Personality Assessment

Lanyon, R I

doi:10.1146/annurev.ps.35.020184.003315

Cited by 50 publications

(31 citation statements)

References 104 publications

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“…In a recent article in this journal, Moreland and Onstad (1987) reported the results of an experiment to examine the validity of the computerized interpretive system for the Millon Clinical Multiaxial Inventory (MCMI; Millon, 1983). The impetus for their investigation was the methodological criticism (Lanyon, 1984) of an earlier study by Green (1982), who evaluated clinicians' perceived accuracy of MCMI reports but failed to provide sufficient control for the well-established "Barnum" (Meehl, 1956) or "Aunt Fanny" (Tallent, 1958) effect. In other words, the perceived accuracy of individualized interpretations should be demonstrated to exceed the base rate of acceptance of generalized statements that seem to fit enough of the patients enough of the time.…”

mentioning

confidence: 99%

Validity of Millon's computerized interpretation system for the MCMI: Comment on Moreland and Onstad.

Cash¹,

Mikulka²,

Brown³

1989

Journal of Consulting and Clinical Psychology

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Moreland and Onstad (1987) reported the results of a "controlled study" to determine the incremental validity of Million's computerized interpretive system for the Million Clinical Multiaxial Inventory (MCMI) in relation to the Barnum effect. Eight clinicians rated the accuracy of actual case reports and paired control reports that were randomly generated but designated experimental. However, in view of several limitations of their experimental design and statistical analyses, the authors may have prematurely concluded that the perceived accuracy of the interpretive system exceeds a Barnum base rate.

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mentioning

confidence: 99%

Validity of Millon's computerized interpretation system for the MCMI: Comment on Moreland and Onstad.

Cash¹,

Mikulka²,

Brown³

1989

Journal of Consulting and Clinical Psychology

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“…According to the results, employees who scored high in neuroticism were also more prone to perceive person-related mobbing compared to the others who scored low in neuroticism. This could be related to their intention to interpret even neutral stimuli negatively (Lanyon & Goodstein, 1997).…”

Section: Discussionmentioning

confidence: 99%

Personality and Experience of Mobbing: Three Types of Mobbing and the Consequences at the Workplace

Irak

2019

İş Ve İnsan Dergisi

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The study aims to investigate the relationship between neuroticism and types of mobbing. It also focuses on the interaction between three types of mobbing with employee attitudes and the role of person-organization fit in this relationship. Data was collected from 329 employees and proposed model was tested through Structural Equation Modelling. Study showed that employees high in neuroticism were more likely report person-related mobbing compared to the work related or physical mobbing. Moreover, as expected work-related mobbing was related to job satisfaction, life satisfaction and turnover intentions where person-organization fit was a mediator. By emphasizing the differences between types of mobbing, new perspectives on how to deal with mobbing at workplace will be explored. New interventions would be developed by focusing the differences between various mobbing experiences in the organizations.

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“…According to Hertwig and Ortmann (2008, p. 65), 50% and more of the articles published in the Journal of Experimental Social Psychology and in the Journal of Personality and Social Psychology employed deception. Other methods like projective tests (e.g., the Rorschach test), unobtrusive assessments (Webb et al, 2000), subtle (instead of obvious) items (Lanyon, 1984) 5 , naturalistic observation situations (e.g., “waiting situation,” Mehrabian, 1971) have been used; since many of them are ethically questionable, there must be strong reasons not to avoid them.…”

Section: Reliability and Validitymentioning

confidence: 99%

“… 5 Lanyon (1984, p. 674): “The question of the validity of subtle vs. obvious items continues to be debated. The notion that subtle items make a small but unique contribution to valid variance (…) has been eroded by the literature.”, and he cites several studies that “showed that scales using subtle items were less valid than those composed of obvious items” (Lanyon, 1984).…”

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confidence: 99%

Methodological Consequences of Situation Specificity: Biases in Assessments

Patry¹

2011

Front. Psychology

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Social research is plagued by many biases. Most of them are due to situation specificity of social behavior and can be explained using a theory of situation specificity. The historical background of situation specificity in personality social psychology research is briefly sketched, then a theory of situation specificity is presented in detail, with as centerpiece the relationship between the behavior and its outcome which can be described as either “the more, the better” or “not too much and not too little.” This theory is applied to reliability and validity of assessments in social research. The distinction between “maximum performance” and “typical performance” is shown to correspond to the two behavior-outcome relations. For maximum performance, issues of reliability and validity are much easier to be solved, whereas typical performance is sensitive to biases, as predicted by the theory. Finally, it is suggested that biases in social research are not just systematic error, but represent relevant features to be explained just as other behavior, and that the respective theories should be integrated into a theory system.

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Personality Assessment

Cited by 50 publications

References 104 publications

Validity of Millon's computerized interpretation system for the MCMI: Comment on Moreland and Onstad.

Validity of Millon's computerized interpretation system for the MCMI: Comment on Moreland and Onstad.

Personality and Experience of Mobbing: Three Types of Mobbing and the Consequences at the Workplace

Methodological Consequences of Situation Specificity: Biases in Assessments

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