Associations between the Holden Psychological Screening Inventory and the Personality Assessment Screener in a Nonclinical Sample

Rr, Holden; Kb, Starzyk; Edwards, Martin; As, Book

doi:10.2466/pr0.2001.88.3c.1005

Cited by 4 publications

(4 citation statements)

References 6 publications

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“…Coefficient alphas were generally > .60, which is acceptable given that the element scales have two or three items each, and in fact impressive given that many of the strategies used to select PAS items were anticipated to diminish internal consistencies (Morey, 1997). These values were mostly consistent with those reported in previous studies (Holden et al, 2001;Morey, 2007). For example, the alphas ranged from .48 to .79 in the clinical standardization sample (Morey, 2007).…”

Section: Methodssupporting

confidence: 92%

“…Research that has been conducted beyond initial validation studies has focused on correlations with other clinical outcomes. For instance, available data suggest that the PAS total score significantly differentiates patients with and without schizophrenia (Christensen, Girard, Benjamin, & Vidailhet, 2006) and that PAS element scores significantly relate to attachment styles (D. P. Schmitt, 2005), dissociation (McLeod, Byrne, & Aitken, 2004), and scales of another screening instrument, the Holden Psychological Screening Inventory (Holden, Wasylkiw, Starzyk, Edwards, & Book, 2001). Research also suggests that the PAS total score is sensitive to therapeutic change in a brief treatment (Lapidus, Shinn, & Hutton, 2001) and predictive of outcomes following a medical procedure (Brotto, Basson, & Gehring, 2003).…”

mentioning

confidence: 99%

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Validity of the Personality Assessment Screener in Veterans Referred for Psychological Testing

Creech

Evardone

Braswell

et al. 2010

Military Psychology

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Screening for psychopathology is desirable in many settings where routine administration of full assessment batteries is not practical or cost efficient. The Personality Assessment Screener (PAS) is a 22-item self-report subset of Personality Assessment Inventory (PAI) items that was designed to screen for respondents who would be likely to achieve a clinically significant PAI profile. In this study, the PAS demonstrated classification rates in a sample of veterans referred for psychological evaluations that were similar to those described in initial validation studies. In addition, the three-item Negative Affect element of the PAS demonstrated impressive reliability and sensitivity given its brevity. These results support the use of the PAS as a screening tool to indicate clinically significant PAI profiles among veterans.The utility of brief and empirically validated mental health screeners has been embraced by both Veteran's Affairs Hospitals and the military as a way to efficiently MILITARY PSYCHOLOGY, 22:465-473, 2010

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Section: Methodssupporting

confidence: 92%

mentioning

confidence: 99%

Validity of the Personality Assessment Screener in Veterans Referred for Psychological Testing

Creech

Evardone

Braswell

et al. 2010

Military Psychology

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“…The HPSI possesses construct validity (Holden et al, 1992) and reliability (Holden & Grigoriadis, 1995). The HPSI was also found to be reliable and valid within a non‐clinical sample of undergraduate students (Holden, Wasylkiw, Starzyk, Edwards, & Book, 2001).…”

Section: Methodsmentioning

confidence: 98%

An Evaluation of the Psychache Scale on an Offender Population

Mills

Green

Reddon

2005

Suicide & Life Threat Behav

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This study examined the generalizability of a self-report measure of psychache to an offender population. The factor structure, construct validity, and criterion validity of the Psychache Scale was assessed on 136 male prison inmates. The results showed the Psychache Scale has a single underlying factor structure and to be strongly associated with measures of depression and hopelessness and moderately associated with psychiatric symptoms and the criterion variable of a history of prior suicide attempts. The variables of depression, hopelessness, and psychiatric symptoms all contributed unique variance to psychache. Discussion centers on psychache's theoretical application to the prediction of suicide.

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“…Some researchers prefer a six-factor model (e.g., Hogan et al, 2007b;Douglas et al, 2000;Jackson, 1976;Ashton et al, 2000), whereas others have identified as few as three factors in a model (Eysenck, 1991;O'Gorman & Hattie 1986;Mckenzie, 1988). In addition, Holden et al (2006) produced a four-factor version.…”

Section: Criticism Of the Ffmmentioning

confidence: 99%

Personality as a Predictor Of Job Performance in an All-Remote Workforce: A Study of Workers Within the Canada Pension Centre for the Federal Public Service

Wright¹

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Prior research has demonstrated that the Big Five dimensions of personality (Extraversion, Neuroticism, Conscientiousness, Openness, and Agreeableness) can significantly predict overall job performance in traditional office settings where employees work in person (Barrick & Mount, 1991). The arrival of the recent pandemic has required many organizations to rethink their service delivery models in response to public health threats and safety measures. Transitioning to remote work was a popular organizational response. The pandemic has likely changed service delivery models for good, with some organizations considering permanently shutting down in-person office space as a cost-saving measure. Remote work has also been viewed as a hiring tool as more employees are showing an interest in working from home. However, despite this interest, remote work may not be suitable for all employees.Unlike previous research, this study investigates the relationship between the Big Five dimensions of personality and eight job performance criteria (job knowledge, organizational skills, efficiency, persistent effort, cooperation, organizational conscientiousness, interpersonal and relational skills) in an all-remote work environment.The research consists of 201 responses from employees in the Canada Pension Centre who transitioned to fully remote work as a response to public safety measures. It centres around a survey designed to collect personality and job performance data. Semistructured interviews were conducted with members of the management team to bolster research findings. Conclusions from this research confirmed, as with prior research where employees were situated in offices, a positive relationship exists between personality and job performance in fully remote work environments. As with previous iii research in this area, findings demonstrated that Conscientiousness and Openness to new experiences are associated with higher organizational outcomes in a remote work environment. The study also concluded that employees with access to outdoor spaces, such as yards or balconies, reported higher overall job performance.This research combines past research on personality, job performance, and remote work. It examines the relationship between personality and job performance in a fully remote workforce, specifically the use of personality to predict job performance measured in terms of task and contextual productivity. The findings add to the current literature on personality, job performance, remote work, and the research on the effects of the pandemic on organizations. Results reaffirm a one-size-fits-all approach to organizational design may not improve overall organizational outcomes. Organizations can use these findings to aid in recruitment and productivity decisions and designing the workplace of the future.

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Associations between the Holden Psychological Screening Inventory and the Personality Assessment Screener in a Nonclinical Sample

Cited by 4 publications

References 6 publications

Validity of the Personality Assessment Screener in Veterans Referred for Psychological Testing

Validity of the Personality Assessment Screener in Veterans Referred for Psychological Testing

An Evaluation of the Psychache Scale on an Offender Population

Personality as a Predictor Of Job Performance in an All-Remote Workforce: A Study of Workers Within the Canada Pension Centre for the Federal Public Service

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