Showing papers by "Claudio Barbaranelli published in 2014"

Gender Stereotypes of Personality Universal and Accurate

Abstract: Numerous studies have documented subtle but consistent sex differences in self-reports and observer-ratings of five-factor personality traits, and such effects were found to show well-defined developmental trajectories and remarkable similarity across nations. In contrast, very little is known about perceived gender differences in five-factor traits in spite of their potential implications for gender biases at the interpersonal and societal level. In particular, it is not clear how perceived gender differences in five-factor personality vary across age groups and national contexts and to what extent they accurately reflect assessed sex differences in personality. To address these questions, we analyzed responses from 3,323 individuals across 26 nations (mean age = 22.3 years, 31% male) who were asked to rate the five-factor personality traits of typical men or women in three age groups (adolescent, adult, and older adult) in their respective nations. Raters perceived women as slightly higher in openness, agreeableness, and conscientiousness as well as some aspects of extraversion and neuroticism. Perceived gender differences were fairly consistent across nations and target age groups and mapped closely onto assessed sex differences in self- and observer-rated personality. Associations between the average size of perceived gender differences and national variations in sociodemographic characteristics, value systems, or gender equality did not reach statistical significance. Findings contribute to our understanding of the underlying mechanisms of gender stereotypes of personality and suggest that perceptions of actual sex differences may play a more important role than culturally based gender roles and socialization processes.

Dimensionality and reliability of the self-care of heart failure index scales: further evidence from confirmatory factor analysis.

Abstract: The Self-Care of Heart Failure Index (SCHFI) is used widely, but issues with reliability have been evident. Cronbach alpha coefficient is usually used to assess reliability, but this approach assumes a unidimensional scale. The purpose of this article is to address the dimensionality and internal consistency reliability of the SCHFI. This was a secondary analysis of data from 629 adults with heart failure enrolled in three separate studies conducted in the northeastern and northwestern United States. Following testing for scale dimensionality using confirmatory factor analysis, reliability was tested using coefficient alpha and alternative options. Confirmatory factor analysis demonstrated that: (a) the Self-Care Maintenance Scale has a multidimensional four-factor structure; (b) the Self-Care Management Scale has a two-factor structure, but the primary factors loaded on a common higher-order factor; and (c) the Self-Care Confidence Scale is unidimensional. Reliability estimates for the three scales, obtained with methods compatible with each scale's dimensionality, were adequate or high. The results of the analysis demonstrate that issues of dimensionality and reliability cannot be separated. Appropriate estimates of reliability that are consistent with the dimensionality of the scale must be used. In the case of the SCHFI, coefficient alpha should not be used to assess reliability of the self-care maintenance and the self-care management scales, due to their multidimensionality. When performing psychometric evaluations, we recommend testing dimensionality before assessing reliability, as well using multiple indices of reliability, such as model-based internal consistency, composite reliability, and omega and maximal reliability coefficients.

Fakability of Implicit and Explicit Measures of the Big Five: Research findings from organizational settings

Abstract: This study investigates the extent to which response distortion occur when implicit measures of personality traits are used in applied settings. Two groups composed of 58 security guards and 45 semiskilled workers, respectively, completed five Implicit Association Tests (IATs) for assessing the Big Five personality traits as a part of a personnel assessment program. They additionally completed a self-report measure of the same personality dimensions. Scores on the Big Five IATs and self-ratings of personality were obtained also by 52 volunteers who responded anonymously for research purposes. Results showed that participants under evaluative testing conditions scored significantly higher than volunteers on explicit measures of agreeableness, conscientiousness, and emotional stability. On the contrary, no significant differences were found in the Big Five IATs. Practical implications of findings and future research directions are discussed.

The role of irritability in the relation between job stressors, emotional reactivity, and counterproductive work behaviour

Abstract: Researchers have stressed the importance of assessing individual differences in personality as an approach to understanding aggressive and deviant conduct across different contexts. This study investigated the moderation role of irritability, a specific aggression-related disposition, in the process of work stressors that are conducive to counterproductive work behaviour (CWB) within the stressor–emotion model. From a total sample of 1147 Italian workers (53.5% women), high- and low-irritability groups were identified. Then, using a multigroup structural equations model, we simultaneously examined all the relations in both high- and low-irritability groups, and investigated whether these relations were different between them. Results showed that job stressors elicited negative emotions that, in turn, lead to CWB. Moreover, some job stressors influenced CWB directly only in the high-irritability group. Overall, irritability moderated the relation among job stressors and CWB but not the relation among job s...

Spanish version of Colquitt's Organizational Justice Scale.

Abstract: Resumen Background: Organizational justice (OJ) is an important predictor of different work attitudes and behaviors. Colquitt’s Organizational Justice Scale (COJS) was designed to assess employees’ perceptions of fairness. This scale has four dimensions: distributive, procedural, informational, and interpersonal justice. The objective of this study is to validate it in a Spanish sample. Method: The scale was administered to 460 Spanish employees from the service sector. 40.4% were men and 59.6% women. Results: The Confi rmatory Factor Analysis (CFA) supported the four dimensions structure for Spanish version of COJS. This model showed a better fi t to data that the others models tested. Cronbach’s alpha obtained for subscales ranged between .88 and .95. Correlations of the Spanish version of COJS with measures of incivility and job satisfaction were statistically signifi cant and had a moderate to high magnitude, indicating a reasonable degree of construct validity. Conclusions: The Spanish version of COJS has adequate psychometric properties and may be of value in assessing OJ in Spanish setting.

Applying the IAT to assess big five personality traits: A brief review of measurement and validity issues

Abstract: This chapter reviews the studies that applied the Implicit Association Test (IAT) to assess the Big Five personality traits, focusing on issues related to measurement and validity. After a brief introduction on the implicit self-concept of personality, the following five issues are critically reviewed: (1) the experimental procedure of both classical and questionnaire-based Big Five IATs, (2) the factorial structure and reliability of the implicit traits and the degree of dissociation between implicit and explicit measures, (3) the state and trait components of implicit scores, (4) the predictive validity of the Big-Five IATs with respect to relevant behavioural criteria, and (5) the robustness to faking of the Big Five IATs. Future research directions for the implicit measures of the Big Five were discussed.