This paper reports a validation study based on descriptive multidimensional item response theory (DMIRT), implemented in the R package D3mirt by using the ERS-C, an extended version of the Relevance subscale from the Moral Foundations Questionnaire including two new items for collectivism (17 items in total). Two latent models are created and investigated in two large samples (N = 1560 and N = 1380 US citizens). The internal investigation indicates a presence of two unidimensions, Compassion and Conformity, and a third within-multidimension of Collectivism in both samples. The external investigation show that Republicans are the highest on Conformity in the models, followed by Independents, and lastly Democrats. Democratic followers are the highest on compassion, followed by Independents and Republicans. No difference between groups on Collectivism were found. Lastly, the models succeeded in correctly identifying the Republican and Democratic voters but struggled to correctly classify the Independent.

Researchers and clinicians are becoming increasingly aware of the importance of assessing positive functioning to inform clinical outcomes. This paper evaluates the Questionnaire on Well-Being (QWB, available for free https://doi.org/10.17605/OSF.IO/GSC3R), a clinically informed instrument that assesses subjective well-being, across two studies. Study One, consisting of treatment-seeking individuals in an assertiveness training sample (n = 495), explored the factorial structure of the QWB, assessed the four-week test-retest reliability, criterion-related validity, and identified a preliminary cutoff point for the QWB with clinical significance. Study Two, including participants from the general public (n = 1561), confirmed the factorial structure of the QWB and further evaluated criterion-related validity. The results provided support for a unidimensional structure for the QWB. Furthermore, the QWB exhibited excellent internal reliability (Cronbach’s alpha = 0.93 and 0.94 in Study One and Two, respectively), high test-retest reliability (ICC₃ = .50 at a four-week follow-up in Study One), and appropriate criterion-related validity demonstrating positive correlations with positive affect and negative correlations with psychopathology. Finally, a cutoff point on the QWB below 50 was associated with marked psychopathology. These findings provide preliminary support for the usage of the QWB in clinical and non-clinical settings, establishing the QWB as a reliable indicator of subjective well-being.

This study, based on the five-factor model (FFM) of personality, aimed to identify personality traits associated with the most optimal special weapons and tactics (SWAT) team member. SWAT teams are tasked with pre-empting and responding to terrorist threats, conducting hostage rescue operations, and managing situations that exceed the capabilities of conventional law enforcement agencies. The study sought to provide a deeper understanding of how personality traits function within the high-stakes context of these teams. It involved 159 male SWAT officers in active service within the Swedish Police Authority. A work analysis instrument, the Personality Job Profiler (PJP), was administered to these officers, who served as subject matter experts (SMEs) in a comprehensive personality work analysis. Specifically, the study addressed two research questions: How can an optimal SWAT police officer personality profile be operationalized when translated to the FFM of personality? What is the association between this optimal SWAT profile and the ratings of ten Diagnostic and Statistical Manual of Mental Disorders personality disorder profiles, based on the FFM of personality? The findings suggest that successful SWAT officers should exhibit low neuroticism and high conscientiousness, specifically featuring low vulnerability and high levels of competence, dutifulness, and self-discipline. Notably, the SWAT profile differs significantly from personality disorders, such as borderline, schizotypal, dependent, and avoidant, when operationalized with the FFM of personality. These results have significant implications for developing predictors for the selection process and can enhance the selection procedures for future SWAT members. This may also prompt further studies on criteria-related validity using various personality assessment methods.

A differential item functioning (DIF) analysis of the Moral Foundations Questionnaire (MFQ) was performed using a Swedish sample (N = 1,038) separated into multiple ideological ingroups, following respondents’ self-reported party preference. Under the assumption of two latent dimensions, the Individualizing and the Binding dimension, and after removing 4 items that could not be used in the DIF procedure, the result shows that a total of 16 items were flagged with DIF effects. Of these, 12 belonged to the Binding scale. Accounting for DIF impact on scale scores showed that the MFQ is largely fair but the results also indicate group-level effects. Foremost, naïve scores for followers of the Christian Democrats, on both scales, and Sweden Democrats, on the Binding scale were inflated. In the opposite direction on the Binding scale, we find naïve scores for followers of the Green party deflated. Regarding item content, the non-DIF items from the Individualizing foundations had content referring to victim compassion and egalitarian values. In contrast, non-DIF items from the Binding foundations had content referring to respect for authority and decency.

Work sample tests gather information about behavior that is consistent with the behavior being predicted. This criterion-related validity study examines whether a work sample test can predict behaviors more than 6 months later among managers (N = 127) in a large municipal organization. Ratings from both the subordinates (SOR) and supervisors (SVR) of the managers were used as criteria for the leadership dimensions of Influencing others, Consideration, and Planning. In total, six hypotheses were tested. The results were corrected for range restriction in the predictors and for unreliability in the criteria. The hypothesis that the work sample test score of Consideration predicted subordinates' ratings of Consideration received full support (𝛒¯ = 0.33; CI [0.06–0.56]). The Consideration work sample test score also showed a positive relationship with supervisor ratings of Consideration (𝛒¯ = 0.22; CI [−0.01 to 0.43]), although the confidence interval includes zero. No significant criterion-related validity was found for Influencing others or Planning. Given the results, the work sample test can primarily be used to predict Consideration. The results are discussed, and suggestions for further research are provided.

The purpose of the present study was to investigate whether relationships between work-related variables such as work engagement and job performance are explained by individual differences in personality. We tested this in a novel sample of leaders only (N = 344). Partial correlational analyses showed that controlling for brief Big Five personality scales lowered the explained variance on average by 50%.We argue that individual differences drive most established findings in work psychology, that this is often overlooked in research and practice, and we recommend that this should be considered in intervention studies for increased work engagement and performance.

INTRODUCTION: In internet-based mental health research, the efficacy of assessment tools is pivotal. Extensive questionnaires often deter participant completion, undermining data integrity. This presentation focuses on the application of brief yet effective measures: The PHQ-2 and GAD-2 as ultra-brief measures for psychopathology, and Brunnsviken brief quality of life inventory (BBQ) and Questionnaire on Well-Being (QWB) as positively valanced measures for positive functioning. By prioritizing instruments with concise formats and positive framing, such as the BBQ and QWB, our research aims to enhance response rates and data quality. We explore psychometric findings from various internet-based trials, demonstrating the utility of these measures in capturing in-treatment fluctuations and informing treatment outcomes. METHOD: We outline findings from three studies at different stages of development. Primary statistics are obtained from ROC curve and factor analyses. RESULTS: Preliminary results suggest that brief measures like the PHQ-2 and GAD-2 can monitor in-treatment fluctuations in symptoms as effectively as their full-scale equivalents. The BBQ, indicating positive functioning, can validly assess divergent subgroups (e.g., vulnerable persons). Notably, BBQ total scores below 39 are linked with significant psychopathology. Preliminary results for the QWB indicate total scores are negatively associated with psychopathology and positively correlated with positive affect. CONCLUSIONS: Ultra-brief measures of psychopathology are too often used incorrectly; usage is recommended to be bound to in-treatment monitoring of treatment outcomes. Collecting data more frequently through concise surveys can provide insights into the mechanisms driving change. Treatment trials often overlook positive functioning. Thus, we encourage using the BBQ and QWB as they are psychometrically valid, freely available, and inform treatment outcomes beyond standard measures of psychopathology.

This study examines the importance of physical and psychological predictors of work sample performance within the Swedish police Counterterrorism Intervention Assessment and Selection (CTIAS) process (N = 160). CTIAS consists of a 4-day prescreening (Phase 1) and a 10-day work sample test (Phase 2). Applicants may withdraw freely or be stopped by a CTIAS board (if they do not fulfill the CTIAS requirement criteria) at any moment throughout Phases 1 and 2. The dependent variable was applicants being approved at the end of CTIAS Phase 1. Biserial correlations were used to determine relationships between the predictors’ age, general mental ability, executive functions, personality, physical strength, coordination, running capacity and the dependent variable. Significant (p < 0.01) results in the biserial correlations were strength (r = 0.217), coordination (r = 0.223), and running capacity (r = 0.412). In conclusion, the logistic regression analysis with all predictors revealed that only running capacity (2800 meters) was significant for approval to CTIAS. Implications for the practical selection of CTIAS are discussed, and suggestions for future investigation are proposed.

Counter terrorism intervention units (CTIUs) in the police or in military forces are typically deployed for assignments such as combating terrorist operations, making high-risk arrests, and managing hostage situations. However, only few studies have examined the personality traits characterising the police officers who work in these challenging situations. The present study aims to investigate possible differences in the personality profiles between Swedish CTIU police officers (n = 57) and the general Swedish population using the five-factor model of personality. At the factor level, the findings revealed that CTIU police officers had low neuroticism (Cohen's d = 0.7), high extraversion (Cohen's d = 0.7), and high conscientiousness (Cohen's d = 0.4). At the facet level, CTIU police officers exhibited low levels of vulnerability (Cohen's d = 0.8), angry hostility (Cohen's d= 0.7), anxiety (Cohen's d= 0.6) and high levels of excitement-seeking (Cohen's d= 0.9), positive emotions (Cohen's d= 0.6) and activity (Cohen's d= 0.6) in comparison with the general population. The study findings reveal the existence of specific personality differences between Swedish CTIU police officers and the general population.

Hur viktigt är det egentligen att vara social och utåtriktad i arbetslivet? Förändras ens  personlighet med åldern? Kan man förutsäga hur ansvarstagande en medarbetare kommer vara? Varför är personlighetsfaktorn känslomässig stabilitet så viktig för gott samarbete?

I denna vetenskapligt grundade bok om människans personlighet får läsaren en inblick i vad forskningen menar med personlighet, hur personlighet skiljer sig mellan människor, och hur den fungerar över tid och situationer. Med femfaktormodellen som utgångspunkt och arbetslivet som ramverk beskriver författarna hur vår personlighet tar sig uttryck, påverkar vårt beteende och sätter ramarna för våra styrkor och svagheter. De tar också upp komplexiteten i att bedöma personlighet.

Personlighet i arbete är skriven för dig som vill få forskningsbaserad kunskap om personlighet generellt, och om dess roll i arbetslivet specifikt. Som HR eller ledarskapskonsult får du en större förståelse för medarbetares och chefers beteenden på arbetsplatsen.

Författarna är tre av Sveriges främsta inom urval och testutveckling och anlitas flitigt som experter och föreläsare. Sofia Sjöberg är fil.dr i psykologi. Anders Sjöberg är fil.dr och docent i psykologi vid Psykologiska institutionen, Stockholms universitet. Sara Henrysson Eidvall är leg psykolog, specialist i arbets- och organisations-psykologi.