Measurement of pathological personality traits according to the DSM-5: A Polish adaptation of the PID-5. Part II - empirical results. / Pomiar patologicznych cech osobowosci wedlug DSM-5: Polska adaptacja Inwentarza Osobowosci PID-5. Czesc II ­ wyniki empiryczne.

OBJECTIVES: This paper presents results of a study on the Polish adaptation of the Personality Inventory for DSM-5 (PID-5), which was developed to measure pathological traits under a new, dimensional model proposed in Section III of the DSM-5 as part of a hybrid alternative system of personality disorder diagnosis. METHODS: The study involved a clinical sample (N = 129 individuals with a mean age of M = 32.40; SD = 9.08; 84.5% with a personality disorder diagnosis) and a non-clinical one (N = 1,043 individuals with a mean age of M = 34.98; SD = 15.71). Two questionnaires: the PID-5 and the MMPI-2 (Minnesota MultiphasicPersonality Inventory - 2) were use in the study. RESULTS: The results showed the Polish adaptation of the PID-5 to be reliable and valid (the internal consistency coefficients for the PID-5 scales and subscales were high in clinical sample and at satisfactory level in non-clinical sample). All scales and almost all subscales of the PID-5 turned out to differentiate between clinical and non-clinical samples. The PID-5 scales and subscales exhibited a consistent pattern of relationships with the Personality Psy-chopathology Five (PSY-5) dimensions and with the clinical scales of the MMPI-2. CONCLUSIONS: Obtained data demonstrate the PID-5 to be a satisfactory operationalization of the pathological personality trait model, and at the same time corroborate the scientific value of the DSM-5 model itself.

Measurement of pathological personality traits according to the DSM-5: A Polish adaptation of the PID-5. Part I - theoretical foundations. / Pomiar patologicznych cech osobowosci wedlug DSM-5: Polska adaptacja Inwentarza Osobowosci PID-5. Czesc I ­ podstawy teoretyczne.

The latest edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-5) proposes a novel hybrid system of personality disorder diagnosis in addition to the one pre-viously laid down in the DSM-IV-TR. This alternative diagnostic system, published within Section III of the DSM-5, was hoped to overcome the inherent limitations of categorical diagnosis by integrating the categorical and dimensional approaches to personality disorders. As such, it constitutes a bridge between psychiatric pathology classifications and findings from psychological research on the structure of normal personality.At the core of the hybrid DSM-5 system lies a new model of pathological personality traits, operationalized using the Personality Inventory for DSM-5 (PID-5). This paper outlines the background and main features of the DSM-5 hybrid system of personality disorder diagnosis with a focus on the dimensional model of pathological traits and definitions thereof. The cur-rent status, application potential and limitations of the DSM-5 diagnostic system and the pathological traits model are also discussed. In another paper, the authors present the PID-5 inventory and report on a study investigating a Polish adaptation of this instrument.

Proposed Core Competencies and Empirical Validation Procedure in Competency Modeling: Confirmation and Classification.

Competency models provide insight into key skills which are common to many positions in an organization. Moreover, there is a range of competencies that is used by many companies. Researchers have developed core competency terminology to underline their cross-organizational value. The article presents a theoretical model of core competencies consisting of two main higher-order competencies called performance and entrepreneurship. Each of them consists of three elements: the performance competency includes cooperation, organization of work and goal orientation, while entrepreneurship includes innovativeness, calculated risk-taking and pro-activeness. However, there is lack of empirical validation of competency concepts in organizations and this would seem crucial for obtaining reliable results from organizational research. We propose a two-step empirical validation procedure: (1) confirmation factor analysis, and (2) classification of employees. The sample consisted of 636 respondents (M = 44.5; SD = 15.1). Participants were administered a questionnaire developed for the study purpose. The reliability, measured by Cronbach's alpha, ranged from 0.60 to 0.83 for six scales. Next, we tested the model using a confirmatory factor analysis. The two separate, single models of performance and entrepreneurial orientations fit quite well to the data, while a complex model based on the two single concepts needs further research. In the classification of employees based on the two higher order competencies we obtained four main groups of employees. Their profiles relate to those found in the literature, including so-called niche finders and top performers. Some proposal for organizations is discussed.