Richard Hicks

The occupational stress inventory-revised: Confirmatory factor analysis of the original inter-correlation data set and model

Richard Hicks — Thu, 19 Nov 2009 22:58:52 PST

Stress levels are said to be rising in many different occupations but one problem for cross-occupation comparison purposes is that different questionnaires have been used in different studies- often specially designed questionnaires for the occupation under study. The Occupational Stress Inventory- Revised (OSI-R) is one questionnaire that may help assess the same stress-related variables across different occupational groups. The OSI-R model is theory-based and assesses the effects on the individual of three 'factors' (occupational roles, psychological strain and coping resources) across fourteen dimensions. This current study reports the findings of a re-analysis of the original Manual data of 983 mixed occupational respondents of the OSI-R, using confirmatory factor analyses of the inter-correlations given of the 14 dimensions. The findings show that the three-factor solution is not optimal (though two of the three original factors are accurately reproduced) and that a four-factor solution better fits the responses, but with more error than desirable in both solutions. This finding is consistent with an earlier confirmatory factor analysis of the responses of 141 teachers which suggested that a four-factor rather than three-factor solution was preferred. Implications for use of the OSI-R and for further research are drawn.

Item formats and social desirability in personality assessment: A review of the place of forced-choice items

Richard E. Hicks — Tue, 11 Aug 2009 18:41:41 PDT

Impression management is an issue in recruitment and selection and in other areas in the workplace. Often we teach people how to present themselves to best advantage of self or the company. However, problems related to impression management might well be seen when personality questionnaires are used as part of the process of selection. Falsification or distortion of responses to items in personality questionnaires is part of impression management (or social desirability responding) and test-users often wish to take into account the extent of any such distortion. Attention has been given to item formats in personality questionnaires over many years. The usual approach in such assessment has been to use Single-Stimulus item formats, and the use of Forced-Choice items has been frowned upon (cf., Anastasi & Urbina, 1997). However different Forced-Choice formats are now increasingly being used in practice and are thought to reduce the effects of ipsativity that lead to earlier repudiation of the use of such item formats. To describe how the new forced-choice item patterns seem to function is the purpose of this paper. This paper examines how the specialised Forced-Choice items operate. Conclusions are drawn for further research which will assist in understanding the place of Forced-Choice item formats and their value in personality questionnaires.

Perfectionism, occupational stress and depression among Australian university students

Margaret Christopoulos — Tue, 11 Aug 2009 18:41:40 PDT

The present study examined the role perfectionism plays in University students by investigating its relationship with occupational stress and depression in the context of an Australian university student population. 116 students were recruited through convenience and snow-balling sampling method. Students completed the General & Biodata Questionnaire, the Multidimensional Perfectionism Scale (Frost et al., 1990), the Occupational Stress Inventory-Revised (Osipow, 1998), and the Depression Anxiety Stress Scales-21 (Lovibond & Lovibond, 1995). As expected maladaptive perfectionism significantly correlated with occupational stress and depression; however, unexpectedly adaptive perfectionism did not correlate significantly with occupational stress and depression. Also, as expected the Ethnic minority group scored higher on maladaptive perfectionism compared to the Caucasian group. This suggests that perfectionism could play an important role in the development of stress and depression in University students.

Low emotional intelligence and maladaptive perfectionism

Mark Jackson — Tue, 11 Aug 2009 18:41:39 PDT

Emotional intelligence (EI) and maladaptive perfectionism have direct links to the development of psychopathology, but the exact relations are unclear (Mikolajczak, Luminet, Leroy & Roy, 2007). The current study examined the relationship between EI and perfectionism, especially low EI and high maladaptive perfectionism, and their affect on psychopathology. Fifty one males and 92 females (N= 143) completed the brief Trait Emotional Intelligence Questionnaire (Petrides & Furnham, 2006), the Multidimensional Perfectionism Scale (Frost, Marten, Lahart & Rosenblate, 1990), and the short version of the Depression, Anxiety and Stress Scale (Lovibond & Lovibond, 1995). Subjects were placed in a low or high group using the emotional intelligence test score. Low emotional intelligence was found to be directly related to maladaptive perfectionism. In line with earlier research on EI and maladaptive perfectionism, the low EI group in comparison with the high EI group reported significantly higher instances of depression, anxiety, stress. Findings from the current study have broad implications for education, family and clinical counselling, employment screening, and workplace mental health issues.

The Big Five in predicting leadership styles of university students

Justine L. Ebenreuter — Tue, 11 Aug 2009 18:41:38 PDT

The purpose of this study was to examine the degree to which the Five-Factor model of personality was useful for the assessment of leadership styles of university students. To do this, three specific leadership styles were assessed: Transformational, Transactional and Laissez-faire Leadership. Due to an increase in the understanding of the elements which constitute leadership, researchers have asked, given the contingencies and employment demands leaders typically face, whether different personality attributes are related to these styles (Bass et al., 1994). This query has resulted in a significant amount of research into the fundamental impact of leadership on institutional performance (Guastello, 1998). This paper examines the Big Five factors in relation to the early stages in the development of the three leadership styles and relates these findings to personality attributes of mostly older adults who have developed their leadership styles in the workplace. This paper answers the question: Are the same personal attributes related in the same way to different leadership styles among university students as exist among adults in the workforce? Eighty-seven first year University students (72 females and 15 males, mean age 25.1) recruited from a private Australian University, completed the Multifactor Leadership Questionnaire, the International Personality Item Pool Questionnaire and a survey on students' opportunities to lead. For data analysis, a hierarchical regression analysis was employed. It was hypothesised that Transformational Leadership would be related directly to the personality traits Extraversion and Openness to Experience; Transactional Leadership and Laissez-faire Leadership would be related directly to the personality traits Conscientiousness and Agreeableness; and none of the active leadership styles would be related to the Neuroticism personality variable. These hypotheses were supported except for Agreeableness, which was not related to any of the leadership styles.

Family history of breast cancer, health beliefs and knowledge in the practice of breast self-examination

Jennifer Stephan — Thu, 14 May 2009 18:48:42 PDT

The present study investigated the relationship between frequency of breast self-examination (BSE), family history of breast cancer and health beliefs in Australian women comparing both low risk (<45 years) and high risk women (>45 years). The sample was divided into two equal groups of 131 participants (low risk and high risk). Self report questionnaires administered were part of a larger study and included a bio-data and general information questionnaire on breast self-examination, and the Health Belief Model Scale (HBMS). The results revealed that family history of breast cancer, knowledge of BSE procedures and of breast cancer, and three health beliefs (barriers, confidence and motivation) predicted the practice or performance of BSE. Women in the high risk group (older age group) practiced BSE significantly more than did women in the low risk group. An earlier analysis suggested that frequency of BSE is also associated with lower mental health (depression and anxiety tended to be higher among those practicing BSE). Further studies are needed to separate age, other demographics, and mental health issues in the practice of BSE.

My next client: Understanding the Big Five and positive personality dispositions of those seeking psychosocial support interventions.

Karen D. Klockner — Thu, 14 May 2009 18:48:41 PDT

Objectives: The purpose of this study was to examine whether individuals who sought out psychosocial support interventions which include life, career and executive coaching, mentoring services and counselling psychology services, could be identified by a combination of the Big Five and other positive personality facets and could subsequently be described as being open to growth and having a goal directed orientation. Design: The dimensions of Personal Growth Initiative, Adult Dispositional Hope, Goal Setting and the Big Five factors (Extraversion, Neuroticism, Openness to Experience, Conscientiousness and Agreeableness) were investigated in an attempt to predict and further understand those individuals who would actively seek out and participate in a psychosocial intervention. Methods: The NEO-PI-R, the Goal-Setting scale of the Apollo Profile, the Adult Dispositional Hope Scale and the Personal Growth Initiative Scale were administered to 200 individuals to examine the personality attributes of clients who seek psychosocial support including coaching. Statistical analyses included the review of Group Statistics between Intervention Seekers and Non Intervention Seekers, Discriminant Function Analysis (one discriminant function revealed) and Confirmatory Cross Validation for Prediction of Group Membership. Results: Results revealed that high scores on Openness to Experience, Extraversion, Adult Dispositional Hope, Personal Growth Initiative, and Goal Setting were valid personality trait predictors of intervention seekers. Conclusions: The findings have implications for the research and practice of counselling psychology, the growing areas of life and executive coaching and for organisations where career and performance interventions such as coaching and mentoring are used.

Do smoking cues make you want to smoke? And is it your parents' fault?

S. Thorpe — Tue, 07 Apr 2009 22:25:44 PDT

The psychological impacts of long-term unemployment, sex differences and activity: a case study analysis

Juanita Muller — Wed, 18 Feb 2009 17:22:42 PST

There is renewed interest in the use of qualitative methods in the unemployment research arena to provide a richer understanding of the unemployment experience. This study is designed to investigate the effects of long-term unemployment on psychological well-being, sex differences and the effects of participating in 'activity' using a case study methodology. Findings from ten semi-structured interviews with people, unemployed between 12 and 36 months, showed that psychological distress, depression and life satisfaction were the most affected psychological variables. Financial difficulties also have a major impact on psychological well-being. The social policy implications from this study suggest that women may have different needs in relation to employment assistance due to their personal and family circumstances, and that unemployment policies may need to address some psychological variables and financial difficulties more directly. Future studies in this area are recommended to explore these issues further.

Measurement approaches in assessing critical thinking for professional practice and management

Richard Hicks — Wed, 18 Feb 2009 17:22:42 PST

ExtractThere has been a growing emphasis placed on competencies and their assessment in the management and professional arenas. The effectiveness of award restructuring, training programs, performance management and career path development can be related at some level to required competencies. However, accurate measurement and appraisal of competencies is not necessarily straightforward. This paper takes one competency, critical thinking, which is generic to most levels of professional practice and management and discusses the problems faced in assessing critical thinking performance for selection purposes. Early research by the authors on the use of the Watson Glaser Critical Thinking Appraisal to assess critical thinking in the Australian setting is cited (Hicks & Southey, 1990a; 1990b; 1992; Hicks, Southey & Tegg, 1992), and brief reference made to other approaches or devices used to assess critical thinking.