The Use of the Minnesota Multiphasic Personality Inventory-II (MMPI-2) in Pre-employment Evaluations
Psychological testing is an important facet in the selection and hiring processes of law enforcement and public safety personnel. Research in this area suggests that the MMPI-2 scales have been correlated with problematic behavior among police officers, poor job performance, and officer misconduct. This study examined the extent to which suitability for hire could be predicted by the MMPI-2 scale L (Lie), scale K (correction), Infrequency scale (F), scale 4 Psychopathic Deviate (Pd), scale 6 Paranoia (Pa), scale 7 Psychasthenia (Pt), and scale 9 Hypomania (Ma). It examined whether profile differences emerged as a function of suitability across gender, between gender, and within gender. It was hypothesized that overall profile differences would emerge by suitability. Specifically, that suitability (suitable, unsuitable) would be predicted by the MMPI-2 validity scale L (Lie), scale K (correction), Infrequency scale (F), scale 4 Psychopathic Deviate (Pd), scale 6 Paranoia (Pa), scale 7 Psychasthenia (Pt), and scale 9 Hypomania (Ma) for the male and female applicants. It was hypothesized that there would be overall profile differences within and across gender. Specifically, suitable female applicants would exhibit higher scale elevations on scale 5 (Mf) Masculinity-Femininity in comparison to the unsuitable female applicants. On the other hand, suitable male applicants would exhibit lower scores on Scale 5 (Mf) Masculinity-Femininity in comparison to the unsuitable male applicants. A total of N=1,264 archival pre employment psychological records of applicants applying to a law enforcement peace officer position were reviewed. A multivariate analysis of variance (MANOVA), profile analysis statistical technique was used to assess profile differences by suitability across gender, between gender, and by gender. A logistic regression analysis was used to predict suitability classification by selected MMPI-2 scales. No significant MMPI-2 profile differences emerged by suitability. However, significant differences emerged in scale L (Lie), Infrequency scale (F), and scale 4 (Pd) when the means of these scales were compared to the pooled means for each of the analyses. Significant MMPI-2 profile differences emerged by gender. Scale 5 Masculinity/femininity (Mf) accounted for 63.5% of the proportion of variance explained. Specifically, female applicants scored significantly higher on scale 5 Masculinity/femininity (Mf) in comparison to male applicants.
Doctor of Philosophy (PhD)
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Library of Congress/MESH Subject Headings
Minnesota Multiphasic Personality Inventory; Employee screening; Employment tests -- Evaluation; Employment -- Psychology; Police -- Psychological testing; Law enforcement -- Decision making -- Evaluation; Analysis of variance.
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Gamez, Ana M., "The Use of the Minnesota Multiphasic Personality Inventory-II (MMPI-2) in Pre-employment Evaluations" (2010). Loma Linda University Electronic Theses, Dissertations & Projects. 1471.
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