Dissertations / Theses: 'Personality prediction'

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Roberts, Amy B. "Physical activity prediction using transtheoretical model and personality /." Available to subscribers only, 2005. http://proquest.umi.com/pqdweb?did=1095437441&sid=8&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Weld, Suzanne Edna. "Stress management outcome: Prediction of differential outcome by personality characteristics." Thesis, University of Ottawa (Canada), 1992. http://hdl.handle.net/10393/7740.

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This study examined differential outcome between two stress management approaches according to subject characteristics. It was hypothesized that individuals with certain characteristics might benefit more from one form of stress management training (Rational Emotive Therapy) than another (Gendlin Focusing). The implication, were this hypothesis to be supported, would be that individuals could be streamed into one form of training versus another, according to certain personality variables, and the result would be greater effectiveness and efficiency in the delivery of services. Subjects were classed as having one of two sets of characteristics. One class of subjects (N = 34) displayed stress cognitively on the Cognitive-Somatic Anxiety Questionnaire (CSAQ) and were of the Sensing type on the Myers-Briggs Type Indicator (MBTI) while the other class of subjects (N = 31) displayed their stress somatically on the CSAQ and were of the Intuitive type on the MBTI. Based on personality theory, cognitively anxious Sensing types were predicted to have greater decreases in stress as a result of receiving a Rational Emotive Therapy approach to stress management while somatically anxious Intuitive types were predicted to have greater decreases in stress as a result of receiving a Gendlin Focusing approach to stress management. Additional measures of client characteristics were taken in order to explore the predictive potential of variables which the literature indicates might be useful in predicting differential outcome. These included Locus of Control, Verbal Reasoning, Abstract Reasoning, Experiencing Ability, Rational Beliefs. A measure of stress (Symptom Check List-90-R) was taken at three points in time: pre, post-training (or post-waiting as in the case of the waiting-list controls), and at one-month follow-up. A waiting-list control group (N = 30) was utilized to demonstrate a treatment versus no treatment comparison. Treatment group subjects received 12-15 hours of stress management training in either (Rational Emotive Therapy) RET or Focusing spread over 5 weeks. Half of each class of subjects received RET while the other half of each class of subjects received Focusing. Key results include: Both classes of treatment subjects displayed significantly greater reductions (p .05) in stress levels after training as compared to waiting-list control subjects who had not received training over the same period of time. The main hypothesis was not supported. There were no statistically significant treatment by classification interactions. However, there were relationships between client satisfaction, use of the techniques, and decrease in reported levels of stress. Further analyses showed that none of the variables were significant predictors of outcome. This Study introduced Focusing as a viable stress management technique.

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Lloyd, Adele Sian. "Use of personality assessment for the prediction of behaviour in horses." Thesis, Open University, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.491596.

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There are several potential applications for horse personality assessment, but first a reliable and valid form of assessment must be developed. The primary aim of this thesis was to develop a horse personality assessment method and test it for both reliability and validity by relating personality assessments to real-world observations. A 3D-item rating questionnaire was developed and was named the Horse Personality Questionnaire (HPQ). This was used to assess 61 horses, each by three raters. 71.2% of horses and 25 of the items were rated consistently between raters. Principal component analysis (peA) on these data extracted six components that were thought to describe horse personality; Antagonism, Anxiousness, Activity, Protection, Sociability and Inquisitiveness. Personality component scores were found to correlate with horse behaviours recorded in the field, thus demonstrating the reliability and validity of the HPQ. The HPQ was also used to explore breed differences in horse personality, with 1223 horses from eight different breeds assessed. The results provided strong evide.,nce that horse breeds differ in personality, but those breeds with linked pedigrees or functions were shown to be more alike. These results suggested that personality in horses could be, to some extent, heritable and that humans have selected for different personality types. During the third study predictions of personality behaviour correlations were tested by first assessing 14 horses and then exposing each horse to three behaviour tests (learning, arena and turn-out tests). Of 25 predicted behaviours none were found to be significant. These results did not support previous indications that personality scores could be used to predict behaviour. It was concluded that the behaviour tests used and the predictions made may not have been suitable. The three experiments are discussed in terms of their implications for personality research and the potential applications of the HPQ in the equine industry. It was concluded that the HPQ was a reliable assessment method but required further development and testing prior to application in the equine industry.

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Cowles, Natalie Shapiro Steven K. "Prediction of adolescent suicidality relative contribution of diagnosis, psychotherapy, and impulsity /." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Fall/Dissertations/COWLES_NATALIE_56.pdf.

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Taylor, Pamela J. "The biosocial model of personality : application to the prediction of alcohol consumption /." St. Lucia, Qld, 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17960.pdf.

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Wiita, Nathan Ellis. "Voluntary turnover prediction comparing the utility of implicit and explicit personality measures /." Thesis, Atlanta, Ga. : Georgia Institute of Technology, 2009. http://hdl.handle.net/1853/31786.

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Thesis (M. S.)--Psychology, Georgia Institute of Technology, 2010.
Committee Chair: Lawrence R. James; Committee Member: Jack Feldman; Committee Member: Richard Catrambone. Part of the SMARTech Electronic Thesis and Dissertation Collection.

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Shoots-Reinhard, Brittany. "Using personality confidence to enhance behavioral prediction the case of self-monitoring /." Connect to resource, 2006. http://hdl.handle.net/1811/6485.

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Thesis (Honors)--Ohio State University, 2006.
Title from first page of PDF file. Document formatted into pages: contains 21 p.; also includes graphics. Includes bibliographical references (p. 16-18). Available online via Ohio State University's Knowledge Bank.

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Kabat, Robert. "Dark Triad Personality Traits Prediction of Managers' Mind-set in Business Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6841.

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Presence of the Dark Triad traits of Machiavellianism, narcissism, and psychopathy in the workplace, especially among managers, has received increased attention due to the implications for organizations. One way to influence behavior in business organizations is through controlled interventions to change individual mind-sets. A review of the extant literature indicated that the relationship between Dark Triad traits and mind-set had not been sufficiently examined. A quantitative study was conducted to examine whether a manager's Dark Triad traits predict their mindset. To explore this relationship, a sample of 153 managers' responses was collected online. The Short Dark Triad measure was used to assess participants' Machiavellianism, narcissism, and psychopathy and the Implicit Theory Measure was used to assess mind-set. Regression showed that only Machiavellianism predicts mind-set, accounting for 7% of the variance in mind-set as the criterion variable. The findings indicate that the relationship between Dark Triad traits and mind-set is weaker than a review of the extant psychological literature might suggest. Additionally, this study found that the Dark Triad traits are significantly negatively correlated with manager age, which might provide a new direction for further research. Further research on how and why Dark Triad traits tend to decline with age is recommended. The present study suggests that a better understanding of the relationship between the Dark Triad traits and mind-set and the knowledge that controlled interventions aimed at promoting a growth mind-set are most likely not a useful tool to mitigate the level of Dark Triad psychological traits of managers in business organizations.

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Marshall, Margaret A. "The traits as situational sensitivities (TASS) model : a more accurate way to predict behavior /." Thesis, Connect to this title online; UW restricted, 2002. http://hdl.handle.net/1773/8991.

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O'Connor, Peter J. "The mediation of temperament by character in the prediction of workplace outcomes." Thesis, The University of Queensland, 2007. https://eprints.qut.edu.au/102482/1/Peter_O%27Connor_thesis.pdf.

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Dimensional models of personality have typically sought to explore personality structure principally from a descriptive perspective, and as such make for effective personality taxonomies. Fortunately, personality research is currently in transition, with researchers looking towards more complex, scientifically derived theories of personality in an attempt to learn about the biological and cognitive mechanisms underlying surface level personality dimensions. The purpose of the current research program was to test numerous structural models of the relationship between two bio-cognitive models of personality and indices of workplace behaviour. It was argued that Cloninger, Svrakic and Przybeck’s (1993) scales of personality can be modelled according to an approach/avoidance framework, and that character dimensions mediate temperament in the prediction of important workplace behaviours. It was also argued that Jackson’s (2005) scales of personality can be modelled according to an approach framework, and that Goal Orientation mediates Sensation Seeking in the prediction of important workplace behaviours. Chapter 1 begins with a brief introduction to the study of personality from the trait perspective. This is followed by a brief overview of well known biological models of personality (e.g., Eysenck, 1967; Gray, 1982, 1987), leading to a more in depth discussion of both Cloninger et al.’s (1993) and Jackson’s (2005) models of personality. Cloninger et al.’s (1993) model is comprehensively reviewed and critiqued, based on clinical, genetic, psychometric and neurological research. A complex, structural model of Cloninger’s et al.’s (1993) scales of personality is then proposed. It is argued that Cloninger et al.’s dimensions can be modelled along an approach and avoidance theme, and that character mediates temperament in the prediction of important workplace behaviours. The introduction concludes with an overview of Jackson’s (2005) model, and key similarities between Jackson’s model and the proposed structural model of Cloninger et al.’s dimensions are highlighted. The introduction focuses on justifying the proposed mediation between temperament and character in the prediction of workplace variables. Chapter’s 2, 3 and 4 provide empirical tests of the key hypotheses outlined in the introduction. In chapter 2, an initial, basic test of Cloninger et al.’s model was conducted, whereby the model was compared to the Big Five (Costa & McCrae, 1985) in its ability to predict leadership emergence. It was found that a substantial portion of the variance in leadership emergence was trait based, and that that the multilevel model incorporating Cloninger et al.’s (1993) dimensions provided the best fit. The purpose of chapter 3 was to assess the proposed structural model of Cloninger et al.’s (1993) personality dimensions, and to assess the utility of the model in the prediction of workplace outcomes. The results of the two studies presented in this chapter were generally consistent with the proposed structure of Cloninger et al.’s dimensions. Cloninger et al.’s model was also found to significantly predict several workplace outcomes. In chapter 4, an alternative model of temperament and character was explored. Jackson’s (2005) model suggests that Goal Orientation mediates Sensation Seeking in the prediction of functional behaviours (i.e. an approach pathway). In this chapter, two central components of the model were tested across two studies. Regression analyses in both studies generally supported the proposed model and were consistent with the theme that character mediates temperament in the prediction of workplace variables. A number of conclusions are made from this research. Firstly, it is argued that biological models of personality, particularly Cloninger et al.’s and Jackson’s have utility in the area of Organisational Psychology. It is argued that models of personality which recognise the differential influence of temperament and character are likely to lead to a number of accurate and interesting implications. Specifically, it is suggested that dimensions of character are more open to training and intervention than are temperament dimensions.

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Johnson, Raiman K. "MMPI, prediction of success in National Guard enlistees." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/469338.

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The purpose of this study was to determine if certain mean T scores on the MMPI would vary significantly for careerists in National Guard Units when compared to typical non-clinical scores. It was also an attempt to observe differences between certain MMPI scales to determine whether further study of these scales as gross predictors of candidates more likely to succeed in a military environment appears appropriate.Eleven scales of the MMPI were selected for this purpose and this study attempted to evaluate the scales which might be used. Among the scales studied were: L (Lie); 3 (Conversion Hysteria); 4 (Psychopathic Deviate); 5 (Masculinity-Femininity); Es (Ego Strength); Re (Social Responsibility); A (Conscious Anxiety); and Dy (Dependency). Three directional hypotheses were developed: (1) careerists, in general, will score lower on the 3, 4, 5 (males only), 8, A and Dy scales while they will score higher on the L, 5 (females only) 9, Es Re and Cn than will a typical non-clinical population. (2) Certain personality characteristics, measured by the MMPI, have a significant correlation to the proclivity of an individual to enter and continue in part- or full-time military service. (3) The identified scales can then be considered for further study to determine the feasibility of their use in a screening program to predict success or failure of enlistees as reported by their intention to remain in service upon completion of their initial enlistment obligation.Participants were volunteers from Indiana National Guard Units in both rural and urban areas. Each participant was provided a copy of the self-administered MMPI and requested to complete it in accordance with the written instructions. In addition, they were provided an informed consent form containing a written explanation of the purpose for their participation and delineating the scope of the study.To analyze the data an analysis of variance was used which demonstrated significant differences between male and female careerists and their "civilian" counterparts on seven of the 11 scales, supporting the first hypothesis. After completing correlation matrices for the eleven scales and an analysis of variance, using age as the covariate for the respondents, the data were reviewed. This revealed that, for the limited female population seven of the 11 scales supported the third hypothesis but only three scales were found significant for males suggesting the need for further study to clarify this disparity.

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Minbashian, Amirali Psychology Faculty of Science UNSW. "Personality and the prediction of work performance: artificial neural networks versus linear regression." Awarded by:University of New South Wales. School of Psychology, 2006. http://handle.unsw.edu.au/1959.4/24195.

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Previous research that has evaluated the effectiveness of personality variables for predicting work performance has predominantly relied on methods designed to detect simple relationships. The research reported in this thesis employed artificial neural networks ??? a method that is capable of capturing complex nonlinear and configural relationships among variables ??? and the findings were compared to those obtained by the more traditional method of linear regression. Six datasets that comprise a range of occupations, personality inventories, and work performance measures were used as the basis of the analyses. A series of studies were conducted to compare the predictive performance of prediction equations that a) were developed using either artificial neural networks or linear regression, and b) differed with respect to the type and number of personality variables that were used as predictors of work performance. Studies 1 and 2 compared the two methods using individual personality variables that assess the broad constructs of the five-factor model of personality. Studies 3 and 4 used combinations of these broad variables as the predictors. Study 5 employed narrow personality variables that assess specific facets of the broad constructs. Additional methodological contributions include the use of a resampling procedure, the use of multiple measures of predictive performance, and the comparison of two procedures for developing neural networks. Across the studies, it was generally found that the neural networks were rarely able to outperform the simpler linear regression equations, and this was attributed to the lack of reliable nonlinearity and configurality in personality-work performance relationships. However, the neural networks were able to outperform linear regression in the few instances where there was some independent evidence of nonlinear or configural relationships. Consequently, although the findings do not support the usefulness of neural networks for specifically improving the effectiveness of personality variables as predictors of work performance, in a broader sense they provide some grounds for optimism for organisational researchers interested in applying this method to investigate and exploit complex relationships among variables.

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Vizcarra, Cristina. "Using a biosocial model of personality in the prediction of work-related criteria /." [St. Lucia, Qld.], 2004. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17736.pdf.

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Davies, Malcolm Roy, and n/a. "Prediction of Transformational Leadership by Personality Constructs for Senior Australian Organisational Executive Leaders." Griffith University. School of Psychology, 2005. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20060220.142914.

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The purpose of this thesis was to investigate prediction of senior leader transformational leadership behaviour. Transformational leadership was identified as a major theory with substantial practical implications for economic prosperity. It was argued that a better understanding of what predicts transformational behaviour would assist in creating a lift in the effective application of the theory with attendant benefits for all organisational stakeholders. It was proposed that personality components would predict transformational behaviour. Personality was conceptualised in two ways: as components of the Five Factor Model of personality and as personality disorder components. Specifically, eight personality constructs were hypothesised as predictors. They were three Hogan Personality Inventory based Five Factor Model components and the five Hogan Development Survey personality disorder components. It was further proposed that self-subordinate rating agreement would moderate the prediction of transformational behaviour by the selected personality components. A survey research methodology was used to gather data from senior Australian organisational executive leaders. Two samples were accessed while subjects were attending training or strategy seminars. The samples incorporated a total of 462 individual senior leader subjects and 1,881 of their subordinates drawn from the top four levels of a range of large multi-level public and private Australian organisations. It was argued that the sample validly represent a senior executive cohort of organisational leaders. Subject leaders completed a brief demographic questionnaire, the leader version of the Multifactor Leadership Questionnaire, and either the Hogan Personality Inventory or the Hogan Development Survey. Subjects' subordinates completed the rater version of the Multifactor Leadership Questionnaire. Transformational behaviour was operationalised as charisma, which was calculated as the mean of two subordinate rated transformational components of the Multifactor Leadership Questionnaire, viz., idealised behaviour and inspirational motivation. This dependent variable was regressed on the various personality variables to assess predictive ability. Moderation of the prediction of transformational leadership behaviour by personality components was assessed by multiple regression of transformational leadership behaviour on the various personality components within self-subordinate rating agreement categories. There were eight specific original contributions from the findings of this thesis. The HPI component ambition was found to positively predict charisma. The HPI component prudence was found to negatively predict charisma. Self subordinate rating agreement operationalised as an absolute difference score was found to moderate the level of prediction by whole HPI regression model and some of the relationships and predictions of charisma by individual HPI components. It was found that prevalence of personality disorder components among senior executives varied from six percent to 34 percent of the sample cases. The HDS personality disorder components sceptical and cautious were found to negatively predict charisma; whereas the HDS component imaginative was found to positively predict charisma. Self subordinate rating agreement operationalised as a relative difference score was found to moderate the whole HDS regression model and some but not all of the relationships and predictions of charisma by individual HDS components. Theoretical and practical implications of the above findings, limitations of this research and recommendations for future research were discussed.

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Taylor, Amy M. "The validity of personality trait interactions for the prediction of managerial job performance." [Tampa, Fla] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002411.

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Davies, Malcolm Roy. "Prediction of Transformational Leadership by Personality Constructs for Senior Australian Organisational Executive Leaders." Thesis, Griffith University, 2005. http://hdl.handle.net/10072/366530.

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The purpose of this thesis was to investigate prediction of senior leader transformational leadership behaviour. Transformational leadership was identified as a major theory with substantial practical implications for economic prosperity. It was argued that a better understanding of what predicts transformational behaviour would assist in creating a lift in the effective application of the theory with attendant benefits for all organisational stakeholders. It was proposed that personality components would predict transformational behaviour. Personality was conceptualised in two ways: as components of the Five Factor Model of personality and as personality disorder components. Specifically, eight personality constructs were hypothesised as predictors. They were three Hogan Personality Inventory based Five Factor Model components and the five Hogan Development Survey personality disorder components. It was further proposed that self-subordinate rating agreement would moderate the prediction of transformational behaviour by the selected personality components. A survey research methodology was used to gather data from senior Australian organisational executive leaders. Two samples were accessed while subjects were attending training or strategy seminars. The samples incorporated a total of 462 individual senior leader subjects and 1,881 of their subordinates drawn from the top four levels of a range of large multi-level public and private Australian organisations. It was argued that the sample validly represent a senior executive cohort of organisational leaders. Subject leaders completed a brief demographic questionnaire, the leader version of the Multifactor Leadership Questionnaire, and either the Hogan Personality Inventory or the Hogan Development Survey. Subjects' subordinates completed the rater version of the Multifactor Leadership Questionnaire. Transformational behaviour was operationalised as charisma, which was calculated as the mean of two subordinate rated transformational components of the Multifactor Leadership Questionnaire, viz., idealised behaviour and inspirational motivation. This dependent variable was regressed on the various personality variables to assess predictive ability. Moderation of the prediction of transformational leadership behaviour by personality components was assessed by multiple regression of transformational leadership behaviour on the various personality components within self-subordinate rating agreement categories. There were eight specific original contributions from the findings of this thesis. The HPI component ambition was found to positively predict charisma. The HPI component prudence was found to negatively predict charisma. Self subordinate rating agreement operationalised as an absolute difference score was found to moderate the level of prediction by whole HPI regression model and some of the relationships and predictions of charisma by individual HPI components. It was found that prevalence of personality disorder components among senior executives varied from six percent to 34 percent of the sample cases. The HDS personality disorder components sceptical and cautious were found to negatively predict charisma; whereas the HDS component imaginative was found to positively predict charisma. Self subordinate rating agreement operationalised as a relative difference score was found to moderate the whole HDS regression model and some but not all of the relationships and predictions of charisma by individual HDS components. Theoretical and practical implications of the above findings, limitations of this research and recommendations for future research were discussed.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Psychology
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Taylor, Amy M. "The Validity Of Personality Trait Interactions For The Prediction Of Managerial Job Performance." Scholar Commons, 2007. https://scholarcommons.usf.edu/etd/527.

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Personality variables have been shown to be significant predictors of job performance (Barrick & Mount, 1991; Tett, Jackson, & Rothstein, 1991). Recent advances in methodology for analyzing personality-job performance relationships indicate that interactions among traits may yield incremental validity. Job types in which performance has been shown to relate to trait interactions include clerical jobs, jobs with high interpersonal components, and jobs in realistic and conventional contexts, (Witt, Burke, Barrick, & Mount, 2002; Burke & Witt, 2002; and Burke & Witt, 2004). This study examined the validity of trait interactions for the prediction of managerial job performance. Hypotheses included a main effect for Conscientiousness, an interaction between Conscientiousness and Agreeableness, an interaction between Extraversion and Neuroticism, and finally, a three-way interaction between Extraversion, Neuroticism, and Conscientiousness. An archival dataset from Personnel Decisions, International (n=680 managers) containing GPI personality scores and supervisor-rated performance scores was analyzed to test the hypotheses. Correlations and moderated hierarchical linear regressions were performed to estimate the relationships of the predictors to the criterion, and to learn whether examination of trait interactions contributes incremental validity to the single trait scales. A main effect for Conscientiousness on managerial job performance was found. No trait interactions explained incremental variance in performance scores. Therefore, Conscientiousness is the recommended personality scale to use for selecting managers. This finding is consistent with previous research on the relation of Conscientiousness to job performance in managers (Barrick & Mount, 1991). Managers from diverse organizations and industries comprised the sample, increasing the generalizability of the results. Directions for future research include the examination of other trait interactions, more specific criteria such as competencies rather than overall managerial job performance, and effects of the hierarchical level of the manager in the organization.

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Kalimeri, Kyriaki. "Traits, States and Situations: Automatic Prediction of Personality and Situations from Actual Behavior." Doctoral thesis, Università degli studi di Trento, 2013. https://hdl.handle.net/11572/368943.

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Technology has a great impact on our everyday lives; computers, smart devices, sensors and digital technology in general, try to communicate with us to accomplish some task. Each step of the communication however, requires understanding of the future behavioral utterance, deciding on what is the circumstance and the social context, and finally predicting the individualâ€™s needs. Even if computers are so deeply involved in our daily lives, they lack basic social skills that would allow for natural communication. We believe automatic personality recognition will provide computers with an essential social notion, improving the quality of services, such as in intelligent tutoring systems or information retrieval systems among many other uses. Over the past few years, researcher in social computing have shown that personality trait recognition from nonverbal behavior is feasible, yet, the accuracy rate never exceeds a certain level, due to a phenomenon called within-person variability. This means that individuals may vary their behavioral manifestation according to the situational context in which they are in. In this thesis, we propose a shift from the traditional personality trait theory, to an approach which incorporates the personality fluctuations. This new perspective defines personality as dynamic episodes, the so called personality states, which relate to situational factors. Based on this property, we define the notion of social situations and propose a fully data-driven approach based on the Topic Modeling theory. The active situational characteristics that emerge from the model are interpreted according to their interrelation to the personality states fluctuations. We also present an automatic framework based on topic modeling, which handles dynamic spatio-temporal patterns of behavior and aims to predict the semantic meaning of the situational patterns, in meaningful situations, without the need of expert annotators.

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Kalimeri, Kyriaki. "Traits, States and Situations: Automatic Prediction of Personality and Situations from Actual Behavior." Doctoral thesis, University of Trento, 2013. http://eprints-phd.biblio.unitn.it/1101/1/KalimeriPhDthesis.pdf.

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Technology has a great impact on our everyday lives; computers, smart devices, sensors and digital technology in general, try to communicate with us to accomplish some task. Each step of the communication however, requires understanding of the future behavioral utterance, deciding on what is the circumstance and the social context, and finally predicting the individual’s needs. Even if computers are so deeply involved in our daily lives, they lack basic social skills that would allow for natural communication. We believe automatic personality recognition will provide computers with an essential social notion, improving the quality of services, such as in intelligent tutoring systems or information retrieval systems among many other uses. Over the past few years, researcher in social computing have shown that personality trait recognition from nonverbal behavior is feasible, yet, the accuracy rate never exceeds a certain level, due to a phenomenon called within-person variability. This means that individuals may vary their behavioral manifestation according to the situational context in which they are in. In this thesis, we propose a shift from the traditional personality trait theory, to an approach which incorporates the personality fluctuations. This new perspective defines personality as dynamic episodes, the so called personality states, which relate to situational factors. Based on this property, we define the notion of social situations and propose a fully data-driven approach based on the Topic Modeling theory. The active situational characteristics that emerge from the model are interpreted according to their interrelation to the personality states fluctuations. We also present an automatic framework based on topic modeling, which handles dynamic spatio-temporal patterns of behavior and aims to predict the semantic meaning of the situational patterns, in meaningful situations, without the need of expert annotators.

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Britain, Rebecca. "Incorporating personality traits in hiring : a case study of central Texas cities /." View online, 2007. http://ecommons.txstate.edu/arp/258/.

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Pooya, Arash. "Do Work Values Add to the Prediction of Entrepreneurial Intent Above and Beyond Personality?" Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-19547.

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This study examined the importance of the Big-Five personality traits and work values for the prediction of entrepreneurial intent. Data were collected from a sample of 261 undergraduate students at Nanyang Technological University in Singapore. Results of a hierarchical regression analysis revealed that none of the Big-Five personality factors predicted entrepreneurial intent; however, the importance individuals attached to achievement and social-affective work values accounted for 9% of the variance in entrepreneurial intent, above and beyond personality. The results lend support to the argument that entrepreneurship is a cultural phenomenon and that entrepreneurs are ‘made’ as opposed to ‘born’. Consequently, the implications of culture and gender characterization are discussed in relation to entrepreneurial intentions. Finally, a dynamic model of entrepreneurial emergence is proposed and suggestions for future research are discussed.

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Zanone, Charles F. "Predictors of criminality and personality subtypes among women prisoners /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9842577.

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Poore, Jack L. "Personality types and characteristics of high school dropouts." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/762982.

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This study was designed to determine if a personality type or personality type characteristic that-was statistically different from the general population could be found for high school dropouts who perceived school dissatisfaction as the reason for dropping out of school. Data were collected from each gender group and analyzed by gender group.Dropouts registering to take the general equivalency test through one of three cooperating programs in Clark County, Ohio, were contacted to participate in the study. Individuals were determined to have dropped out of school because of perceived school dissatisfaction by means of their responses on a checksheet of reasons for dropping out of school. The list was culled from the review of literature. Dropouts Identified as "dissatisfied" were then given the Myers-Briggs Type Indicator Form G. A total of 262 dropouts were contacted before the sample size of fifty males and fifty females was reached.Four null hypotheses were generated for the study. Analysis of data using a binomial distribution resulted in a refection of the four hypotheses at a .01 level of significance. Results of the analysis demonstrated the Introvert-Sensing-Thinking-Perceiving (ISTP) personality type for males and the Introvert-Sensing-Feeling-Perceiving (ISFP) personality type for females from the sample were statistically different from the general population. The Sensing (S) personality type characteristic for both gender groups in the sample was statistically different from the general population.Major conclusions were: 1) Males with an ISTP personality type and who are dissatisfied with school have a greater possibility of dropping out of school than males with other personality types; 2) Females with an ISFP personality type and who are dissatisfied with school have a greater possibility of dropping out of school than females with other personality types; and 3) Males and females determined to have the Sensing (S) personality type characteristic and who are dissatisfied with school are at a greater risk of dropping out of school than others displaying the Intuition CI) characteristic.
Department of Educational Leadership

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Arneson, Steven Todd. "The Worker Characteristics Inventory a methodology for assessing personality during job analysis /." Access abstract and link to full text, 1987. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8721562.

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Mark, Daniel. "Contribution of Psychopathic Traits in the Prediction of Generalized Prejudice in Males." Thesis, University of North Texas, 2018. https://digital.library.unt.edu/ark:/67531/metadc1404546/.

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Very few studies have investigated how psychopathic traits might contribute to our understanding of prejudicial attitudes. Moreover, previous studies involve a number of limitations which cloud interpretation of their findings. The current study examined the relationship between prejudice and a number of its predictors (e.g., social dominance orientation (SDO) and right-wing authoritarianism (RWA)), while also including psychopathic traits and an innovative new measure of empathy using an online sample. A path analytic framework was employed to comprehensively model relations among psychopathic traits, SDO, RWA, and affective empathy domains in the prediction of generalized prejudice. Overall, there was support for certain psychopathic traits being modest predictors of racial prejudice, although more proximal measures were much stronger predictors. The results revealed a number of novel relationships that may help in further understanding the links between psychopathic propensities, empathy, and social-cognitive variables predictive of racial prejudice.

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LeeTiernan, Scott. "Modeling and predicting stable response variation across situations /." Thesis, Connect to this title online; UW restricted, 2002. http://hdl.handle.net/1773/9076.

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Beck, Kelley D. "Personality and the prediction of outcome following rehabilitation in persons with acquired brain injuries: The Millon Behavioral Medicine Diagnostic (MBMD)." Thesis, University of North Texas, 2008. https://digital.library.unt.edu/ark:/67531/metadc9121/.

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Neuropsychological rehabilitation following acquired brain injury is increasingly recognized as essential with the advancements in research evidence of its effectiveness, particularly as current estimates of disability following the most common forms of brain injury (traumatic brain injury and cerebrovascular accident) are so high. Improvements in predictive capabilities of researchers and clinicians are paramount in designing effective interventions. As many variables associated with outcome following brain injury are not controllable (e.g. severity of the injury, age, education), it is essential that rehabilitation programs design interventions to target those variables that are susceptible to amelioration. While personality factors have been shown to affect outcome in other medical illnesses, only a few studies have examined the influence of personality on outcome following neurorehabilitation for acquired brain injury. The results of these studies have been mixed. This study used the Millon Behavioral Medicine Diagnostic (MBMD) to predict outcome as measured by the Mayo-Portland Adaptability Index (MPAI-4) following brain injury rehabilitation in a heterogeneous sample of persons with acquired brain injuries (N = 50). It was hypothesized that specific coping styles scales from the MBMD (Introversive, Dejected, Oppositional), which are based on Millon's personality system, would predict outcome. Results indicated that both the Introversive and Oppositional coping styles scales accounted for significant amounts of variance in outcome beyond that accounted for by the severity of the injury alone (p < .001). In both cases, individuals with mild/moderate-moderate/severe limitations following completion of the rehabilitation program had significantly higher scores on the Introversive and Oppositional coping compared to individuals with more successful outcomes. The hypothesis that a dejected coping style would predict outcome was not supported. Implications for rehabilitation are discussed in the context of Millon's personality system.

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Sood, Deepti. "Predicting Shoulder Fatigue for Long Durations Using Psychophysical Measures Obtained from Short Trials." Thesis, Virginia Tech, 2004. http://hdl.handle.net/10919/33219.

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Localized muscular loads have in many cases replaced whole body loads in the current mechanized industry. In highly automated automobile industries, the prevalence of upper extremity musculoskeletal disorders is a matter of continuing concern. Overhead work has especially been noted for its association with shoulder related musculoskeletal disorders. Research aimed at determining causal relationships between overhead work and risk of injury has increasingly used localized muscle fatigue as an indirect or surrogate measure. In this study, localized muscle fatigue was used as a primary measure for studying the effects of workload level while performing overhead work. Subjective (ratings of perceived discomfort) measures of fatigue were collected and their predictive potential was investigated. Effect of personality type was also examined to account for any inter-individual differences in fatigue perception.

While researchers have studied specific task conditions in controlled environments, the specific relationship between various risk factors and underlying injury mechanisms is largely unknown. Two main problems faced by researchers are limited resources and the large scope of potential ergonomic analyses. This study attempted to circumvent some of these limitations by examining the time-course of fatigue and the predictive potential of subjective measures. The feasibility of using shorter experimental durations to make deductions for a 2-hour work period was explored. Reductions in experimental duration means decreased experimental time, expenses and resources. Thus, in turn, the researcher can utilize available resources to study more factors and a more general scenario. Specifically, subjective measures of shoulder fatigue were used to determine the possibility of reducing experimental duration for an intermittent overhead task.

A laboratory-simulated intermittent overhead task was designed based on observations made at an automotive assembly unit. For this study, two treatment conditions were tested consisting of different combinations of two tool masses and two duty cycles. The choice of the treatment conditions was made to simulate different task difficulty levels of occupational tasks and their effects on shoulder fatigue. Each experiment was conducted for 2 hours (a common duration in industries with job rotation) for these selected treatment conditions. Subjective measures of fatigue were collected to assess shoulder fatigue and relative acceptability of the overhead work.

Any observed trends in the subjective fatigue measure were determined and tested using statistical and mathematical models to determine how best to represent their salient characteristics. Derived qualitative and quantitative measures were also used to estimate the maximal acceptable task durations using certain formalized assessment techniques. Results of this research suggest possible reductions in the experimental duration. Short (8 to 26 minute) trials were found to be sufficient to predict performance measures for 2 hours. Results also indicated a strong influence of task difficulty level on the predictive performance of subjective measures though personality type did not show very consistent trends. Various unique analysis techniques used to look at the psychophysical data may prove useful for further investigation into predictive verification. A generalized mathematical model, a type of approach, was also developed to represent changes in the psychophysical measures over time. This research can find both industrial and research applications where resources are constrained and using psychophysical measures is feasible. In the following report, details on this work are presented, including a description of the factors that inspired this study, an outline of the relevant literature, methodology, results and their implications.
Master of Science

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CuÃ©, Dennis. "The expanded role of personality variables in the prediction of job success : using job analytically derived personality predictors of task, contextual, and overall job performance /." The Ohio State University, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486402288261119.

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Papadopoulou-Bayliss, A. "Employee personal history and personality as predictors of operative performance in the hospitality industry : towards the development of a conceptual framework for personnel selection." Thesis, Manchester Metropolitan University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.325407.

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Thissen-Roe, Anne. "Adaptive selection of personality items to inform a neural network predicting job performance /." Thesis, Connect to this title online; UW restricted, 2005. http://hdl.handle.net/1773/9138.

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Chriki, Lyvia S. "The Interaction of Rejection Sensitivity and Effortful Control in the Prediction of Interpersonal Dysfunction." The Ohio State University, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=osu1329508942.

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Beck, Kelley D. Franks Susan F. "Personality and the prediction of outcome following rehabilitation in persons with acquired brain injuries the Millon Behavioral Medicine Diagnostic (MBMD) /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9121.

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Fairbrother, Dana. "Differential prediction of life satisfaction in individualistic and collectivistic cultures towards integration of personality and cultural models /." Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Thesis/Spring2010/d_fairbrother_042210.pdf.

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Thesis (M.A. in counseling psychology)--Washington State University, May 2010.
Title from PDF title page (viewed on July 29, 2010). "Department of Educational Leadership and Counseling Psychology." Includes bibliographical references (p. 40-45).

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Woods, Stephen A. "Contextualising personality assessment : using meta-perceptions of the Big Five to improve the prediction of work performance." Thesis, University of Surrey, 2004. http://epubs.surrey.ac.uk/771525/.

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This thesis examined the effects of contextualising assessments of the Big Five personality factors through the use of meta-perceptions. Meta-perceptions are judgements about how an individual thinks others see them, and are therefore an interpersonal approach to contextualising personality assessments. Eight research questions were set, related to three areas. The first was the nature of meta-perceptive ratings. Two questions were posed to examine patterns of high and low ratings among sets of meta-perceptions. The second related to the prediction of work performance. Three questions were identified which addressed the potential for meta-perceptions to increase prediction over decontextualised and social role based ratings of the Big Five, and the potential for meta-perceptions to identify negative- and non-linear relationships between personality and performance. A fourth question was set in this area regarding the design of a brief measure of the Big Five in order to concisely measure meta-perceptions. The third area related to incongruence (differentiation) across meta-perceptive ratings. Two questions were posed to identify the relationship between incongruence and well being, and to explore the effects of incongruence for different Big Five factors and across specific meta-perceptive rating pairs. The thesis reports findings from seven studies, which address the research questions. Study 1 reduced an existing Big Five instrument for subsequent use in Studies 2 and 3. Study 2 (N = 56) examined incongruence across meta-perceptive ratings of the Big Five. Incongruence was calculated through factor analysis of the ratings, and was found to correlate positively with perceived stress and neuroticism. Study 3 (N = 178) reported systematic variation in mean Big Five scores across meta-perceptive ratings, and further evidence for the negative relationship between incongruence and well being. Study 4 reported findings from 21 expert judges' perceptions of the likelihood that traits would be expressed in behaviour in 5 interpersonal interactions. It was concluded that the Big Five are linked to particular `critical' interpersonal domains. Study 5 (N = 79) applied polynomial regression analyses to data from Study 2, and indicated that incongruence effects were not consistently predictive of negative well being across the Big Five. Study 6 (N = 791) reported the design and validation of the single-item measures of personality for use in concisely measuring meta-perceptions. Study 7 examined the prediction of assessment centre competency performance from meta-perceptive ratings of the Big Five, compared with decontextualised ratings in a sample of 111 local government managers. Meta-perceptions were found to be more predictive than the decontextualised assessments, and most predictive when rated from the critical interpersonal perspectives identified in Study 4. In general discussion of the findings, it was concluded that meta-perceptive ratings of the Big Five have applied implications for both improving the predictive validity of personality assessmentsa nd understanding the effects of incongruence on individual well being.

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Guller, Leila. "IMPULSIVITY TRAITS AND THE LONGITUDINAL PREDICTION OF ADDICTIVE BEHAVIORS DURING THE TRANSITION FROM ELEMENTARY TO MIDDLE SCHOOL." UKnowledge, 2012. http://uknowledge.uky.edu/psychology_etds/9.

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The aim of this study was to test for prospective relationships between personality factors measured in elementary school and drinking, smoking, and binge eating during the first year of middle school. Data were collected among adolescents drawn from 23 elementary schools and 15 middles schools in central Kentucky. In a two-wave study, 1,906 children completed questionnaire measures in the spring of 5th grade and the spring of 6th grade. After controlling for sex, pubertal status, and prior engagement in addictive behaviors, it was found that urgency at wave 1 predicted drinking, smoking, and binge eating at wave 2, and low conscientiousness at wave 1 predicted drinking and smoking at wave 2. Risky behaviors during the first year of middle school predict subsequent life problems and subsequent diagnosable addictive disorders. The finding that those behaviors can be predicted by personality factors measured in elementary school indicates the value, for risk researchers and prevention specialists, of focusing efforts on children prior to the onset of adolescence.

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Schmidt, Henry. "Perceptions of the therapeutic relationship and the prediction of suicidal behavior in dialectical behavior therapy /." Thesis, Connect to this title online; UW restricted, 2001. http://hdl.handle.net/1773/9067.

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Jones, Peter Charles. "The development of a model and instrument for the measurement of personality and prediction of performance sales roles." Thesis, University of Wolverhampton, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.310708.

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The study examines the relationship between personality and work performance in sales roles. Beginning with an examination of the major trait personality models and instruments it examines the reasons that personality questionnaires have had relatively little success in predicting work performance. The review concludes that instruments based on the behaviours which distinguish between the most effective and less effective sales performers are likely to be better predictors of work behaviour than traditional measures of a broader model of personality. A detailed work analysis was conducted based with sales staff, their managers, directors and customers. To this was added documentary evidence from job advertisements, training manuals and a sales diary. Following open coding the 3565 behaviours which emerged were subjected to a process of reduction to produce two pilot behavioural questionnaires with a total of 717 questionnaire items. Detailed information about each item was gathered, including the relationship between item response and work performance, the capacity to discriminate sales staff from other groups and the relative responses of gender, age and ethnicity groups. A second pilot was conducted with studies of concurrent and construct validity being carried out and the data was subjected to oblique factor analysis and cluster analysis techniques. A final instrument of 153 items was prepared, measuring a new hierarchical model of personality in sales roles comprised of 8 lower order factors, three higher order factors and a general factor. The new instrument also measured attempts to distort the profiles given. The new instrument was completed by sales staff from a number of sales roles and measures of their work performance were also taken. Construct validity studies were undertaken with Eysenck's Personality Questionnaire, The Manchester Personality Questionnaire and the NEO-PI questionnaire. In addition the instrument was completed by two samples of none-sales staff and measures of their work performance and career advancement were taken. It was found that in general the work behaviour based instrument was no more successful than broader personality questionnaire at predicting work success. The possible reasons for these findings, for example criterion contamination and an incomplete sampling of behaviours or routes are discussed.The performance of a number of groups on the instrument are also reported on the basis of gender, ethnicity, age and first language.

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Foster, Thomas F. Pashneh-Tala Kamyar. "The utility of personality measures in the admissions process at the United States Naval Academy /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2002. http://library.nps.navy.mil/uhtbin/hyperion-image/02Jun%5FFoster%5FPashneh-Tala.pdf.

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Buchanan, Rohanna. "An investigation of predictors of educational engagement for severely antisocial girls /." Connect to title online (ProQuest), 2008. http://proquest.umi.com/pqdweb?did=1588418281&sid=2&Fmt=2&clientId=11238&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of Oregon, 2008.
Typescript. Includes vita and abstract. Includes bibliographical references (leaves 84-89). Also available online in ProQuest, free to University of Oregon users.

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Boyle, Lauren Helena. "Negative Urgency, Pubertal Onset and the Longitudinal Prediction of Alcohol Consumption During the Transition from Preadolescence to Adolescence." UKnowledge, 2014. http://uknowledge.uky.edu/psychology_etds/50.

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Alcohol use in early adolescence is associated with numerous concurrent and future problems, including diagnosable alcohol use disorders. The trait of negative urgency, the tendency to act rashly when distressed, is an important predictor of alcohol-related dysfunction in youth and adults. The aim of this study was to test a model proposed by Cyders and Smith (2008) specifying a puberty-based developmental increase in negative urgency, which in turn predicts subsequent increases in early adolescent drinking. In a sample of 1,910 youth assessed semi- annually from spring of 5th grade through spring of 8th grade, we found support for this model. Pubertal onset was associated with both a mean increase and subsequent rises in negative urgency over time. Drinking frequency at any wave was predicted by prior wave assessments of drinking frequency, negative urgency, and pubertal onset. The slope of increase in drinking also increased as a function of pubertal onset. This model applied to negative urgency but not to other impulsivity-related traits. These findings highlight the importance of personality change in early adolescence as part of the risk matrix for early onset alcohol consumption.

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Grubb, Henry Jefferson. "Intellectual assessment and prediction: an analysis of cultural involvement based on the culutrual-distance hypothesis." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/52294.

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This paper explores socio-cultural factors which lead to group performance differences on IQ tests and learning tasks in an attempt to determine empirically if the Cultural-Distance Approach hypothesis is useful in accounting for these differences. The Cultural-Distance Approach, briefly stated, suggests that a sub-culture's distance from the major culture on which questions of a test are based and validated will determine that sub-culture's sub-score pattern. Results of the present study indicate that although Blacks and Whites perform similarly on-learning tasks, they perform differently on standardized IQ tests, possibly because of the loading of cultural influences on the latter measures. When cultural influences are controlled for, differences in IQ performance are minimized (i.e., statistically non-significant). The present investigation was a follow-up of the author's previous work in this area (Master‘s thesis; Grubb, 1983), and consisted of two studies. One was a reanalysis of the data obtained in the original study with the addition of college entrance exam scores (SAT) and college grade point averages on the 80 original students. The second study consisted of a replication of the original work with 40-Black and 40-White undergraduates at Virginia Polytechnic Institute & State University. New variables, and their correlation to intelligence, were investigated and included; personality characteristics, racial/ethnic identification, and social adjustment to college. In addition to the previously stated relationships between intelligence, race, and cultural-distance, new information was obtained which indicates: (1) a positive correlation between a conservative, compliant personality and academic ascendancy; (2) a significant correspondence between college involvement (social adaptation or the reduction of cultural-distance) and grade-rated academic performance; and (3) a hypothesized process of supra-cultural (university) adaptation for both Black and White students which has a limiting effect on their sub-culturally based self-esteem. In all, and from all the various sources, this paper tends to support the Cultural-Distance Hypothesis and its influence on group IQ performance.
Ph. D.

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Cobbs, David Lee. "Predicting Attrition of Baptist Foreign Missionaries Using the MMPI." Thesis, North Texas State University, 1985. https://digital.library.unt.edu/ark:/67531/metadc504000/.

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Relationships between MMPI subscale scores and premature resignations among Southern Baptist foreign missionaries appointed in 1964 were investigated in an effort to develop a predictive model for attrition. Unsuccessful attempts were made at cross-validating the results of a previous related study, and two separate discriminant function analyses were undertaken. The first sorted subjects into three groups, defined by subjects' length of service before resignation. The second classified them according to the reason stated for their termination, if applicable. Both procedures failed to establish a statistically reliable classification system for relating MMPI scores with premature resignations. Although consistent success has been achieved with the MMPI as a screening instrument for psychopathology, it is suggested that the instrument is not adequately sensitive as a screening device for groups lying predominantly within the normal range of variability.

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Black, Melissa S. "The efficacy of personality and interest measures as a supplement to cognitive measures in the prediction of military training performance." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ40348.pdf.

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Baker, Charles E. "Examining the role of problem solving appraisal and narcissism in leader behavior : a test of Fielder's prediction in an unfavorable situation /." free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9904834.

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Menton, William. "Generalizability of statistical prediction from psychological assessment data: an investigation with the MMPI-2-RF." Kent State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=kent1563189576504633.

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Hammel, Scott David. "An investigation of the validity and clinical usefulness of the MMPI-A with female juvenile delinquents /." Full text (PDF) from UMI/Dissertation Abstracts International, 2000. http://wwwlib.umi.com/cr/utexas/fullcit?p9992806.

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Harris, Erick Michael. "Amplifying the Prediction of Team Performance through Swarm Intelligence and Machine Learning." DigitalCommons@CalPoly, 2018. https://digitalcommons.calpoly.edu/theses/1964.

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Modern companies are increasingly relying on groups of individuals to reach organizational goals and objectives, however many organizations struggle to cultivate optimal teams that can maximize performance. Fortunately, existing research has established that group personality composition (GPC), across five dimensions of personality, is a promising indicator of team effectiveness. Additionally, recent advances in technology have enabled groups of humans to form real-time, closed-loop systems that are modeled after natural swarms, like flocks of birds and colonies of bees. These Artificial Swarm Intelligences (ASI) have been shown to amplify performance in a wide range of tasks, from forecasting financial markets to prioritizing conflicting objectives. The present research examines the effects of group personality composition on team performance and investigates the impact of measuring GPC through ASI systems. 541 participants, across 111 groups, were administered a set of well-accepted and vetted psychometric assessments to capture the personality configurations and social sensitivities of teams. While group-level personality averages explained 10% of the variance in team performance, when group personality composition was measured through human swarms, it was able to explain 29% of the variance, representing a 19% amplification in predictive capacity. Finally, a series of machine learning models were applied and trained to predict group effectiveness. Multivariate Linear Regression and Logistic Regression achieved the highest performance exhibiting 0.19 mean squared error and 81.8% classification accuracy.

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Gallart, Masià Salvador. "Predicción de los trastornos de la personalidad del Eje II del DSM-IV-TR a partir de diferentes modelos dimensionales: Costa y McCrae, Zuckerman y Cloninger." Doctoral thesis, Universitat de Lleida, 2015. http://hdl.handle.net/10803/306603.

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Aquest estudi pretén comprovar l’existència o no de diferències estructurals entre la personalitat normal i patològica. D’altra banda, interessa veure la capacitat predictiva dels tests de personalitat normal respecte als trastorns de la personalitat segons els criteris del DSM-IV-TR, en població sana i clínica. S'utilitzen tres instruments psicomètrics (NEO-PI-R, ZKPQ-50-CC i TCI-R), pertanyents als models dimensionals de personalitat de Costa i McCrae (Cinc Grans Factors), Zuckerman (Cinc Alternatius) i Cloninger (Psicobiològic de Temperament i Caràcter), respectivament. Els resultats confirmen que l’estructura de la personalitat no varia en població sana i clínica. Les diferències són quantitatives i no qualitatives, i els trets es desenvolupen en diversos graus: des de la personalitat normal fins a la patològica. Es repliquen les prediccions a partir dels tres qüestionaris emprats respecte als trastorns de la personalitat, tal i com evidencien altres estudis previs realitzats en diferents contexts transculturals.
Este estudio pretende comprobar la existencia o no de diferencias estructurales entre la personalidad normal y patológica. Por otro lado, interesa ver la capacidad predictiva de los tests de personalidad normal respecto a los trastornos de la personalidad según los criterios del DSM-IV-TR, en población sana y clínica. Se utilizan tres instrumentos psicométricos (NEO-PI-R, ZKPQ-50-CC y TCI-R), pertenecientes a los modelos dimensionales de personalidad de Costa y McCrae (Cinco Grandes Factores), Zuckerman (Cinco Alternativos) y Cloninger (Psicobiológico de Temperamento y Carácter), respectivamente. Los resultados confirman que la estructura de la personalidad no varía en población sana y clínica. Las diferencias son cuantitativas y no cualitativas, y los rasgos se desarrollan en diversos grados: desde la personalidad normal hasta la patológica. Se replican las predicciones a partir de los tres cuestionarios utilizados respecto a los trastornos de la personalidad, tal y como evidencian otros estudios previos realizados en diferentes contextos transculturales.
The aim of the current study is to check whether there are structural differences between normal and psychopathological personality. On the other hand, we are interested to see what is the predictive capacity of normal personality tests in relation to personality disorders according to the DSM-IV-TR criteria, in healthy and patient population. Three psychometric instruments have been used (NEO-PI-R, ZKPQ-50-CC and TCI-R), corresponding to the dimensional personality models of Costa and McCrae’s Big Five, Zuckerman’s Alternative Five Factor Model and Cloninger’s Psychobiological model of Temperament and Character, respectively. Results confirm that the structure of personality do not vary in healthy and patient population. Differences are quantitative but not qualitative, and traits are developed in different degrees: from normal personality to psychopatological personality. Predictions are replicated through the three questionnaires with respect to personality disorders, as evidenced by other previous research carried out in different crosscultural contexts.

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Du, Toit Emile. "An evaluation of the MMPI-2 using South African pre-trial forensic patients : prediction of criminal responsibility and assessment of personality characteristics." Thesis, Rhodes University, 2004. http://eprints.ru.ac.za/57/1/dutoit-msocsc.pdf.

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This study examines the utility of the MMPI-2 in predicting responsibility in pre-trial forensic patients, using a post hoc sample of 94 offenders from Sterkfontein Psychiatric Hospital in Gauteng. Firstly, the overall characteristics of the pre-trial forensic patients are discussed, following an analysis of demographic, clinical, criminal and MMPI-2 pre-trial data, as well as an overview of the Megargee typological classification of offenders. The sample is classified into Criminally Responsible (CR), Diminished Criminal Responsibility (DCR) and Not Criminally Responsible (NCR), and the CR and DCR groups are collapsed (CR/DCR) for many of the analyses when comparing them to the NCR group. Secondly, the variance of variables with responsibility is discussed, after examining one-way ANOVA’s of demographic, clinical, criminal and MMPI-2 variables, as well as an overview of high point pairs. Thirdly, discriminant analyses were conducted of demographic, clinical and MMPI-2 variables. When comparing the collapsed CR/DCR group to the NCR group, psychiatric diagnosis, presence of psychosis, the MMPI-2 Pa and Es scales, as well as race and substance abuse each had unique predictive power and created a substantial discriminative equation (F (6,70) = 45.732, p <0.0005) with a successful prediction rate of 96%. Using only MMPI-2 variables to predict responsibility showed significant unique contributions for the Pa, Es, MAC-R and Mf scales, with the BIZ scale not quite significant, and a fairly significant overall discriminant equation (F (5,73) = 6.474, p < 0.0005), with an overall successful prediction rate of 82%, with the MMPI-2 variables adding an additional 3% to the predictive power of the demographic and clinical variables. Similarly, when examining the more complex 3 group responsibility classification of CR, DCR and NCR, it was found that the demographic, clinical and MMPI-2 variables of psychiatric diagnosis, psychosis, race, substance abuse, and the Pa, Es and Ma scales all had significant contributions to a powerful discriminant analysis (F (14, 136) = 19.758, p < 0.0005) that was capable of correctly reclassifying almost 95% of the sample, and the MMPI-2 variables providing an increase in predictive power of 8%. Differences in responsible and not responsible pre-trial forensic patients are discussed, as well as the role of the MMPI-2 in assessing these differences, and the fact that it is highly likely that it adds more to the forensic assessment of responsibility than a 3% (CR/DCR versus NCR) or 8% (CR versus DCR versus NCR) increase in predictive power. Limitations of the study are discussed, together with recommendations for future research with the MMPI-2 for assessment of criminal responsibility. The suggestion is made that the MMPI-2 can become a valuable tool in South African forensic settings, not only in the assessment of responsibility and malingering, but also in the placement, management, follow-up and treatment of offenders, to maximize the limited resources in South Africa allocated for the rehabilitation of offenders, and minimize the risk of recidivism or rehospitalization.

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Dissertations / Theses on the topic 'Personality prediction'

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