiatric, or substance abuse histories. Clinical and content scale scores on the MMPI-2 were explored in relation to patient gender, age, level of education, and extent of cognitive complaints. The results revealed diverse psychosocial problem areas across the sample, the most common of which were somatic and cognitive complaints, compromised insight, and a naively optimistic self-perception. The mediating roles of injury severity and demographic variables are discussed. Clinical implications and specific recommendations are presented. [ABSTRACT FROM PUBLISHER]

Background: Patient-centered models of assessment have shown considerable promise for increasing patients' readiness for mental health treatment in general, but have not been used to facilitate patients' engagement in substance use disorder (SUD) treatment. We developed a brief patient-centered intervention using assessment and feedback of personality data and examined its acceptability and efficacy to increase early engagement in residential SUD treatment. Methods: Thirty patients entering a 90-day residential SUD treatment program were randomly assigned to a feedback (n = 17) or control (n = 13; assessment-only) condition. Normal-range personality was assessed with the NEO Personality Inventory-Revised (NEO PI-R). Patients were re-interviewed one month after treatment entry to obtain information on their satisfaction with the intervention, as well as their adjustment to the residential milieu. Electronic medical records were reviewed to obtain information on patients' length of stay in the program and discharge status. Univariate ANOVAs and chi-square tests were conducted to examine group differences on outcomes. Results: Patients' ratings indicated strong satisfaction with the feedback intervention and expectations that it would have a positive impact on their treatment experiences. Among patients who had not previously been treated in the residential program, the feedback intervention was associated with more positive relationships with other residents in treatment and a stronger alliance with the treatment program one month after treatment entry. The feedback intervention was also associated with a longer length of stay in treatment, although this effect did not reach statistical significance. Conclusions: The findings highlight the clinical utility of providing SUD patients with patient-centered feedback based on the results of personality testing, and provide preliminary support for the acceptability and efficacy of this intervention to facilitate early engagement in residential SUD treatment. [ABSTRACT FROM AUTHOR]