In Personnel Screening with the Mmpi / Mmpi

Several Minnesota Multiphasic Personality Inventory–2 Personality Psychopathology Five (PSY-5) scales and facets showed small to medium levels of predictive validity in identifying law enforcement officer applicants who would later be forced to leave their agencies (n = 436 still employed, n = 164 forced to leave agency). The PSY-5 measures were moderately to strongly associated with measures of positive impression management (L and K scales), although the direction of these associations sometimes varied for facets of the same PSY-5 scale (e.g., Disconstraint, Introversion/Low Positive Emotionality). The predictive effects of the PSY-5 were often observed only in officers without significant levels of impression management (L ≤ 55T, K ≤ 65T). The PSY-5 scales and facets were not especially useful for predicting on-the-job misconduct. Campion, T.R. (2006). Predicting police aggression with the Psychopathic Deviant Scale on the MMPI-2. Dissertation Abstracts International: Section B: The Sciences and Engineering, 66, 5136. Police brutality is a concern within our society costing cities and municipalities millions of dollars in lawsuits. This study investigated police aggression by measuring aggressive behaviors and using the Psychopathic Deviant (Pd) scale on the Minnesota Multiphasic Personality Inventory (MMPI-2). The Pd scale on the MMPI2 was used for its ability to predict aggressive behaviors over the first 5 years of a police officer's career. Pd scores from the pre-employment MMPI-2 and Pd scores reported after 5 years of service were compared with aggressive behaviors identified through number of citizen complaints and departmental policy infractions (determined from departmental records). Eleven officers from 7 different departments ultimately provided data at both 1999 and 2004 time points. Results suggested no differences on Psychopathic Deviant scale scores measured in 1999 and 5 years later; additionally baseline Pd scale scores were not significantly related to aggressive behaviors. Pd change scores (difference in Psychopathic Deviant scale scores between 1999 and 2004) although weak due to low participant numbers were related to aggressive behaviors. This relationship suggests that as changes in Pd scale scores increase over time aggressive behaviors may also increase. Further research with larger sample sizes is recommended to confirm these findings. This study and others that might follow are needed to assist police departments in developing ways to minimize police officer aggression and build strong relationships between law enforcement officials and the communities they serve. Campos, L.P. (1989). Adverse impact, unfairness, and bias in the psychological screening of Hispanic peace officers. Hispanic Journal of Behavioral Sciences, 11, 122-135. The study investigates whether there is adverse impact when using psychological screening tests such as the MMPI and CPI for selection of California Highway Patrol officer candidates and other peace officers. The research literature was reviewed for reports of significant Hispanic-Anglo-American test score differences. A meta-analysis was performed of studies that had been connected for the effects of moderator variables. The data showed little interstudy that had been corrected for the effects of moderator variables. The data showed little interstudy reliability in the report of MMPI basic scale differences with the exception of the L scale. In 13 of 16 studies, Hispanics scored significantly higher on the L scale than did Anglos with an effect size of .56. Overall, the only adverse impact noted was the significantly higher failure rate of Hispanics on a pretest written exam. Carbone, E.G., Cigrang, J.A., Todd, S.L., & Fiedler, E.R. (1999). Predicting outcome of military basic training for individuals referred for psychological evaluation. Journal of Personality Assessment, 72, 256-265. Examined outcome data for 632 US Air Force personnel (aged 17-34 yrs) who were referred for psychological evaluation during Basic Military Training (BMT) but who were subsequently returned to BMT to determine what proportion graduated. The authors analyzed motivational biographical and psychological testing variables using logistic regression to develop a model predictive of training outcome. The results demonstrated that a relatively small number of variables could predict outcome with close to 70% accuracy. Level of optimism regarding training history of physical abuse and frequency of visits to the trainee health clinic were major contributors to the model. MMPI-2 Scales D and Sc also remained in the model but added little to its power. The findings are generally consistent with prior research on normal military populations except that somefactors previously linked to adjustment such as sex and ethnicity were found to be unrelated to training outcome in this population. Cardwell, S.W. (1967). The MMPI as a predictor of success among seminary students. Ministry Studies, 1, 3-20. Cardwell, S.W. (1982). Why women fail/succeed in ministry: Psychological factors. Pastoral Psychology, 30, 153-162. Carpenter, B.N., & Raza, S.M. (1987). Personality characteristics of police applicants: Comparisons acrosssubgroups and with other populations. Journal of Police Science & Administration, 15, 10-17. Studied the personality traits of police officers and police applicants (PAs) during 19811985 using the Minnesota Multiphasic Personality Inventory (MMPI) to replicate the findings that PAs are psychologically healthy; to see if they are a more homogeneous group than the normal population; to study within-group differences with respect to sex and age; to find changes between rural vs. city PAs; and to compare PAs with recently hired security guards, nuclear submariners, and US Air Force trainees. Ss were 257 PAs from a southwestern US state, and analysis was by t-test. PAs differ from the normal population; they are more psychologically healthy, are generally less depressed and anxious, are more assertive and interested in social contacts, have a greater tendency to present a good impression of themselves, and are a more homogeneous group. PAs are most like nuclear submariners in terms of conformance to authority, trust of others, and energy, and are least like Air Force trainees. Casullo, M.A., Samartino, L.G., et al. (1996). Argentine studies on the MMPI-2. Chapter in J.N. Butcher, (Ed.) (1996). International adaptations of the MMPI-2, (p. 26-45). Minneapolis, Minnesota: University of Minnesota Press. The translation and adaptation of the MMPI-2 into Spanish for Argentina is described. Several studies employing the MMPI-2 in military selection programs are discussed. Cauthen, D. (1988). Urban police applicants MMPI score differences due to employment classification and gender. Dissertation Abstracts International, 48, 3148. Celeste, B.L. (1996). Occupational congruence and psychological adjustment among women clergy. Dissertation Abstracts International: Section B: The Sciences and Engineering, 57, 4698. This study explored the self-reported psychological adjustment for congruent, midrange, and incongruent female clergy. Psychological adjustment was operationally defined by the clinical and validity scales of the Minnesota Multiphasic Personality Inventory. Congruence was defined using the Strong Interest Inventory Minister Scale. All participants were ordained by their church or denomination and employed in ministry at the time of the assessment. The multivariate analysis of variance revealed a significant finding for the main effect of groups on the MMPI scales. The univariate analysis showed significant findings on eight MMPI scales. In general, the results indicate that the three groups tend to vary in psychological adjustment as assessed by the MMPI scales. Followup tests further suggest that the congruent ministers tend to be psychologically healthier and more comfortable than the incongruent ministers. Celeste, B.L., Walsh, W.B., & Raote, R.G. (1995). Congruence and psychological adjustment for practicing male ministers. Career Development Quarterly, 43(4), 374-384. Explored the self-reported psychological adjustment for congruent, incongruent, and moderately congruent employed male ministers (N = 1,276; ages 24-73 years). Psychological adjustment was operationally defined by the scales of the MMPI. The concept of congruence was defined using the Strong Interest Inventory Minister Scale. A 1-way multivariate analysis of variance (MANOVA) revealed a significant main effect of group membership on the MMPI scales. The univariate analysis showed significant findings on 8 MMPI scales. In general, results indicate that the three minister groups varied in psychological adjustment as assessed by the MMPI scales. Congruent ministers tended to be psychologically healthier than incongruent ministers. Celeste, B.L., & Walsh, W.B. (1997). Congruence and psychological adjustment for practicing female ministers. Journal of Mental Health Counseling, 18(3), 377-285. This study explored the self-reported psychological adjustment of 121 congruent, 22 incongruent, and 84 moderately congruent employed female ministers (ages 26-68). Psychological adjustment was operationally defined by the scales of the MMPI. The concept on congruence was defined using the Strong Interest Inventory Minister Scale. The multivariate analysis of variance revealed a significant main effect of group membership on the MMPI scales. The univariate analysis showed significant finds on 9 MMPI scales. In general, the results indicate that the three minister groups varied in psychological adjustment as assessed by the MMPI scales. Congruent ministers tended to be psychologically healthier than the incongruent minister group. Celmer, V., & Winer, J.L. (1990). Female aspirants to the Roman Catholic priesthood. Journal of Counseling & Development, 69, 178-183. Parish priests (n = 85), nonparish priests (n = 55), and women who aspire to, but are barred from ordination in the Roman Catholic Church (n = 235) participated in an investigation of Holland vocational-personality types, job satisfaction, and psychological dysfunction; Vocational Preference Inventory (VPI)--Seventh Revision, the Minnesota Multiphasic Personality Inventory (MMPI), and a personal data form. The women's Holland-type code, determined by the Holland-type scales of the VPI, was the most similar to the Holland-type code of clergy member as assigned by the Dictionary of Holland Occupational Codes. Women reported less job satisfaction than priests. Also, based on 3 clinical scales of the MMPI, greater psychological dysfunction was found among both groups of priests than among the women. Centi, P. (1962). Personality factors related to college success. Journal of Educational Research, 55, 187-188. Cerf, A.Z. (1947). Personality inventories. In J.P. Guilford (Ed.). Printed classification tests. Washington, D.C.: Army Air Force Aviation Psychology Program Research Reports. Chatterjee, B.B. (1964). Masculinity-femininity as predictor of job satisfaction of teachers. Psychologia: An International Journal of Psychology in the Orient, 7, 223-232. Chibnall, J.T., & Detrick P. (2003). The Neo PI-R Inwald Personality Inventory And MMPI-2 In The Prediction Of Police Academy Performance: A Case for Incremental Validity. American Journal of Criminal Justice, 27, 233-248. The utility of personality inventories for predicting successful police officer performance is an important issue in the law enforcement employment selection process. The purpose of the present study is to evaluate the incremental validity of the Minnesota Multiphasic Personality Inventory (MMPI-2) the Inwald Personality Inventory (IPI) and the Revised NEO Personality Inventory (NEO PI-R) for predicting police academy performance of 79 recruits. Results indicate that each inventory contributes significantly to prediction of academic performance in the academy while only the NEO PI-R predicts physical performance. The addition of the NEO PI-R to selection processes that already incorporate the MMPI-2 and IPI may be useful for enhancing prediction of police officer performance. Chyatte, C. (1949). Personality traits of professional actors. Occupations, 27, 245-250. A group of 50 actors, matched in age and Otis IQ with an actor group were found to score significantly higher on the Mf, Pa, Sc, and Ma scales of the MMPI, and significantly lower on the Hs scale. Christiansen, N.D., Rozek, R.F., & Burns, G. (2010). Effects of social desirability scores on hiring judgments. Journal of Personnel Psychology, 9, 27-39. *This study provides useful information for those thinking about elevated scores on the MMPI-2 L and S validity scales.