RACE, JOB APPLICANTS, AND THE 5-FACTOR MODEL OF PERSONALITY - IMPLICATIONS FOR BLACK PSYCHOLOGY, INDUSTRIAL ORGANIZATIONAL PSYCHOLOGY, AND THE 5-FACTOR THEORY/

We tested the fit of the five-factor model of personality with a sampl e of African American (n = 184) and Caucasian (n = 168) job applicants using confirmatory factor analysis with tests of invariance across gr oups. Indicators for the analyses were responses to the 80 Bipolar Adj ective Checklist. The results provided moderate support for the five-f actor theory for both groups, and the addition of corresponding constr aints on the factor loadings, factor correlations, and latent means di d not lead to a significant loss in model fit. There were only differe nces on four elements of the error matrices. Thus, for the most part, the five-factor model fit equally well for African American and Caucas ian applicants. However, for both groups, all factors were highly inte rcorrelated consistent with an ''ideal responding'' response set. Impl ications for Black psychology, I/O psychology, and the five-factor the ory are discussed.