Tag Archives: personality

Five Things to Know About the Personality Assessment Screener (PAS)

You may know the Personality Assessment Screener (PAS) can help you assess a broad range of clinical problems. Here are five things about the PAS that you may not know:

  1. The PAS screens for the major domains covered in the trusted Personality Assessment Inventory (PAI). Its 22 items are those from the PAI that are the most sensitive to a broad range of contemporary clinical problems.
  2. The PAS requires only a 4th-grade reading level. This enables individuals with poor reading skills to provide accurate self-descriptions.
  3. The PAS assesses the potential for emotional and behavioral problems. Items are organized into 10 different scores that represent 10 distinct clinical problem domains.
  4. The PAS is designed for use as a triage instrument. It’s suitable for use in health care and mental health settings, corporate employee assistance programs, and college health services.
  5. The PAS is quick and convenient. Administration takes just 10 minutes and is available in pencil and paper format or 24/7 via PARiConnect, our online assessment platform.

Learn more about the PAS today!

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Conscientiousness: More Important Than You Think

If you are ambitious in the workplace, new research suggests that you will more likely achieve your goals if you have a spouse who is also conscientious.

Several previous studies have examined how personality predicts workplace success. One such project, by Paul Sackett and Philip Walmsley and published in Perspectives on Psychological Science, used the Five Factor Model (FFM) of personality traits— neuroticism, extraversion, openness, agreeableness, and conscientiousness—to examine which of these traits companies value most when hiring. Conscientiousness is at the top of most companies’ lists, but Sackett and Walmsley wanted to see whether this was really the best indicator of employees’ future success.

It turns out that it is. After examining the relationship between personality traits and three work performance criteria— whether an employee is able to complete their work to satisfaction, how often an employee goes above and beyond at work, and how often they engage in negative behaviors—conscientiousness topped the list of traits needed to accomplish these goals, with agreeableness being a close second.

Now a study out of Washington University in St. Louis reveals even more about how important conscientiousness may be to workplace success: you have an increased chance of achieving greater goals in your career if your spouse is also conscientious.

Brittany Solomon and Joshua Jackson examined more than 4,500 heterosexual married participants to measure the effect their spouse’s personality has on their own job satisfaction, income, and likelihood of being promoted. The researchers used the FFM personality traits as their guide.

Their work revealed that job satisfaction, pay increases, and promotions were all more likely for those people who had a spouse (male or female) with high scores on one particular personality trait: conscientiousness.

“Our findings indicate that highly conscientious partners help improve their spouses’ occupational success, as measured by job satisfaction, income, and promotion. This benefit does not arise from partners doing their spouses’ work; rather, it is due to partners creating conditions that allow their spouses to work effectively,” Solomon and Jackson reported.

A short video by TouchVision gives an entertaining explanation of their findings.

What personality traits do you think are most important in an employee?

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A NEO for use in career settings? Now available!

PAR is pleased to announce the PARiConnect release of the NEO™ Five-Factor Inventory-3: Four-Factor Version (NEO™-FFI-3:4FV) and the NEO™ Personality Inventory-3: Four-Factor Version (NEO™-PI-3:4FV). The NEO-FFI-3:4FV and the NEO-PI-3:4FV provide information on four personality domains: Extraversion, Openness to Experience, Agreeableness, and Conscientiousness. Both measures are designed for use in employment and counseling settings involving activities such as career counseling, career development, and employee training where these four domains are the main focus. Items, normative data, and scoring are taken from the E, O, A, and C factors of the NEO-PI-3 or NEO-FFI-3.

 

The NEO-PI-3:4FV and NEO-FFI-3:4FV are available for administration and scoring only on PARiConnect. A self-report form (Form S) and a form for rating others (Form R) are available.

 

Learn more about this new addition to the NEO family of products today!

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Learning Baby’s Sex Before Birth May Say More About Mom…

Parents’ choice to find out baby’s sex before birth reveals more than the gender of their offspring. According to a recent study from Ohio State University, a woman’s decision to learn her baby’s sex before birth may be an indicator of her child-rearing beliefs.

According to the researchers, mothers who are more open to new experiences, have higher levels of conscientiousness, and have more egalitarian views about the roles of men and women in society tend to wait until delivery to learn their baby’s sex. Mothers who scored higher on a test of parenting perfectionism, meaning they had unrealistically high expectations, were slightly more likely to learn their baby’s sex in utero. Furthermore, mothers who reported higher levels of curiosity and independence were less likely to learn their baby’s sex before birth.

The research focused on 182 expectant mothers in Columbus, Ohio who participated in a study to track behaviors across the transition to parenthood. The research team administered a variety of tests to pregnant women to measure personality, gender role beliefs, and expectations regarding parenting perfectionism. Approximately two out of three of the expectant mothers in the study knew their baby’s sex before birth.

Mothers who knew the sex of their child before birth tended to have lower levels of education and lower household incomes, and were less likely to be married than mothers who waited for a delivery-room surprise.

Sarah Schoppe-Sullivan, one of the members of the research team, believes this study is a starting point to address questions about the implications that this knowledge may have for future parenting.

The study will appear in an upcoming edition of Personality and Individual Differences.

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Introversion – Why it May Be Better to Not Be the Life of the Party

Though society rewards extroverts for their outgoing, social behaviors, a new book by psychologist Elaine Aron, Psychotherapy and the Highly Sensitive Person, brings to light the often-overlooked benefits to being an introvert.

Many people confuse being introverted with being shy, but Aron finds that this actually overlooks many of the important characteristics that distinguish these temperaments – shy people fear judgment, introverts simply prefer environments with less stimulation. Introversion can be seen in children as young as four months of age, as they tend to be more sensitive to their environments and more careful around unique stimuli.

Though extroverts can win people over with their gregarious and friendly behaviors, studies show that introverts tend to get better grades than extroverts, win more academic awards, and show a greater depth of knowledge of academic subjects. Yet, introverts do not have higher IQ scores than their more social counterparts.

Furthermore, Wharton School of the University of Pennsylvania management professor Adam Grant makes a case that those hiring should look again at introverts. His study found that introverted leaders tend to be better managers than extroverts are because they encourage others instead of trying to advance their own agendas. When employees are proactive, an introverted leader can aid the team in earning higher profits. Extroverted leaders, however, can be more threatened by employee proactivity as they prefer to be the center of attention. Once an extroverted leader responds in a less receptive way, employees become discouraged, less willing to share ideas, and less willing to work hard.

In financial matters, extroverts are more likely to take risks and underestimate the size of the risk they are taking. Furthermore, extroverts respond better to praise than punishment, but do not learn new tasks well, while introverts, if punished, learn from their mistakes.

Though introverts may have many unnoticed traits, they still need their extrovert counterparts to truly thrive. Aron notes that successful partnerships arise when introverts and extroverts work together – like the charismatic Steve Jobs and introvert co-founder of Apple Steve Wozniak.

What do you think are the biggest misconceptions concerning introverts? Do you consider yourself an introvert or an extrovert? How do you think those traits help or harm you?

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The New NEO Inventories

The Standard Inventory Measure of the Five-Factor Model Is Now Applicable to Those as Young as 12 Years

The new NEO™ Inventories for the NEO™ Personality Inventory-3 (NEO™-PI-3), NEO™ Five-Factor Inventory-3 (NEO™-FFI-3), and NEO™ Personality Inventory-Revised (NEO PI-R™) by Robert R. McCrae, PhD and Paul T. Costa, PhD are now available. In  addition, several updated NEO software products are now available including the NEO™ Software System with NEO™-PI-3, NEO PI-R™, NEO™-FFI-3, and NEO™ PDR™ Modules; the NEO™ Software System with NEO™-PI-3, NEO PI-R™, and NEO™-FFI-3 Modules; the NEO™ Software System On-Site Scanning Module for the NEO™-PI-3 and NEO PI-R™; as well as all materials needed for the NEO PI-R™ and NEO™-PI-3 Professional Report Service.

The NEO-PI-3 provides a comprehensive and detailed assessment of adult and adolescent personality. It is a concise measure of the five major domains of personality (Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness). The NEO-FFI-3 is a 60-item version of the measure, ideal for situations where time is limited and global information on personality is sufficient. The NEO PI-R forms and norms have not changed with the update of the NEO Inventories Professional Manual.

Both the NEO-PI-3 and NEO-FFI-3 include a downward extension to age 12. Items have been revised to make them easier to read and more appropriate for younger examinees. Separate adolescent and adult norms are available. NEO-PI-3 Profile Forms have been made larger and now more user-friendly; combined-sex Profile Forms are now available. New features such as the NEO Problems in Living Checklist and NEO Style Graph Booklet provide innovative ways to give clients feedback on their particular personality profile.

Try the NEO-3 and let us know what you think.

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