Effects of positive impression management on the NEO Personality Inventory–Revised in a clinical population.

Ballenger, James F.; Caldwell‐Andrews, Alison A.; Baer, Ruth A.

doi:10.1037/1040-3590.13.2.254

Cited by 28 publications

(36 citation statements)

References 26 publications

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“…Rather than adding additional items to the NEO-PI-R, Schinka et al (1997) identified items within the measure to assess response validity. Several studies utilizing these NEO-PI-R Validity Scales revealed that they have been effective at identifying participants instructed to present positively (Ballenger et al, 2001;Caldwell-Andrews et al, 2000) or negatively (Berry et al, 2001;Caldwell-Andrews et al, 2000). In contrast, Piedmont, McCrae, Riemann, and Angleitner (2000) did not find support for the use of the NEO-PI-R Validity Scales, as they did not mediate validity scores or content scores on another psychological measure.…”

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confidence: 80%

The Utility of the NEO–PI–R Validity Scales to Detect Response Distortion: A Comparison With the MMPI–2

Morasco

Gfeller

Elder

2007

Journal of Personality Assessment

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In this psychometric study, we compared the recently developed Validity Scales from the Revised NEO Personality Inventory (NEO PI-R; Costa & McCrae, 1992b) with the MMPI-2 (Butcher, Dahstrom, Graham, Tellegen, & Kaemmer, 1989) Validity Scales. We collected data from clients (n = 74) who completed comprehensive psychological evaluations at a university-based outpatient mental health clinic. Correlations between the Validity Scales of the NEO-PI-R and MMPI-2 were significant and in the expected directions. The relationships provide support for convergent and discriminant validity of the NEO-PI-R Validity Scales. The percent agreement of invalid responding on the two measures was high, although the diagnostic agreement was modest (kappa = .22-.33). Finally, clients who responded in an invalid manner on the NEO-PI-R Validity Scales produced significantly different clinical profiles on the NEO-PI-R and MMPI-2 than clients with valid protocols. These results provide additional support for the clinical utility of the NEO-PI-R Validity Scales as indicators of response bias.

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confidence: 80%

The Utility of the NEO–PI–R Validity Scales to Detect Response Distortion: A Comparison With the MMPI–2

Morasco

Gfeller

Elder

2007

Journal of Personality Assessment

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“…While a body of research has highlighted the usefulness of the PPM and NPM scales to detect distorted responding to the NEO-PI-R 3,19,24 , other research works have suggested alternative ways of controlling for the validity of responses, such as comparing multiple sources of data in the interpretation of a given questionnaire 2,21 . Independently of this debate, the present study was designed to analyze from a descriptive point of view the research done to date since the development of PPM and NPM validity scales 18 .…”

Section: Discussionmentioning

confidence: 99%

“…It has been argued that PPM and NPM scales might be useful to detect particular personality profiles addressed to manipulate individual presentation in either a positive or negative way, as they have shown from moderate to good discriminant capacity between faking and standard responding instructions 2,20 . However, the usefulness of these scales has also been questioned, advocating for the comparison of self-reports with independent scores as a plausible alternative to the common use of validity scales in personality assessment 21 .…”

Section: Introductionmentioning

confidence: 99%

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A review on the use of NEO-PI-R validity scales in normative, job selection, and clinical samples

et al. 2009

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-Background and Objectives:In this study we review the use of the Positive Presentation Management (PPM) and Negative Presentation Management (NPM) scales, two NEO-PI-R derived measures originally devised to control for biased and distorted responses. These scales have been used with normative, job selection and clinical samples, in cross-sectional and experimental studies.Methods: Web-based and manual searches in personality and psychological assessment journals were conducted, and information on the PPM and NPM scales was systematically recorded. Means, standard deviations and reliability coefficients were summarized and compared between three types of samples: normative, job selection and clinical.Results: Five studies were performed with normative samples (33%), 3 with employment samples (20%) and 7 with clinical samples (47%). Cross-sectional designs were most common (60%), although there were also experimental studies (40%). Reported reliability coefficients were lower than usually accepted. There were differences in mean PPM and NPM scores in regard to the study sample background.Conclusions: There were some discrepancies when reporting PPM and NPM results across the reviewed studies. Normative and employment samples scored higher in PPM than clinical samples. Clinical samples scored higher in NPM than normative and employment samples The PPM and NPM scales could be useful in applied situations, although parallel sources of information should be taken into account to detect distorted responses to the questionnaire. However, the results on these scales should be systematically reported in future studies.

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“…Rather than introducing new items, Schinka and associates exclusively selected NEO PI-R items deviating from the mean in an extreme positive or negative direction for inclusion in these scales. Several studies utilizing these PPM and NPM scales have found support that they were sensitive to impression management strategies (Ballenger, Caldwell-Andrews, & Baer, 2001;Berry et al, 2001;Caldwell-Andrews, Baer, & Berry, 2000;Morey, Quigley, Sanislow et al, 2002;Reid-Seizer & Fritzsche, 2001;Young & Schinka, 2001). This paper aims to measure the SDR phenomenon and to explore the links between SDR and the personality dimensions of candidates taking the ENAC entrance exam.…”

Section: Introductionmentioning

confidence: 99%

Response Distortion on the NEO PI-R among Candidates Taking the Entrance Examination to the National School of Civil Aviation (ENAC-France)

Juhel¹,

Brunot²,

Zapata³

2012

PSYCH

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This study examined the effect of a selection context on the responses to a five factor personality questionnaire (Revised NEO Personality Inventory) of 974 candidates taking the entrance examination to the ENAC (National School of Civil Aviation, France). A response distortion index was calculated using Schinka, Kinder and Kremer (1997)'s method. The results indicate: 1) lower neuroticism scores but higher conscientiousness, agreeableness and extraversion scores compared to standard conditions; 2) a high estimated effect of the response distortion index on all dimensions of the NEO PI-R except for Openness to experience; 3) substantial stability of scores at a one-year interval (N = 117). The paper discusses the conceptual and practical value of this response distortion index for measuring the dimensions of the NEO PI-R in candidates taking the entrance examination to the ENAC.

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Effects of positive impression management on the NEO Personality Inventory–Revised in a clinical population.

Cited by 28 publications

References 26 publications

The Utility of the NEO–PI–R Validity Scales to Detect Response Distortion: A Comparison With the MMPI–2

The Utility of the NEO–PI–R Validity Scales to Detect Response Distortion: A Comparison With the MMPI–2

A review on the use of NEO-PI-R validity scales in normative, job selection, and clinical samples

Response Distortion on the NEO PI-R among Candidates Taking the Entrance Examination to the National School of Civil Aviation (ENAC-France)

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