Hogan Development Survey Research Articles

Sex differences in the dark side traits

Over 18,366 British adults completed the Hogan Development Survey, which is a measure derived from the personality disorders framework and designed to identify personality-based performance risks and derailers of interpersonal behaviour. Overall the highest scores were for Obsessive–Compulsive (Diligent/Perfectionist), Histrionic (Vivacious/Dramatic) and Dependent (Dutiful) and lowest for Borderline (Enthusiastic/Excitable), Avoidant (Careful/Cautious) and Schizoid (Independent/Detached). DSM-IV-TR ( American Psychiatric Association, 2000) suggests that there would be sex differences in many disorders particularly Narcissistic, Anti-Social, Schizotypal and Obsessive–Compulsive. Results revealed sex differences on most disorders particularly Avoidant, Schizoid and Anti-Social with males scoring higher on the latter two. Females scored higher on Borderline, Avoidant, Passive–Aggressive, Obsessive Compulsive and Dependent. The smallest sex differences were found for Paranoid, Obsessive–Compulsive, Schizotypal, Passive–Aggressive and Histrionic disorders. Implications of the research are considered.

Gender Differences on the Dark Side of Personality related to Derailment Factors and Their Effect on College Life Effectiveness: An Application of the HDS (Hogan Development Survey)

Gender Differences on the Dark Side of Personality related to Derailment Factors and Their Effect on College Life Effectiveness: An Application of the HDS (Hogan Development Survey)

Schizotypal and dependent personality characteristics and managerial performance

The study of negatively connotated personality characteristics as predictors of work-related performance is gaining momentum. While findings have generally suggested such characteristics to be negatively or curvilinearly related to performance, the current study was concerned with investigating any positive relationships that may exist between negatively connotated personality characteristics (as measured by the Hogan Development Survey) and work-related performance in a sample of 103 Australasian financial services managers. The most notable findings from the study were that: (a) schizotypal personality characteristics positively predicted performance on a creativity competency; and (b) dependent personality characteristics positively predicted performance on a customer focus competency. Findings and limitations are discussed.

An Exploratory Study on the Construct Validity of Derailment Factors and their Effect on College Life Effectiveness: An Application of the HDS(Hogan Development Survey)

An Exploratory Study on the Construct Validity of Derailment Factors and their Effect on College Life Effectiveness: An Application of the HDS(Hogan Development Survey)

Coaching the Narcissist: How difficult can it be? Challenges for Coaching Psychologists

Paper presented at the 1st European Coaching Psychology Conference, December 2009.This study will investigate how coaching psychologists have managed the coaching process when dealing with narcissistic personalities. It explores some of the problems that coaching psychologists might encounter in working with narcissists and how they have addressed these in order to facilitate effective psychological coaching. It will also address the paradox that while often attracted to coaching, narcissists can present difficulties in that they do not see much area for improvement. The primary objective is to explore the psychological coaching process from the coach’s standpoint. The narcissist profiles include traits such as charm, confidence, a strong sense of self-belief. Narcissistic personalities are often highly confident, charming, exploitative and with an overbearing sense of entitlement (DSM-IV, 1994). Such strengths, however, can often combine with a lack of empathy for others, a failure to recognise their shortcomings and an inability to reflect on their mistakesThis study considers two different data collection methods to assess for narcissistic personality profiles; 360° feedback and psychometric test scales. The hypothesis is that individuals with narcissistic personalities profiles (indicated by 360° feedback ratings) and high scores (>90th percentile) on the Narcissistic cluster (Moving Against profile) of the Hogan Development Survey (HDS) will be most resistant to coaching, particularly towards those aspects which challenge the person’s self view.Interviews with coaching psychologists will also be conducted to explore the psychological coaching process from thecoach’s perspective, and determine what difficulties, if any, they found in coaching Narcissistic personality types and how they address these.

Innovation and the ‘Dark Side’ of Personality: Dysfunctional Traits and their Relation to Self‐Reported Innovative Characteristics

AbstractThis paper explores the relationship between self‐reported innovative characteristics and dysfunctional personality traits. Participants (N = 207) from a range of occupations completed the Innovation Potential Indicator (IPI) and the Hogan Development Survey (HDS). Those who reported innovative characteristics also reported the following dysfunctional traits: Arrogant, Manipulative, Dramatic, Eccentric; and lower levels of Cautious, Perfectionist and Dependent. A representative approximation of the higher order factor “moving against people” (Hogan & Hogan, 1997) was positively associated with innovative characteristics. It is concluded that innovation potential may be viewed as a positive effect of some otherwise dysfunctional traits, most notably those encompassed under the second‐order HDS factor ‘moving against people’.

Psychometric Correlates of FIRO‐B Scores: Locating the FIRO‐B scores in personality factor space

This paper investigated the relationship between the six Fundamental Interpersonal Relations Orientation (FIRO)‐B scales, the Big Five Personality traits assessed by the NEO PI‐R, the Hogan Development Survey (HDS) and two measures of cognitive ability (Watson Glaser; Graduate and Managerial Assessment). It examined the concurrent and construct validity of the measure in various adult groups attending assessment centres in order to locate the FIRO‐B dimensions in established personality factor space. The FIRO‐B was consistently correlated with Extraversion, though analysis at the primary factor (facet) level showed many traits from all five factors were strongly correlated with the six FIRO‐B scores. Regressing the six FIRO‐B facets onto each of the Big Five in turn showed all were significant particularly for Expressed Inclusion and Wanted Control. The second study also showed considerable and logical overlap between the six FIRO‐B scales and the 11 dysfunctional personality strategies as measured by the HDS. There were also strong correlational patterns for the Cautious, Reserved, Colourful and Dutiful type disorders. The third study showed the FIRO‐B was statistically associated with both cognitive ability tests though it only accounted for small percentages of the explained variance. Expressed Control was the most consistently correlated of the intelligence test scores. Despite the fact that many explicable associations were found between the FIRO‐B and other measure the effect sizes were not large. Thus only 4% of the trait facet scores and 4.5% of the HDS showed medium effect sizes. Results are discussed in terms of the usefulness and possible discriminant validity of the instrument for use in selection and assessment.

The ‘dark side’ of leadership personality and transformational leadership: An exploratory study

There is growing interest in dysfunctional dispositions in the workplace, in particular relating to leaders and managers within organizations. This paper reports an exploratory study investigating the relationship between the ‘dark side’ of leadership personality and transformational leadership. Data were collected from a sample of New Zealand business leaders and senior managers ( n = 80) from scores on the Hogan Development Survey (HDS; Hogan & Hogan, 1997) and the Multifactor Leadership Questionnaire (MLQ; Bass & Avolio, 1995). Regression analyses revealed the ‘Colorful’ (histrionic) dimension of the HDS to be a positive predictor of transformational leadership, while the ‘Cautious’ (avoidant) and ‘Bold’ (narcissistic) dimensions of the HDS were revealed as negative predictors of transformational leadership. This is one of the first reports to suggest a relationship between histrionic personality and transformational leadership, in a literature preoccupied with the relationship between leadership and narcissism.

Executive Coaching and Psychometrics: A case study evaluating the use of the Hogan Personality Inventory (HPI) and the Hogan Development Survey (HDS) in senior management coaching

This paper was presented at the 1st International Coaching Psychology Conference, London, December, 2006.Individual personality differences can, at times of pressure, manifest as extreme traits so that attention to detail, for instance, can show as perfectionism. These personality differences, referred to here as ‘the dark sides’ of personality, can result in dysfunctional behaviour at work, and impact on individuals, teams and the organisation. This article will explain how two psychometric measurements: the Hogan Personality Inventory and the Hogan Development Survey were used to assess for potential dark side behaviours, and were incorporated into a developmental coaching programme for a senior manager.

To Be, or Not to Be, Linear: An expanded representation of personality and its relationship to leadership performance

In this study, we tested for a set of complex, nonlinear relationships between derailing/dark side personality composites and leadership performance using two independent samples of managers/leaders (N=1306 and N=290 for Study 1 and 2, respectively). Based on the structure and characteristics of the derailing/dark side trait composites, we expected the relationship between these composites and leadership performance would best be described with an inverted U function. In Study 1, we found evidence of a nonlinear relationship between the derailing composite, as measured by the Global Personality Inventory©, and behaviorally based, structured ratings of leadership performance in an assessment center. Similarly, Study 2 found evidence for a nonlinear relationship between dark side composites, as measured by the Hogan Development Survey©, and supervisory/other ratings of leadership performance. We discuss the implications of these complex, nonlinear findings with respect to the continued use of personality for the selection and promotion of future leaders. Limitations of the current study and directions for future research are noted.

Medical school selection: impact of dysfunctional tendencies on academic performance

Dysfunctional personality characteristics have a negative impact on the learning process, academic motivation, academic grades and course attendance. They are associated with higher levels of anxiety and negative mood before examinations, a lack of self-confidence and fear of failure, social skills deficits, and personal and social relationship problems. Dysfunctional personality characteristics inhibit interpersonal working relationships and are detrimental to team effectiveness. Previous research revealed that the majority of students selected into an Australian undergraduate medical programme via the process of academic merit, application and interview reported elevated levels of dysfunctional personality characteristics. Our research now identifies those patterns of dysfunctional behaviour that impacted on academic grades over the first 3 years of the medical programme. Dysfunctional personality characteristics in a sample of Australian undergraduate medical students were assessed with the Hogan Development Survey (HDS). The scores of 139 students were then correlated with their end-of-year examination marks for each of the first 3 years of medical training, and their average grade. Pearson's bivariate correlation analysis revealed that there were a number of significant negative relationships between academic grades and the HDS syndromes of Away and Against. There were significant positive relationships between academic grades and the HDS syndrome of Diligent. To enrol and teach students who fail to graduate, need to repeat, choose not to pursue a career in medicine upon graduation, or become inefficient practitioners is costly. A measure of dysfunctional behaviour has the potential to predict academic performance and improve the cost-effectiveness of medical education.

Medical school selection. Medical school selection: screening for dysfunctional tendencies

Aim One of the aims of medical selection is to deselect students who have personal characteristics that would impact negatively on their ability to interact with patients, supervisors and peers and impede their ability to cope with the stress of medical training. The arduous requirements of the formal curriculum, the customs and rituals of the socialisation process and the mistreatment and abuse reportedly experienced by students all contribute to stress, mental illness, suicide, lowered self-confidence in clinical ability, decreased ability to learn and alcohol and substance abuse. There has been little research on the effectiveness of the selection interview in deselecting students with negative personal characteristics. Our research profiles the dysfunctional interpersonal tendencies of students already selected into a medical programme through the process of academic merit, application and interview. Methods During 2001 and 2002, 159 students enrolled in an Australian undergraduate medical programme completed the Hogan Development Survey (HDS), which is a self-report measure of dysfunctional personality characteristics that inhibit the development of working relationships with others. Results The HDS identified negative personality characteristics in medical students that were not detected in the selection interview. Conclusions The presence of patterns of dysfunctional behaviour in medical training has implications for the selection, teaching and pastoral care of medical students. The HDS has the potential to identify negative personal characteristics that are hard to detect during a selection interview, and may be a valuable adjunct to the interview.

Personality Disorders and Intelligence

Over 500 working adults completed two intelligence tests: the GMA (Graduate Management Assessment) and the WG (Watson-Glaser), a measure of the Big-Five personality traits (NEO-FFM), and a personality disorders measure (Hogan Development Survey). Regressing first the Big-Five personality traits, then the personality disorders, onto the two different measures of intelligence suggested evidence for the incremental validity of personality disorders, which in both studies accounted for an additional 5% of the variance. Results were slightly different in the two analyses though clearly obsessive-compulsiveness is negatively correlated with intelligence test scores.

Personality traits, types, and disorders: an examination of the relationship between three self‐report measures

As part of an assessment centre 431 candidates completed three self‐report measures: one of personality disorders (Hogan Development Survey, HDS; Hogan & Hogan, 1997), one of personality traits (NEO‐PI, Costa & McCrae, 1992), and one of personality type (MBTI; Briggs & Myers, 1987). Correlational and regressional analysis tested various hypotheses about the overlap between the different dimensions and confirmed previous research using different instruments (Saulsman & Page, 2004). Results revealed highest correlation between the HDS and NEO, showing neuroticism correlating (as predicted) with excitable (borderline) and cautious (avoidant); introversion correlating with avoidant (cautious), schizoid (detached), and (negatively) with colourful (histrionic); openness correlating with schizotypal (imaginative) and conscientiousness with diligent (obsessive–compulsive). Many of the ‘overlaps’ were suggested by Widiger, Trull, Clarkin, Sanderson, and Costa (2002). The overlap and lack of overlap is considered at the psychometric and conceptual level. Copyright © 2005 John Wiley & Sons, Ltd.

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No AccessAionGeorg StadtmüllerGeorg StadtmüllerSearch for more papers by this authorPublished Online:Jan 2019https://doi.org/10.7788/saeculum.1951.2.jg.315SectionsPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail About Previous article Next article FiguresReferencesRelatedDetailsCited byL'Archetipo di Cristo nella serie Dune di Frank HerbertSTUDI JUNGHIANI, No. 54The construct of the ‘mana personality’ in Jung’s works: a historic‐hermeneutic perspective. Part II14 May 2020 | Journal of Analytical Psychology, Vol. 65, No. 3James Hillman: The unmaking of a psychologist Part two: the problem of the puer22 August 2014 | Journal of Analytical Psychology, Vol. 59, No. 4Executive Coaching and Psychometrics: A case study evaluating the use of the Hogan Personality Inventory (HPI) and the Hogan Development Survey (HDS) in senior management coaching1 August 2007 | The Coaching Psychologist, Vol. 3, No. 2Reflections About Not Being Able to ImagineJournal of Analytical Psychology, Vol. 11, No. 2Hungry Patients.Journal of Analytical Psychology, Vol. 4, No. 2 Download book coverVolume 2Issue JGDecember 1951 ISSN: 0080-5319eISSN: 2194-4075HistoryPublished online:January 2019 PDF download