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School of Psychology

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https://hdl.handle.net/1853/70756

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College of Sciences

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Work Science Center

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https://finding-aids.library.gatech.edu/agents/corporate_entities/1133

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Publication Search Results

Now showing 1 - 10 of 17

The utility of CRT-a sub-scales for understanding and predicting aggressive behaviors

(Georgia Institute of Technology, 2014-06-27) McNiel, Patrick Dean

The purpose of this study is to re-analyze existing findings in order to demonstrate and summarize relationships between criteria and the sub-scales/dimensions of the Conditional Reasoning Test for Aggression (CRT-A): Externalizing, Internalizing, and Powerlessness. A CRT-A sub-scale was expected to relate more strongly with criteria categorized as being more relevant to the dimension that is represented by that sub-scale. For criteria that were categorized as relevant to only a subset of the dimensions represented by CRT-A sub-scales, the regression of a criterion on all three sub-scales was expected to create a better fitting model than the regression of a criterion on the CRT-A total score alone. Scales were also expected to interact to predict criteria. This was expected to be most likely when multiple dimensions of implicit aggression were activated by environmental factors to influence specific behaviors. Support was found for all expectations
Narcissism and its measurement: A conditional reasoning measure for narcissism

(Georgia Institute of Technology, 2013-05-14) Schnure, Katherine Anne

Narcissism, which is broadly defined as a grandiose sense of self-importance (Judge, LePine, & Rich, 2006), is a construct that is associated with many potentially toxic traits and behaviors (Back, Schmukle, & Egloff, 2010; Hogan, Raskin, & Fazzini, 1990; Paulhus & Williams, 2002). Recently, interest in determining the effects of narcissism in organizations has increased (e.g. Blair, Hoffman, & Helland, 2008; Chatterjee & Hambrick, 2007; Judge et al., 2006; Penney & Spector, 2002). Psychometric issues with the Narcissistic Personality Inventory (NPI; Raskin & Hall 1979, 1981) and other measures of narcissism necessitate a more robust measure that can more accurately capture the facets of a complex construct. Conditional Reasoning Tests are designed to indirectly measure implicit cognitive processes (James & LeBreton, 2011), and are especially useful in measuring "socially unacceptable" traits such as narcissism. A 20-item Conditional Reasoning Test for Narcissism (CRT-NR) was created and underwent preliminary validation testing. Results support a 15-item measure to be used in continued validation of the instrument.
An analysis of the item characteristics of the conditional reasoning test of aggression

(Georgia Institute of Technology, 2012-11-12) DeSimone, Justin Angermeier

This dissertation employs modern psychometric techniques to estimate the item characteristics of the Conditional Reasoning Test of Aggression (CRT-A) and three related subscales. Using a sample size of 5,511 respondents, this dissertation provides an accurate assessment of the capability of the CRT-A to measure latent aggression. Additionally, a differential item functioning analysis compares student and applied samples. Results suggest that 21 of the 22 CRT-A items work as intended for the measurement of aggression and all 22 of the CRT-A items are good indicators of their respective factor subscales. Information curves indicate that the CRT-A is best suited for use with individuals who are high on latent aggression.
A generalized partial credit FACETS model for investigating order effects in self-report personality data

(Georgia Institute of Technology, 2012-07-05) Hayes, Heather

Despite its convenience, the process of self-report in personality testing can be impacted by a variety of cognitive and perceptual biases. One bias that violates local independence, a core criterion of modern test theory, is the order effect. In this bias, characteristics of an item response are impacted not only by the content of the current item but also the accumulated exposure to previous, similar-content items. This bias is manifested as increasingly stable item responses for items that appear later in a test. Previous investigations of this effect have been rooted in classical test theory (CTT) and have consistently found that item reliabilities, or corrected item-total score correlations, increase with the item's serial position in the test. The purpose of the current study was to more rigorously examine order effects via item response theory (IRT). To this end, the FACETS modeling approach (Linacre, 1989) was combined with the Generalized Partial Credit model (GPCM; Muraki, 1992) to produce a new model, the Generalized Partial Credit FACETS model (GPCFM). Serial position of an item serves as a facet that contributes to the item response, not only via its impact on an item's location on the latent trait continuum, but also its discrimination. Thus, the GPCFM differs from previous generalizations of the FACETS model (Wang&Liu, 2007) in that the item discrimination parameter is modified to include a serial position effect. This parameter is important because it reflects the extent to which the purported underlying trait is represented in an item score. Two sets of analyses were conducted. First, a simulation study demonstrated effective parameter recovery, though measurements of error were impacted by sample size for all parameters, test length for trait level estimates, and the size of the order effect for trait level estimates, and an interaction between sample size and test length for item discrimination. Secondly, with respect to real self-report personality data, the GPCFM demonstrated good fit as well as superior fit relative to competing, nested models while also identifying order effects in some traits, particularly Neuroticism, Openness, and Agreeableness.
Implicit personality and leadership in stressful and dangerous situations: a first step

(Georgia Institute of Technology, 2012-04-05) Smith, Daniel R.

Leadership in stressful and dangerous situations is vitally important in terms of lives, property, and national strategic objectives. But our understanding of effective leadership in these and other contexts is limited. Part of the problem is that interactionist theoretical perspectives are not reflected in contemporary leadership thinking. In addition, the impact of individual differences on leadership is often misrepresented or hidden by linear correlations and regressions conducted on continuous scores. This study employed new, innovative, indirect conditional reasoning measures to assess the personalities of 627 leaders entering the militaryâ s most challenging and stressful combat leader development course (the US Army Ranger School). These innovative measures predicted compelling differences in leadership, attrition, and in the peer evaluations made during the training. Analyses conducted on the continuous personality scores demonstrate that these findings are misrepresented or hidden by linear correlations and regressions. As an alternative, I present a configural scoring scheme, couched in a poker analogy, to explain how these individual differences combine to predict the odds of success for each of the 18 personality types studied.
Voluntary/involuntary emotional processes and aggressive behavior

(Georgia Institute of Technology, 2012-04-02) Kim, Min Young

This study estimated the association between aggressive behavior and two different types of emotion regulation, one operating on the conscious level with voluntary effort (i.e., suppression) and the other operating on the unconscious level with involuntary effort, or automatically (i.e., repression). Results from a correlation analysis among self-assessed suppression and repression and other-rated aggressive behavior showed that repression is more significantly linked to aggressive behavior than suppression. Further investigation using physiological and neural assessments was performed to determine the critical properties, including cardiac reactivity and neural substrates, of repression related to aggressive behavior. Based on the findings from multiple approaches in assessment, this study suggests that unconscious emotion change inferred from self-assessed repression (in Study 1) and neural activity (in Study 2) more significantly predicts aggressive behavior than personality. Implications for both aggression and emotion research are discussed along with the measurement equivalence issue.
Equivalence and faking issues of the aggression questionnaire and the conditional reasoning test for aggression in Korean and American samples

(Georgia Institute of Technology, 2012-02-07) Lee, Hye Joo

Researchers have raised concerns about measurement equivalence in comparing personalities across cultures using personality assessments. The self-reported personality measurements often do not assess the same construct, trigger different response styles (i.e., extreme response style), or use behavioral exemplars that are inappropriate across cultures (Byrne&Watkins, 2003; Chen, 2008; Poortinga, van de Vijber,&van Hermert, 2002, van de Vijver&Leung, 1997). James et al. (2005) developed a new measurement system for aggression that is different from traditional personality assessment. It is referred to as the Conditional Reasoning Test for Aggression (CRT-A). The CRT-A is an indirect measure for assessing unconscious motives to be aggressive that was developed in the USA. It has not been studied with people from different cultures. Study 1 investigated the equivalences of the Aggression Questionnaire (AQ) and the CRT-A by administering both to groups of Americans (n=432) and Koreans (n=363). Results based on the exploratory and confirmatory factor analyses and DIF analyses showed that the AQ and CRT-A are not invariant across these cultures. Study 2 replicated LeBreton et al.(2007) study regarding faking issues of the CRT-A with the Korean population. Study 2 found that on the CRT-A, Koreans were able to identify aggressive alternatives when they were told to do so, and Korean students and employees did not score differently on the CRT-A. Implications and future directions of the study are discussed herein.
Investigating the validity of the conditional reasoning test for leadership

(Georgia Institute of Technology, 2011-11-21) Wright, Mary Ann

Several decades of leadership research have failed to yield a personality measure that accurately predicts successful leaders (Bernus&Manis, 1985; Stogdill, 1974; Vroom&Yago, 2007; Yukl, 1989). A new implicit measure of personality, the Conditional Reasoning Test for Leadership (CRT-L), shows promise in this endeavor. This project investigated the construct and criterion-related validities of this measure. Previous research on implicit personality measures, and specifically conditional reasoning measures, has demonstrated that their relationship to their explicit measure counterparts tends to be modest or nonexistent. This was the case for the CRT-L, which had no relationship to the NEO Hostility Scale or the Motivation to Lead (MTL) Scale. As expected, the two explicit measures did have a significant and positive relationship (r = .42). The CRT-L was also effective at predicting leadership and power criteria. It had positive and significant relationships with Leadership Peer Nominations (r = .25) and Power Peer Nominations (r = .21) and was more successful in these predictions than either of the explicit measures. The results of this research provide evidence for the effectiveness of the CRT-L as a leadership measure and further validation work is encouraged.
Revisiting fundamental concepts of transformational leadership theory: a closer look at follower developmental processes

(Georgia Institute of Technology, 2010-03-23) Lippstreu, Michael

One of the fundamental ideas of transformational leadership theory is that transformational leaders develop their followers into transformational leaders. Unfortunately, there has been surprisingly little research on this topic. Although prior research has established a relationship between supervisor transformational leadership and follower transformational leadership (i.e., supervisor transformational leadership is positively related to follower transformational leadership), more research is needed to identify potential follower process variables and the interrelationships between cognitive, motivation, and behavioral variables that may be relevant to the development process of followers. This study initiated a closer examination of the process variables in three phases. First, the direct relationship between supervisor transformational leadership and various follower variables relevant to the development process was examined. Second, this study summarized the interrelationships between the process variables in a structural model, including a test of the indirect effects of supervisor transformational leadership on follower outcomes through more proximal follower variables. Third, this study explored transformational leadership theory's unique contribution to the understanding of leader-follower processes by comparing some of the relationships tested in this study to analogous relationships using other highly researched leadership styles, such as transactional leadership, initiating structure, consideration, and leader-member exchange. The findings supported several of the hypotheses involving direct relationships between supervisor transformational leadership and the follower variables relevant to self-concept, development orientation, development motivation, development activity, and leadership behavior. There was also support for partial mediation of the relationship between supervisor transformational leadership and the follower outcome variables (through follower developmental processes). Contrary to hypotheses, several of the alternative leadership styles showed comparable or at times better prediction of follower developmental variables, which suggests that the follower development process may not be unique to transformational leadership theory.
The development and validation of a situation-response measure of achievement motivation

(Georgia Institute of Technology, 1987-12) Grote, Gudela Freiin