11 - Personality & Consequential Outcomes Flashcards
What are three types of predictive r/ships personality might have with life outcomes? (direct effects, indirect, & interactive/conditional). And why?
Direct - from general to specific, i.e. Conscientiousness (trait) predicts having a tidy room (behaviour). Being orderly, industrious and organised predict achievement because it is effort-related.
Indirect - Trait expression in situational circumstance. E.g. Extraversion might lead to accidents, but not directly. Extraversion > risk-taking > accident.
Interactive/Conditional - reactivity to events, G x E interaction. Why? Responding to demands of work, for example. e.g. E may interact well w/ the interpersonal challenges of management roles, leads to promotion or thriving.
What is the lexical hypothesis?
Important characteristics will, over human history, be coded in language.
How has personality & abilities been predicted in the past?
Education context – Binet & Simon (OG IQ), SATs in 1920s.
Occupational – Military selection, APA influence in 1915.
What did Schmidt & Hunter’s (1998) meta-analysis of job performance find about personality traits predictive validity? (conscientious & cognitive ability).
Conscientiousness a potent predictor of job performance (r =.31) Integrity tests (narrower measures, blends conscient/agreeable) (r =.41)
Combining personality with cognitive ability measures increases prediction.
Cognitive ability alone; r = .48
Combining cognitive ability with conscientiousness; r = .6o
Combining cognitive ability with an integrity test; r = .65
What did Barrick & Mount’s (1991, 1998) meta-analysis of the big 5 and work occupations find about conscientious and extraversion?
Conscientiousness predicts across all occupations: r = .20-.23 – for ‘will do’ criteria (effort).
Extraversion predicted performance well in two specific job arenas: Management: r = .18, Sales: r = .15
Hurtz & Donovan’s (2000) updated meta-analysis found further evidence for the predictive power of the Big one work roles - what roles were predicted by A, O & low N? And what sort of roles were predicted high E and low N?
A, O, and (low) N predicts performance in customer service roles. E and (low) N predicts in management and sales roles.
(Conscientiousness again predicts broadly in the region of r = .20).
Roberts et al. (2007) meta-analysis looked at various factors related to occupational success - including SES, parental income & IQ. How did traits compare in their predictive power and over what length of time were they found to be predictive of occupational success?
Personality predicts various indicators of OPS up to 47-years later & was almost as predictive of OPS as IQ…
How does Kaufman et al., (2015) differentiate Openness vs Intellect? And what did he find about creative achievement?
Openness (perceptual info) predicted achievement* in the arts (e.g., visual arts, music, dance, architectural design)
Intellect (semantic info) predicted achievement* in the sciences (eg., scientific discovery, inventions).
Kuncel et al. (2001) and Poropat (2009) found that GPA, i.e. educational performance was mostly predicted by cognitive ability. What was the one personality trait that strengthened the predictive validity?
Conscientiousness adds to prediction above cognitive ability.
What did Corker et al. (2012) find about indirect effects of conscientiousness on course performance? (study strats)
The use of effortful study strategies explained the relation between conscientiousness and course performance.
i.e. Deep processing strategies
Extraverts supposedly respond more to rewards, therefore suit sales jobs –> What did Stewart (1996) find in his extravert sales vs retention rewards paradigm?
Sales that were rewarded were predicted by Extraversion.
Whereas, when retentions were rewarded lower sales were predicted by Extraversion.
Which trait was found by Golderb (1998) and Hazrati-Viari et al. (2012) to be predictive of educational attainment (highest level completed)
Openness.
Summary of Lecture Part 1.
Conscientiousness: broad predictor of educational & occupational achievement.
Extraversion: achievement & choice for some work areas - e.g. manager, sales etc - predicted by E. & there is an interactive/conditional effect based on incentive structures.
Openness: predict educational attainment/engagement & occupational success in creative achievement.
Agreeableness: customer service.
(low) Neuroticism: performance.
In what ways has Martin et al. (2007) & others, including Bogg & Roberts (2004), implicated conscientiousness in predicted health outcomes?
Ppl consistently rated higher in conscientiousness lead to greater longevity.
Greater longevity, less unhealthy behaviours (alcohol, drugs, eating, risky driving, risky sexual behaviour).
What types of periodic health checking behaviours did Armon & Toker (2013) find for C, E & O, and N?
C was a positive predictor of returning for 2nd health check.
E & O were negative predictors.
N had a curvilinear relationship - low & high N = less likely for a check-up.
