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dc.contributor.authorBlanch Plana, Angel
dc.contributor.authorAluja Fabregat, Antón
dc.contributor.authorGallart Masia, Salvador
dc.contributor.authorDolcet, Joan Marc
dc.date.accessioned2017-04-28T08:12:16Z
dc.date.available2017-04-28T08:12:16Z
dc.date.issued2009
dc.identifier.issn0213-6163
dc.identifier.urihttp://hdl.handle.net/10459.1/59556
dc.description.abstractBackground and Objectives: In this study we review the use of the Positive Presentation Management (PPM) and Negative Presentation Management (NPM) scales, two NEO-PI-R derived measures originally devised to control for biased and distorted responses. These scales have been used with normative, job selection and clinical samples, in cross-sectional and experimental studies. Methods: Web-based and manual searches in personality and psychological assessment journals were conducted, and information on the PPM and NPM scales was systematically recorded. Means, standard deviations and reliability coefficients were summarized and compared between three types of samples: normative, job selection and clinical. Results: Five studies were performed with normative samples (33%), 3 with employment samples (20%) and 7 with clinical samples (47%). Cross-sectional designs were most common (60%), although there were also experimental studies (40%). Reported reliability coefficients were lower than usually accepted. There were differences in mean PPM and NPM scores in regard to the study sample background. Conclusions: There were some discrepancies when reporting PPM and NPM results across the reviewed studies. Normative and employment samples scored higher in PPM than clinical samples. Clinical samples scored higher in NPM than normative and employment samples The PPM and NPM scales could be useful in applied situations, although parallel sources of information should be taken into account to detect distorted responses to the questionnaire. However, the results on these scales should be systematically reported in future studies.ca_ES
dc.language.isoengca_ES
dc.publisherUniversidad de Zaragozaca_ES
dc.relation.isformatofReproducció del document publicat a http://scielo.isciii.es/pdf/ejpen/v23n2/original6.pdfca_ES
dc.relation.ispartofEuropean Journal of Psychiatry, 2009, vol. 23, núm. 2, p. 121-129ca_ES
dc.rightscc-by-nc (c) Universidad de Zaragoza, 2009ca_ES
dc.rights.urihttp://creativecommons.org/licenses/by-nc/4.0/
dc.subjectNEO-PI-Rca_ES
dc.subjectValidity scalesca_ES
dc.subjectPresentation managementca_ES
dc.subjectPPMca_ES
dc.subjectNPMca_ES
dc.titleA review on the use of NEO-PI-R validity scales in normative, job selection, and clinical samplesca_ES
dc.typearticleca_ES
dc.identifier.idgrec013579
dc.type.versionpublishedVersionca_ES
dc.rights.accessRightsinfo:eu-repo/semantics/openAccessca_ES


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cc-by-nc (c) Universidad de Zaragoza, 2009
Except where otherwise noted, this item's license is described as cc-by-nc (c) Universidad de Zaragoza, 2009