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PYB302 > 11. Personality/individual differences > Flashcards

11. Personality/individual differences Flashcards

1
Q

define personality

A

enduring patterns of thought, feeling, motivation and behaviour that are expressed in different circumstances
- Unique to each individual
- Traits - consistent across situations and time
Self-concept: perceptions
Self esteem: evaluation

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2
Q

How do we understand psychological phenomena?

A

through two types of psychological models: descriptive and process models

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3
Q

what do descriptive models seek to example?

A

What are we like?
How many elements are there?
Focus on explaining stable elements
Examples: Traits, values

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4
Q

what do process models seek to example?

A

How do we come to be like we are?
What processes result in behaviour?
Focus on explaining dynamic elements
Examples: Psychodynamics, social cognitive theories

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5
Q

What is Freud’s explanation of personality

A

Psychoanalytic theory

Id, Ego, and Superego formed from psychic energy (Libido)

A dynamic personality system - Regular conflicts between the three parts

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6
Q

id

A

Instinctual nature of humans

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7
Q

ego

A

rational and objective

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8
Q

superego

A

internalized moral standards

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9
Q

trait model

A

Psychometric approach
Personality: a set of traits
Individual differences in each trait

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10
Q

What are the major dimensions (traits) of human personality?

A

Number

Nature

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11
Q

what is the lexical approach of the trait model?

A

check dictionary for adjectives that describe people - remove synonyms
ask people to rate themselves on these adjectives
conduct statistical analyses to determine which adjectives go together - form groups of adjectives where people higher on one are typically higher on the other

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12
Q

what is the five factor model?

A

Five factors that describe people at the most general level:

Openness to experience
Conscientiousness
Extroversion
Agreeableness
Neuroticism
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13
Q

openness

A

Intellectual curiosity and independence

Adjectives: imaginative, daring, curious, original

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14
Q

conscientiousness

A

Organised, persistent, and dependable

Adjectives: hardworking, reliable, persevering

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15
Q

extroversion

A

Outgoing and sociable

Adjectives: talkative, friendly, fun-loving, sociable

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16
Q

agreeableness

A

Compassionate and trusting of others

Adjectives: soft-hearted, courteous, trusting,

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17
Q

neuroticism

A

Emotionally variable and impulsive

Adjectives: nervous, worrying, self-conscious

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18
Q

Dark Triad of personality

A

Personality characteristics most people find offensive, but not necessarily pathological

includes:
Psychopathy, Narcissism, Machiavellianism

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19
Q

psychopahty

A

egocentrism, superficial charm, lacking empathy, lacking guilt (Hare, 1996)

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20
Q

narcicissim

A

love for the self far stronger than love for others; perceptions of self-superiority and entitlement

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21
Q

Machiavellianism

A

Manipulative, deceitful, usually for personal gain

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22
Q

What is in the HEXACO trait model?

A 
Honesty-Humility (H)
Emotionality (E)
Extraversion (X):
Agreeableness (A):
Conscientiousness (C):
Openness to Experience (O):
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23
Q

Honesty-Humility (H)

A

Facets: Sincerity, Fairness, Greed Avoidance, Modesty
Adjectives: Sincere, honest, faithful, loyal, modest/unassuming versus sly, deceitful, greedy, pretentious, hypocritical, boastful

24
Q

Emotionality (E)

A

Facets: Fearfulness, Anxiety, Dependence, Sentimentality
Adjectives: Emotional, oversensitive, sentimental, fearful, anxious, vulnerable versus brave, tough, independent, self-assured

25
Q

Extraversion (X):

A

Facets: Social Self-Esteem, Social Boldness, Sociability, Liveliness
Adjectives: Outgoing, lively, extraverted, sociable, talkative, cheerful, active versus shy, passive, withdrawn, introverted, quiet

26
Q

Agreeableness (A):

A

Facets: Forgivingness, Gentleness, Flexibility, Patience
Adjectives: patient, tolerant, peaceful, mild, agreeable, lenient, gentle versus ill-tempered, quarrelsome, stubborn, choleric

27
Q

Conscientiousness (C):

A

Facets: Organization, Diligence, Perfectionism, Prudence
Adjectives: organized, disciplined, diligent, careful, thorough, precise versus sloppy, negligent, reckless, lazy, irresponsible,

28
Q

Openness to Experience (O):

A

Facets: Aesthetic Appreciation, Inquisitiveness, Creativity, Unconventionality
Adjectives: intellectual, creative, unconventional, innovative, ironic versus shallow, unimaginative, conventional

29
Q

Type A vs Type B personality trait model

A

Competitive, ambitious, impatient, aggressive vs relaxed

30
Q

what are the two underlying dimensions of Type A personality?

A 
Achievement Striving (hard workers – related to Job Performance)
Impatience/irritability (obsession with time – related to poor health outcomes)
31
Q

What is the core self evaluation model of trait measures

A

Beliefs individuals have about their capabilities, competence and overall worth
Comprised of 4 traits (Judge et al., 1989)
-Self esteem
-Self efficacy
-Locus of control
-Neuroticism
High Job Performance

32
Q

How can we use information about people’s personality traits in employment selection?

A

consider job-personality “fit” alongside other factors in employment decision

Identify the personality traits desirable in the job
e.g., conscientious, extroverted

complete personality surveys during recruitment process

33
Q

Why is emotional stability relevant?

A

less negative thinking and fewer negative emotions

less hypervigiliant

34
Q

What does emotion stability affect?

A

Higher job and life satisfaction

lower stress levels

35
Q

Why is extroversion relevant?

A

better interpersonal skills
greater social dominance
more emotionally expressive

36
Q

What does extroversion affect?

A

higher performance
enhanced leadership
higher job and life satisfaction

37
Q

Why is openness relevant?

A

increased learning
more creative
more flexible and autonomois

38
Q

What does openness affect?

A

training performance
enhanced leadership
More adaptable to change

39
Q

Why is agreeableness relevant?

A

beter liked

more compliant and conforming

40
Q

What does agreeableness affect?

A

higher performance

lower levels of deviant behaviour

41
Q

Why is conscientiousness relevant?

A

greater effort and persistance
more drive and discipline
better organisation and planning

42
Q

What does conscientiousness affect?

A

higher performance
enhanced leadership
greater longevity

43
Q

What is the evidence that supports the use of trait measures for employment selection?

A

(Barrack & Mount, 1991)
Conscientiousness predicts job performance across contexts
Other factors vary in predicting performance according to job role

44
Q

what are the issues of using trait measures for employment selection?

A

Need to consider all dimensions together

Some employers can have narrow ideas about thepersonality requirements for a job

45
Q

what does extraversion predict in job performance?

A

Predicts job performance for managers and police officers

Within jobs, extraversion predicts team performance and training performance

46
Q

what does emotional stability (neuroticism) predict in job performance?

A

Predicts job performance across the majority of occupations studied
Within jobs, Emotional Stability predicts team performance

47
Q

what does agreeableness predict in job performance?

A

Predicts team performance

48
Q

what does conscientiousness predict in job performance?

A

Predicts overall job performance for all occupations studied. The strongest predictor of counterproductive workplace behaviours (CWBs).

49
Q

what does openness to experience predict in job performance?

A

Only predicts training performance

50
Q

what are other uses of trait measurements?

A 
Workplace deviance
Cutting corners at work
Political behavior
Social issues
E.g. predictors of income, gender pay gap
Personal growth and self development
What can introverts do to become better leaders?
Training
Mental health treatment
51
Q

What is the issue of context dependence?

A

Personality: enduring patterns of thought, feeling, motivation and behaviour that are expressed in different circumstances

One interpretation is that personality should predict our behaviour in all situations
e.g., an extrovert should always want to socialise

But they don’t
sometimes extroverts want to be alone
people who seem extroverted can feel like introverts

52
Q

what did Mischel say about context dependence?

A

personality constructs are poor predictors of individual behaviours
Situations are more important than traits for explaining behaviour
Where situations are stable, behaviour is predictable
Need to observe people in context
“Traits” are situation-specific
when in situation is X, trait Y is likely to be expressed
Conclusion: “general” traits are invalid constructs

53
Q

What is the interactionism resolution to context dependence?

A

Traits and situations interact

We need to understand both to understand a person

54
Q

What is the aggregation resolution to context dependence?

A

Traits are poor predictors of single behaviours

Better at predicting how people are likely to behave in aggregate

55
Q

whole trait theory

A

Personality traits as averages of personality states

56
Q

what is the issue of the self-other consistency in relation to trait measures?

A

Who can reliably judge personality?

Are our judgements of ourselves similar to judgements of us by others?
What is ‘personality’?

57
Q

what were John & Robin’s findings about the self-other consistency in relation to trait measurements?

A

Consistency is reasonable, but varies across factors
Peer-peer ratings are more consistent than self-peer ratings
Extraversion: highest agreement between people
Agreeableness: lowest agreement between people

PYB302 (9 decks)

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