Hogan Personality Inventory Research Articles

Development of the Hogan Personality Content Single-Items Inventory.

The Hogan Personality Inventory (HPI) and Hogan Developmental Survey (HDS) are among the most widely used and extensively well-validated personality inventories for organizational applications; however, they are rarely used in basic research. We describe the Hogan Personality Content Single-Items (HPCS) inventory, an inventory designed to measure the 74 content subscales of the HPI and HDS via a single-item each. We provide evidence of the reliability and validity of the HPCS, including item-level retest reliability estimates, both self-other agreement and other-other (or observer) agreement, convergent correlations with the corresponding scales from the full HPI/HDS instruments, and analyze how similarly the HPCS and full HPI/HDS instruments relate to other variables. We discuss situations where administering the HPCS may have certain advantages and disadvantages relative to the full HPI and HDS. We also discuss how the current findings contribute to an emerging picture of best practices for the development and use of inventories consisting of single-item scales.

A Personality-Based Measure of Employability

Abstract. Hogan et al. (2013) proposed a personality-based model of employability that describes individual differences in (1) being rewarding to deal with, (2) being able to learn the job, and (3) being willing to work hard. In this study, we evaluated the model by selecting subscales from the Hogan Personality Inventory (HPI; Hogan & Hogan, 2007 ) that best predicted supervisor ratings of competencies related to these three constructs. The psychometric properties of those scales were examined in independent samples. Results indicated that the scales converged with similar scales from other instruments, covaried in meaningful ways with observer descriptions, and predicted supervisor ratings of job performance. The measure – which is 64% shorter than the full HPI – includes personality characteristics applicable to most jobs across multiple job families that can be used to identify successful candidates.

The Use of Personality Assessment in Mentoring and to Aid in Self-reflection in Orthopaedic Surgery Residency Programs.

Personality plays an important role in performance in medical education and mentorship. Personality assessment can aid in the ability to identify strengths and areas for development by understanding how one's personality influences their learning and interpersonal relationships. We sought to evaluate personality assessment as an effective tool in mentoring during orthopaedic residency in this prospective, cross-sectional study from two orthopaedic surgery residency programs using the Hogan Personality Inventory (HPI). Participants completed a survey regarding their experience with the assessment. Descriptive statistics were calculated, and two-sample t-tests were used to examine differences between groups. In total, thirty-four individuals completed the survey. Our results showed 82.4% reported that the HPI very accurately represented them and 58.8% reported better understanding potentially perceived strengths and weaknesses. In total, 75.7% and 72.7% were satisfied with their mentorship about development as a clinician and researcher, respectively. Significant differences were seen between participants who did and did not re-review their results, and participants who did and did-not believe their results profile was accurate. We conclude that personality assessments can be valuable in promoting introspection and strengthening relationships within orthopaedic surgery, particularly when they are valued and emphasized by the user. Our results suggest that use of the HPI provided participants with a better understanding of their perceived strengths and weaknesses as they progress through their orthopaedic residency training.

Bright and Dark-Side Traits Associated With Interests in Commerce vs Science: Different Personality Profiles of the Scientist-Practitioner.

This study focused on the idea that there are predictable differences between those individuals who opt for Scientific rather than the Commerce/Practitioner jobs and consulting assignments. A total of 2278 adults from a variety of occupations completed three validated questionnaires: the first assessed the behavioural tendency of an individual when one is exposed to stress and which could derail one's business career (HDS: Hogan Development Survey); the second the values and preferences that indicate work motivation (MVPI: The Motives, Values and Preferences Inventory), and the third, seven bright-side personality factors (HPI: Hogan Personality Inventory). The MVPI measured interests in scientific and commercial/enterprising activities. Correlations, regressions and SEM indicated both similarities and differences in the relationship between personality traits and values. Bright-side personality traits accounted for more the variance for those interested in Science while dark-side traits accounted for more variance for those interested in the Commerce. The biggest difference occurred in Inquisitiveness (Curiosity, Openness to Experience) which was much higher for those interested in science. Implications for personnel selection, job-fit and promotion were discussed.

Leaders in focus: generational differences from a personality-centric perspective

Abstract The generational differences among leaders have progressively captured the attention of both researchers and practitioners interested in their dynamics within the work environment. Many analyses in this respect have been focused on the differences between Millennials (Generation Y) and Generation X members from a personality-centric perspective, the great majority of the examinations revolving around Western research samples. By acknowledging the current state and assuming the calls for further investigations advanced by various researchers, this conceptual and empirical undertaking aims to provide an exploratory outlook on generational differences among Romanian leaders, by employing worldwide reputed research instruments such as the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS) and Motives, Values, Preferences Inventory (MVPI). A sample of over 700 subjects was considered in the running of the statistical analyses, thus allowing to draw pertinent conclusions apposite to the envisaged population. Even though statistically significant findings were retrieved on few scales pertaining to the three applied instruments, one key insight advanced by the present endeavor resides in the extension of the scope of the existing literature dedicated to the generational differences from a leadership perspective via the integration of an Eastern European landscape which adds to the evidence in the field and opens up new research challenges for complementary scrutiny.

The relationship between emotional intelligence and occupational personality scales in senior management

This study attempted to examine the Emotional Intelligence (EI) domain and facet correlates of various personality-test derived occupational Scale dimensions like service, sales and management in a developing country. In all, 431 people completed two validated questionnaires: one measuring six occupational scales (HPI: Hogan Personality Inventory) and the other a revised measure of Emotional Intelligence (EQ-i.20). There were few gender differences on the both measures. Factor analysis of the EI measure yielded three rather than six factors. Hierarchical regressions showed some EI facets that were positively related to many of the occupational scales, some that were negatively related, and others related to none. Implications for selection and limitations of the study are considered.

Locating mental toughness in factor models of personality

We examined the degree to which two factor models of personality capture mental toughness. We focused on item and facet-level correlates of mental toughness in three widely used personality inventories – HEXACO and Hogan Personality Inventory (bright side personality) and Hogan Development Survey (dark side personality). US-based college students and NCAA athletes (Sample 1; N = 285) and working adults (Sample 2; N = 218) took the Sports Mental Toughness Questionnaire and the HEXACO-60 (Sample 1) and the HPI and HDS (Sample 2). We used lasso regression with cross-validation to identify the HEXACO-60's items and HPI and HDS' facets predicting mental toughness. In Study 1 the strongest predictors of mental toughness were 12 items coming from the eXtraversion, Emotionality, and Conscientiousness scales. Item content examinations indicated that people scoring high on mental toughness tended to endorse items related to pushing for results, having elevated energy levels, and a high degree of self-confidence. In Study 2, emotional control, ambition, self-efficacy, creativity, and low anxiety emerged as the strongest facet correlates of mental toughness. Mental toughness is located between factors of the HEXACO model, but much more squarely aligned with Ambition in the HPI inventory.

THE PROSPECTIVE INNOVATOR IN PUBLIC UNIVERSITY BY SCRUTINIZING PARTICULAR PERSONALITY TRAITS

The administrative process innovation was adopted with enthusiasm by the Western advanced industrialized countries and was taken for granted as a superior approach that should be practiced. However, public organizations in Indonesia are structured and run differently making public sector employees may have different views toward new ways of doing the job. This article aims to reveal who innovates in the organization by analyzing typical personality traits. The hypotheses are tested through a sample of 200 employees of public universities located in South Kalimantan, Indonesia, and structural equation modeling is used. Applying Hogan Personality Inventory (HPI), the five-factor personality in this research is labeled as adjustment (neuroticism), sociability (extraversion), likeability (agreeableness), prudence (conscientiousness), and school success (openness to experience). The results are discussed regarding the implications for what one can learn from individual-level studies of personality and innovation. Suggestions are offered to those universities interested in encouraging service quality in the public sector via innovation. Key words: five-factor personality, innovation, public sector, Indonesia

The predictive validity of charge nurse personality on objective and subjective performance of subordinates

This study examines the degree to which the Hogan Personality Inventory (HPI) predicts leadership effectiveness for charge nurses in Danish hospitals. Personality tests are implemented in health care management in an effort to improve evidence-based personnel selection and recruit more efficient leaders. However, relatively few studies of the predictive validity of personality have been conducted in hospital management. Charge nurses (n=177) from three Danish hospitals completed a five-factor, model-based personality inventory. These were coupled with data from 3,497 subordinates. Cluster-robust regression analysis was used to investigate relationships between personality and short-term sickness absence and satisfaction and leadership ratings for the subordinates. Low subordinate sickness absence was related to leader extraversion and conscientiousness. Employee satisfaction was related to leader emotional stability, extraversion, and conscientiousness. Leadership ratings were associated with emotional stability. Personality predicted both objective and subjective measures of performance, although the effects were stronger for objective than subjective measures. The results lend support to the use of validated personality measures in recruiting and promoting nurses in the health care sector. The use of personality tests should support rather than replace other talent-management measures.

Predicting Negotiation Performance from Personality Traits: A field Study across Multiple Occupations

ABSTRACTBased on decades-old reviews, many negotiation researchers have expressed doubts about the effect of personality on negotiation outcomes. More recent reviews have found significant associations between traits and outcome measures. Existing research has primarily used laboratory experiments; field studies are rare. In this study, we aim to fill that important gap. Traits measured using the Hogan Personality Inventory were correlated with supervisor ratings of negotiation performance across three occupations: marketing managers, lawyers, and construction supervisors. Ambition and likability independently predicted greater negotiation performance. Results generalized across these three samples with evidence for an interaction effect in the lawyer sample. For attorneys, greater ambition was not additionally helpful for those who were relatively more likable. Results establish the importance of negotiation effectiveness as a distinct component of overall job performance. Practical implications are considered in terms of division of labor, person–job fit, and the state-trait distinction.

Identifying the Emergency Medicine Personality: A Multisite Exploratory Pilot Study.

This study aimed to understand the personality characteristics of emergency medicine (EM) residents and assess consistency and variations among residency programs. In this cross-sectional study, a convenience sample of residents (N=140) at five EM residency programs in the United States completed three personality assessments: the Hogan Personality Inventory (HPI)-describing usual tendencies; the Hogan Development Survey (HDS)-describing tendencies under stress or fatigue; and the Motives, Values, and Preferences Inventory (MVPI)-describing motivators. Differences between EM residents and a normative population of U.S. physicians were examined with one-sample t-tests. Differences between EM residents by program were analyzed using one-way analysis of variance tests. One-hundred forty (100%), 124 (88.6%), and 121 (86.4%) residents completed the HPI, HDS, and MVPI, respectively. For the HPI, residents scored lower than the norms on the adjustment, ambition, learning approach, inquisitive, and prudence scales. For the HDS, residents scored higher than the norms on the cautious, excitable, reserved, and leisurely scales, but lower on bold, diligent, and imaginative scales. For the MVPI, residents scored higher than the physician population norms on altruistic, hedonistic, and aesthetics scales, although lower on the security and tradition scales. Residents at the five programs were similar on 22 of 28 scales, differing on one of 11 scales of the HPI (interpersonal sensitivity), two of 11 scales of the HDS (leisurely, bold), and three of 10 scales of the MVPI (aesthetics, commerce, and recognition). Our findings suggest that the personality characteristics of EM residents differ considerably from the norm for physicians, which may have implications for medical students' choice of specialty. Additionally, results indicated that EM residents at different programs are comparable in many areas, but moderate variation in personality characteristics exists. These results may help to inform future research incorporating personality assessment into the resident selection process and the training environment.

Dark side correlates of job reliability and stress tolerance in two large samples

This study set out to examine how dark-side traits (derailers) are related to stress tolerance and job reliability. Over 8000 adult Britons from two separate assessment centres completed two validated questionnaires: the first measured the “dark-side” traits which can derail one's career (HDS: Hogan Development Survey) and the second two established, criterion-related, scales called the Occupational Scales (HPI: Hogan Personality Inventory): Stress Tolerance which is associated with the ability to handle pressure well and not be tense and anxious; Job Reliability which identifies people who are honest, dependable and responsive to supervision. Hierarchical regressions showed that some “dark-side” factors like Excitable and Cautious were related to both Occupational variables while being Leisurely, Bold, Mischievous and Colourful were powerful negative predictors of work reliability. The Moving Against People factor was the strongest predictor of Stress Tolerance and Reliability while the Moving Away from People factor was also a powerful predictor of Reliability. The results highlight “dark-side” traits (Excitable, Cautious, Mischievous, Imaginative) which were most related to two crucial features of successful management.

The Dark Side of Conscientiousness

This paper reports on two studies, each with large adult populations, which look at Dark-Side correlates (subclinical Personality Disorders) of two different measures of Trait Conscientiousness. In the first study, 5300 British adults completed the Prudence scale of the Hogan Personality Inventory (HPI) as well as the Hogan Development Survey (HDS), which measures Dark-Side traits. Correlation and regression results confirmed many of the associations between the seven facets of the Prudence scale and the Dark Side traits. Results showed that people who score high on Excitable, Mischievous and Imaginative reported low scores, while those who scored high on Diligent reported high scores on Prudence and its facets. In the second study, 6700 British adults completed the NEO-PI-R Conscientiousness Scale with six facet scores as well as the HDS. Regressions showed a similar pattern: people scoring high on Bold and Diligent, and low on Excitable and Cautious reported higher Conscientiousness. Similarities and differences in the findings for the two studies are considered. Paradoxically Conscientiousness is negatively associated with those Dark Side traits that are correlated with leadership emergence. Limitations of these studies are discussed.

The Dark Side of Poor Adjustment: Personality Disorders and Trait Neuroticism

This paper reports on two studies, with large adult populations, which examined “dark-side” correlates (subclinical Personality Disorders: PDs) of two established measures of Neuroticism (N). It aimed to examine the relationship between the PDs and trait N. In the first study, 5300 British adults completed the Adjustment scale of the Hogan Personality Inventory (HPI) as well as the Hogan Development Survey (HDS) which measures the Personality Disorders (PDs). Results showed that people who score high on Excitable (Borderline), Cautious (Avoidant) and Sceptical (Paranoid) had low Adjustment (high Neuroticism), though there were significant differences between the different facets scores. In the second study, 6700 British adults completed the NEO-PI-R Neuroticism Scale with five Domain and six facet scores as well as the HDS. Regressions on the Domain and Facet scores showed a similar pattern: people scoring high on Cautious (Avoidant) and to a lesser extent Excitable (Borderline) and Sceptical (Paranoid) had higher Neuroticism scores. Similarities and differences in the findings for the two studies are considered. Limitations are also discussed.

Can successful sales people become successful managers? Differences in motives and derailers across two jobs.

This study, with 2 samples to test for cross-validation, examined how dark-side traits (derailers) and work values (motives) are related to occupational potential in sales and managerial jobs. The central question for many is how, when, or, indeed, whether to promote successful sales people to managerial jobs. In total, 3,581 adult Britons taking part in 2 separate assessment centers completed 3 validated questionnaires: The first measured the behavioral tendency of an individual when one is exposed to stress that could derail one's career (HDS, Hogan Development Survey); the second measured the values and preferences that indicate work motivation (MVPI, Motives, Values, Preferences Inventory); and the third involved 2 job-related potential profiles (Management and Sales; HPI, Hogan Personality Inventory). There were gender differences on the measures that matched previous research in the area. Hierarchical regressions showed that some dark-side traits and values (Bold and Colorful, Affiliation and Power) were associated positively with potential in both areas, while others (Excitable, Skeptical, and Hedonistic) were negatively and significantly related. There were various scales where scores were associated with potential in opposite directions: Sales was positive but Management negative on Mischievous, Imaginative, and Recognition. Factor Analysis revealed similar higher order factors of the dark-side and values measure to previous findings. This article discusses implications of the study for personnel selection, job fit, and promotion. Limitations and implications of the research are also discussed.

Sex and Personality Differences in Job Value Preferences

One thousand four hundred and fifty-eight business executives completed the two Hogan assessment measures: the Motives, Values and Preferences Inventory (MVPI) (an inventory of ten core occupational values), and the Hogan Personality Inventory (HPI) (a measure of seven super-factor traits). There were seven sex differences on the values which factored into three interpretable factors labelled Science, Excitement and Virtue. Regression with the factor scores as the criterion variables and demography and the seven HPI scales as predictor variables showed a quarter to a half of the variance could be explained. The second factor Excitement was most clearly related to HPI scores. Implications for selection are considered.

Personality and value correlates of careless and erratic questionnaire responses

This study examined the individual difference correlates of the validity scale from the Hogan Personality Inventory (HPI) which measures the extent to which a respondent has reported in a careless, erratic or random way. The aim was to determine the typical response profile of a careless and erratic respondent. Over 10,000 adults completed three measures: one of normal “bright-side” personality (HPI), one of “dark-side” personality (Hogan Development Survey, HDS) and one of motivation (Motives, Values, Preferences Inventory, MVPI). Scores on these measures were related to the validity scale scores using correlations and regressions. Bright and dark side measures were more strongly and logically related to validity scores than motives and values. Implications and limitations are discussed.

Subdimensional Structure of the Hogan Personality Inventory

This study examined the subdimensional structure of the Hogan Personality Inventory (HPI). A sample of 200 Spanish applicants completed the HPI as a requirement of a selection process for several jobs at a large international company. Exploratory factor analyses were conducted with the homogenous item composites (HIC) included in the HPI. Globally, the results indicated that the Big Five are divided into 13 subdimensions, which explained the variance of the HICs. Based on these results, we suggest that the HPI can be described as a personality inventory consisting of a hierarchical structure of three levels (Big Five – subdimensions – HICs).

The values of work success

This study attempted to examine the work value correlates on various occupational scale dimensions like service, sales and management. In all 1458 people completed two validated questionnaires: one measuring six occupational scales (HPI: Hogan Personality Inventory) and the other measuring the values and preferences that indicate the type of work that an individual would like to do, and is best suited for (MVPI: Motives and Values Preferences Inventory). There were many sex differences on the values measured. Hierarchical regressions showed some values (Affiliation, Power, Recognition) related to many of the occupational scales but often in the opposite direction. Factor analysis suggested three overall value/vocation factors (Enterprising, Traditional and Social). Implications for vocational guidance and limitations of the study are considered.

On-line questionnaire completion time and personality test scores

Participants completed two well established questionnaires on line (HPI: Hogan Personality Inventory; and the HDS: Hogan Developmental Survey). Time taken to complete each study was correlated with scale scores from both questionnaires including the occupational scales derived from the HPI. Those who scored higher on Adjustment (Stability), and Prudence (Conscientiousness) but lower on Learning Approach took longer to complete the test. Those who scored higher on Stress Tolerance and Reliability took significantly longer than those with low scores on these measures. With only the exception of Diligent and Dutiful all correlations between Dark Side variables and time taken were negative, particularly Leisurely, Excitable and Imaginative. Regression showed that up to 6% of the time taken variance could be accounted for. Implications for measurement were considered.