The Meaning and Clinical Implications of Low MMPI-3 Self-Importance Scores

Whitman, Megan R; Rice, William E; Menton, William H; McCord, David; Ben‐Porath, Yossef S.

doi:10.1080/00223891.2022.2068421

Cited by 1 publication

(1 citation statement)

References 28 publications

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“…The California Commission on Peace Officer Standards and Training (Spilberg & Corey, 2014/2022) also requires all police candidates to be evaluated on 10 dimensions (the POST-10 psychological screening dimensions), which includes a Conscientiousness and Dependability dimension (related to CMP), an Impulse Control and Attention to Safety dimension (related to IMP), and an Emotional Regulation and Stress Tolerance dimension (related to ARX and STR). SFI scores, which measure beliefs that one has positive attributes and abilities, have been shown to be negatively associated with interpersonal engagement (Whitman et al, 2021; Whitman, Rice et al, 2022), which relates to the POST-10 Assertiveness, Social Competence, and Teamwork dimensions. Accumulating data to evaluate the validity of inferences drawn from these new and revised MMPI-3 scales in preemployment evaluations is especially important given the recent release of the revision.…”

Section: Mmpi-3 Scores In Preemployment Contextsmentioning

confidence: 99%

Associations Between MMPI-3 and Psychosocial History Findings Obtained in Preemployment Evaluations of Public Safety Candidates

Whitman

Corey²,

Ben‐Porath

2022

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The present study evaluated the validity of Minnesota Multiphasic Personality Inventory-3 (MMPI-3) scores among police ( n = 1,294), correctional officer ( n = 190), dispatcher ( n = 205), and firefighter ( n = 237) candidates using psychosocial history data collected with the Psychological History Questionnaire (PsyQ) at a private practice in the Northwestern United States. MMPI-3 scale elevations at T score cutoffs specified in the MMPI-3 User’s Guide for the Public Safety Candidate Interpretive Reports (Corey & Ben-Porath, 2022) were examined. Consistent with previous research using the MMPI-2-RF, MMPI-3 T score means were lower and less variable in this public safety preemployment context relative to the normative sample. In addition, MMPI-3 scores were meaningfully associated with a number of aggregated scale scores derived from PsyQ data, particularly in the behavioral/externalizing domain. To address limited research on preemployment personality testing among female police candidates and the absence of research among nonpolice public safety occupations, Cohen’s q was used to compare validity coefficients across male and female police candidates and across police and correctional officer, dispatcher, and firefighter candidates. Differences were minimal, with all statistically significant effects being small in magnitude, indicating the MMPI-3 correlates identified with police candidates replicate to other public safety positions.

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Section: Mmpi-3 Scores In Preemployment Contextsmentioning

confidence: 99%