Around 5,700 British adults completed the NEO-PI-R, which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey (HDS); measure of Anti-Social Personality Disorder called Mischievous. Previous work in this field has used clinical measures of psychopathy and either student or patient samples. This sought to validate this measure by comparing NEO facet correlational results with other studies. The Mischievous score from the HDS was the criterion variable in the correlations and multiple regressions. Mischievous people were Disagreeable, Stable, Extraverts, lacking in Conscientiousness. Facet analysis showed them high on Excitement-seeking but low of Straightforwardness, Anxiety and Deliberation. Limitations are of the study are discussed.

Purpose– The purpose of this paper is to examine the relationship of the Five-Factor Model Personality Disorder (FFM PD) count technique to industrial, work, and organizational (IWO) criteria. In this vein, the present research sought to extend previous studies (e.g. De Fruytet al., 2009) by eliminating common method variance, and by including several objectively assessed IWO criteria, namely, managerial level, intelligence, and creativity.Design/methodology/approach– In total, 1,659 working adults reported their managerial level in their organization, and completed two intelligence tests, a measure of creativity, and a measure of the Big Five personality traits in an assessment centre. The data were analyzed using structural equation modeling.Findings– Results showed that the FFM PD counts were significantly associated with each IWO criteria. Results also show that specific linear combinations of Five-Factor Model facets can explain a larger proportion of the variance in these criteria. Finally, normative benchmark values are provided and validated for personnel development contexts in the UK.Research limitations/implications– Because the FFM PD score-distributions were limited to one assessment setting (medium stakes) only, the use of proposed benchmarks may not be appropriate for other contexts.Practical implications– Considering the mounting evidence in the area, assessing dark side traits is likely to be desirable for organizations – particularly in selection and development settings.Originality/value– This study is the first to demonstrate the validity of the FFM PD count technique in relation to objectively measured IWO criteria.

BACKGROUND:This study looked at the relationship between "bright-side" and "dark-side" personality variables by focusing on the controversial trait of Passive-Aggressiveness. Around 4800 British adults completed the NEO-PI-R which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey (HDS) which has a measure of Passive-Aggressiveness called Leisurely.AIM:To determine to what extent the well-established Big Five traits measured at both domain and facet level can account for the variance in a measure of passive-aggressiveness.FINDINGS:Correlations and regressions indicated that Leisurely individuals are introverted, closed-minded Neurotics, with particular needs for order and deliberation. Neuroticism facets accounted for most of the variance. Overall, the Big Five measured at Domain and Facet level accounted for relatively small amounts of variance, suggesting the divergent validity of this measure of PAPD.CONCLUSIONS:This scale measures something that is not captured by comprehensive taxonomies of personality. Limitations and implications for clinical practice are noted.

Over 5000 senior managers attending a structured assessment centre completed three tests (Revised NEO Personality Inventory, NEO-FFI; the Myers Briggs Type Indicators, MBTI; the Fundamental Interpersonal Relations Orientation, FIRO-B).Given their rank and responsibilities they were categorised as Non-Managers or specialists, Middle Managers and Senior Managers (Manager of Managers or Leaders).Results showed the more Senior Managers tended to be less Neurotic and Agreeable, but more Extraverted and Conscientious.They also had less Wanted Inclusion and more Expressed Control scores on the FIRO-B and tended to be higher on MBTI Intuition and on Thinking (vs Feeling).The results of the discriminant analysis showed two FIRO-B factors (Expressed Control and Wanted Control) and two Big Five (Neuroticism and Extraversion) were best discriminators of managerial seniority.Leaders tended to score high on Expressed Control and Extraversion and low on Wanted Inclusion and Neuroticism.Implications for selection and promotion, as well as limitations of the study are considered.

Around 4,100 British adults completed the NEO-PI-R (Costa & McCrae, 1985), which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey (Hogan & Hogan, 2009) measure of Paranoid Personality Disorder called Sceptical. This study sought to validate this measure by comparing NEO facet correlational results with other studies. The Sceptical score from the HDS was the criterion variable in the correlations and multiple regressions. Sceptical people were Disagreeable, Neurotic, and Conscientious. Facet analysis showed them low on Trust, Compliance, and Straightforwardness but high on Depression and Angry Hostility. Limitations of the study are discussed.

Over 6000 adult managers attending an assessment centre completed the MBTI and also specified in detail how long it had been before they were promoted to a managerial role, and also, where appropriate, to a senior managerial role. Correlational analyses showed shorter times to promotion were associated with being Extraverted and a Sensing Type. Regressions showed that Feeling types took longer to be promoted to managerial roles, and that Perceiving types took longer to be promoted to senior positions. Implications for the selection and management of people were considered.

Around 5000 British adults completed the NEO-PI-R (Costa & McCrae, 1985) which measures the Big Five Personality factors at the Domain and the Facet level, and the Hogan Development Survey (Hogan & Hogan, 1997) which has a measure of Schizotypal Personality Disorder (SPD). The Imaginative Scale from the HDS was the criterion variable in all analyses. Imaginative individuals are high on Openness and Extraversion and low on Agreeableness. Facet analysis showed which of the six subscale scores from each superfactor best predicted SPD. The study partially confirmed work using different population groups and different measures, but showed some important differences. Limitations are considered as well as the problems associated with working with creative people are discussed. (C) 2013 Elsevier Ltd. All rights reserved.

This study aimed to examine a Big Five 'bright-side' analysis of a sub-clinical personality disorder, i.e. narcissism. A total of 6957 British adults completed the NEO-PI-R, which measures the Big Five Personality factors at the domain and the facet level, as well as the Hogan Development Survey (HDS), which has a measure of Narcissism called Bold as one of its dysfunctional interpersonal tendencies. Correlation and regression results confirmed many of the associations between the Big Five domains and facets (NEO-PI-R) and sub-clinical narcissism. The Bold (Narcissism) scale from the HDS was the criterion variable in all analyses. Bold individuals are disagreeable extraverts with very low scores on facet Modesty but moderately high scores on Assertiveness, Competence and Achievement Striving. The study confirmed work using different population groups and different measures.

completed the Hogan Development Survey (HDS) (Hogan & Hogan, 1997) which measures eleven potential derailment behaviours ("dark side" traits) based on the personality disorders and the Myers-Briggs Type Indicator (Briggs & Myers, 1987) a famous measure of "normal" personality functioning.In all, five of the eleven "dark side" traits were correlated with the Extraversion-Introversion dimensions, none with Sensing-Intuition, seven with Thinking-Feeling and four with the Judging-Perceiving scale.Correlations were modest.Regressions with the four MBTI scales as criterion variables showed nine of the HDS factors were related to the T-F scale and accounted for 12% of the variance.Thinking types tended to be Sceptical, Reserved and Diligent.Overall correlations were low suggesting the MBTI assesses some aspects of dark side traits.

BACKGROUND:This study looks at the "bright-side" normal, personality trait correlates of the "dark-side" Borderline Personality Disorder (BPD).METHODS:Over 5000 British adults completed the NEO-PI-R which measures the Big Five Personality factors at the Domain and the Facet level, as well as the Hogan Development Survey which has a measure of Borderline Personality Disorder (BPD) called Excitable.RESULTS:Correlation and regression results confirmed many of the associations between these "bright" and "dark" side individual difference variables. The Excitable score from the HDS was the criterion variable in all analyses. Excitable individuals are high on Neuroticism, but also Introverted and Disagreeable. The facet analysis identified Angry Hostility, Anxiety, Depression and Vulnerability as particularly characteristic of that type.CONCLUSIONS:The study confirmed work on BPD using different population groups and different measures, showing that it is possible to describe personality disorders in terms of extreme scores on personality traits.

Over 6000 adult managers attending an assessment centre completed a battery of tests including a 'bright side' personality trait measure (NEO-PI-R); a 'dark side'/disorders measure (HDS), an ability test (GMA) and also specified, in detail, how long it had been before they were promoted to a managerial role, and also, where appropriate to a senior managerial role. Correlation analyses showed shorter times to promotion were associated with low Neuroticism, high Extraversion, high Conscientiousness, and high Intelligence, as well as being high on Bold and Colourful, but low on Cautious, Reserved and Leisurely "dark side" traits. Regressions showed the higher-order, dark side factors named "Moving against" people positively, and "Away from" and "Moving toward" people negatively, were associated with promotions. Implications for the selection and management of people, as well as limitations of this study are considered. (C) 2013 Elsevier Ltd. All rights reserved.

In all 794 young people aged around 30yrs completed three intelligence (Raven's Progressive matrices: GMA Numerical and GMA Verbal) and one personality inventory (16PF). They were all graduates and 173 were identified clearly as Arts graduates and 518 as Science students. There were various sex differences on all measures. All seven hypotheses were confirmed. An analysis of co-variance controlling for sex showed eight (of 16) significant trait differences and significant differences on all three intelligence test measures. Compared to Science students, Arts students scored higher on Factors A (Warmth), I (Sensitivity), L (Vigilance), M (Abstractness), Q1 (Open to Change), T (Tension) and GMA Verbal but lower on Factor G (Rule Conscientiousness), Q3 (Perfectionism), Raven's Progressive Matrices and GMA Numerical. Discriminant analysis showed the top five measures to be Factor I (Sensitivity), M (Abstractness), student sex, GMA numerical and Raven's Progressive Matrices. Logistic regressions confirmed these results. Implications for vocational guidance are considered along with limitations of this research.

Over 3000 adult managers attending an assessment centre completed a battery of tests including three personality trait inventories (NEO-PIR; MBTI; and HDS), two ability tests (GMA, WG) and a well established measure of divergent thinking (the Consequences Test) used as the criterion variable for creativity. Regressions showed the NEO-PIR Big Five at facet and domain level accounted for around ten percent of the variance in divergent thinking. The MBTI, Big Four, accounted for only five percent of the total variance. Both intelligence tests were modestly correlated with creativity. Together sex, intelligence and personality accounted for 12% of the variance. Bright, stable, open, extraverted males scored most highly on the measure of creative thinking. Implications of these findings are discussed.

In the present study, 585 British adults attending an assessment center completed a series of tests that included measures of personality (the Revised NEO Personality Inventory), abstract reasoning (the Graduate and Managerial Assessment), and divergent thinking (DT; the Consequences Test). Correlation analyses showed that DT was significantly and positively correlated with abstract reasoning and the Big Five personality factors of Openness to Experience and Extraversion. A multivariate forward stepwise regression showed that DT was significantly predicted by “Openness,” Abstract Reasoning, Extraversion, and Agreeableness. Further analyses showed that DT was significantly correlated with 5 of the 6 Openness facets and 4 of the 6 Extraversion facets (as well as with several facets from Agreeableness, Neuroticism, and Conscientiousness). Overall, however, abstract reasoning and personality accounted for only 7% of the variance in DT, suggesting that these variables are only modestly associated wtih DT in a British occupational sample.

Just under 3000 middle managers were rated on seven dimensions/competencies by consultants after a 1‐day assessment centre and structured interview. They also completed two cognitive ability tests and two well‐established personality tests (NEO PI‐R; MBTI). Correlational analysis showed that the rated dimensions of ‘drive to achieve’, ‘internal locus of control’ and ‘resilience’ all modestly negatively correlated with Neuroticism. All seven ratings were significantly correlated with Extraversion and three each with Openness and Agreeableness. There were few significant correlations with the MBTI but the Thinking–Feeling dimension correlated significantly with combined ratings. Correlations with the intelligence test scores were mostly non‐significant. The seven ratings factored into three identifiable factors: labelled personal assertiveness, toughness and determination and curiosity. Regressions using both a total, overall computed rating of general aptitude, as well as the three scores as criterion variables and ability, personality, participant‐gender and management level as predictor variables demonstrated that they accounted for between a quarter and a third of the variance. Predictors varied considerably as a function of the different criteria measures but ability and gender accounted for little of the variance.

The relationships among trait emotional intelligence (EI), personality, IQ and sex were investigated in a sample of 585 employees (478 males, 107 females). Participants completed the Watson–Glaser Critical Thinking Appraisal, the Bar‐On Quotient Inventory (EQ‐i) and the Neuroticism–Extraversion–Openness Personality Inventory Revised. Bivariate correlations revealed significant associations between overall EQ‐i and Neuroticism (negative), Agreeableness, Extraversion, Openness and Conscientiousness (all positive). While there were no significant associations between overall EQ‐i and sex or IQ, significant correlations were observed when EI components were considered. Male participants scored significantly higher on Adaptability and females scored significantly higher on the Interpersonal facet. Moreover, IQ correlated with the Interpersonal composite in the male' sample. Results are discussed in the context of trait EI structure and its implications for interpretation of sex and IQ effects.

A total of 900 participants completed two personality tests (Revised NEO Personality Inventory; Myers-Briggs Type Indicator (MBTI) and reported their managerial level in their organization. Results showed that conscientiousness, extraversion and MBTI intuition were positively correlated with managerial level, and neuroticism, MBTI introversion and sensing were negatively correlated with managerial level. These findings attest to the utility of personality tests used within the occupational community, for selection and assessment of suitability for promotion to senior managerial roles.

PurposeThe purpose of this paper is to investigate whether managers at different levels differ in terms of ability and personality.Design/methodology/approachAssessment centre results for over a thousand managers on two cognitive and two non‐cognitive tests were subject to analysis of variance.FindingsNon‐manager specialists scored highest on one ability test, but lowest on the other. Senior managers had highest Expressed Inclusion and Control scores but lowest Wanted Inclusion and Control scores. Non‐managers were found to be most diligent and dutiful.Research limitations/implicationsLevel is inevitably confounded with age and experience, which may impact onto the individual difference variables making it difficult to accurately attribute causality.Practical implicationsIt is important to use psychometric test data to help in selection of all managers. Different levels require different profiles.Originality/valueAn exploration of individual differences in a large sample of managers that may relate to promotion to senior management levels.

Over 4,000 British adults completed two widely used personality-type tests at an Assessment Centre, the Myers-Briggs Type Indicator and the Fundamental Interpersonal Relations Orientation-Behavior. Both correlational and regressional analyses showed modest overlap. Inclusion was related to Introversion–Extraversion and Control to the Thinking-Feeling Dimension. The Sensing–Intuition and Judging–Perceiving dimensions of the Myers-Briggs Type Indicator had only weak correlations with the Fundamental Interpersonal Relations Orientation–Behavior scores (all values below .08). The difference scores between Wanted and Expressed on the Fundamental Interpersonal Relations Orientation–Behavior indicated that the Thinking, Perceiving, Extraverts had the highest differences between Perceived and Wanted scores.