Ch.16 - Relationships and Business Flashcards
Selection
- people choose to enter some situations and avoid others
* our decisions about selection determine the nature of our social world
Complementary Needs Theory
- different personality traits
- a dominant personality may be attracted to a submissive personality
- when one persons needs are opposite and complimentary to anothers
Attraction Similarity Theory
- similar personality traits
* someone who is extraverted may want an extraverted partner
Assortative Mating
- people seem to select mates that are similar to themselves
* almost on all factors, height, facial characteristics, personality traits
Matching Hypothesis
• although we would prefer to obtain extremely ideal romantic partners, we focus on obtaining ones whose attractiveness is about the same as our own
Botwin et Al
- studied dating and married couples
- correlated preferences for personality characteristics desired in a potential mate, and our own characteristics
- correlations are consistently positive: due to direct social preferences, based on personality characteristics of those doing the selecting
Do people get the mates they want?
- people generally want the same thing in a mate
- people seem to consistently get mates they want in terms of personality
- differences in scores between partner’s personality and ideals do not predict happiness
- people are happier marrying someone high on agreeableness, emotional stability, and openness
- one study finds having frequent intercourse protects couples from neuroticism
Predictors of a Happy Relationship
- Being high in agreeableness, openness, and low in neuroticism
- positive illusions
- agreeableness overall
Predictors of Relationship Dissolution
- emotional instability has been the most consistent predictor of breakups (jealousy)
- people with mates lacking desired characteristics
- low emotional stability, low impulse control, low conscientiousness, and low agreeableness predict breakups
- low agreeableness and conscientiousness predict infidelity
Violation of Desire Theory
• people with mates who lacked desired characteristics will more frequently end
Shyness
• tendency to feel tense, worried, and anxious during social interactions
Effects of Shyness on Relationships
- during adolescence, shy people tend to avoid social situations, resulting in isolation and greater health risk
- shy women are less likely to bring up contraception with their partners
Evocation
How features of personality elicit responses in others
Hostile Attributional Bias
- tendency to infer hostile intent on the part of others in the face of uncertain behavior from others
- because they expect others to be hostile, aggressive people treat others aggressively, then people who are treated aggressively tend to aggress back
Predictors of Evoking Hostility
- low agreeableness and emotional instability
- partners low on agreeableness use condescension, neglect, and invalidation of feelings to evoke the most anger
- partners low in conscientiousness relate to infidelity
Expectancy Confirmation
- peoples beliefs about personality characteristics of others cause them to evoke in others’ actions that are consistent with initial beliefs
- snyder and swann: peoples beliefs led them to behave in an aggressive manner towards an unsuspecting target, leading the target to behave aggressively, confirming initial beliefs
Occupational Success
- Employers want employees with certain traits, like conscientiousness, integrity, trustworthiness
- employee selections can be based on personality assessments
- integrity tests are associated with contentiousness, emotional stability, agreeableness
- tests cannot detect theft
Integrity Tests
- tests contentiousness, agreeableness, and emotional stability
- cannot detect theft
Measuring Job Performance
- supervisor ratings
- integrity tests predict absenteeism
- GPA
Citizenship Performance
- to what extent do employees promote the goals of the organizations-helping others, alleviating conflicts, aware of issues
- correlated with conscientiousness
Grit
- Duckworth, 2007
* individual’s perseverance of effort combined with the passion for a particular long term goals
Predictors of Occupational Success
- teachers ratings of personality at age 8 combined with self ratings at age 30 predict income at ages 40 and 60
- contentiousness
- extraversion
- low agreeableness
- economists have figured out that personality is important for predicting occupational success, and is sometimes more important than cognitive ability
Human Capital Formation
- used to be based on IQ
* motivation, persistence, and self control
Predictors of Management Performance
- thought to be more important than employee behavior
- emotional stability(most important) consciousness, extraversion, openness
- emotional intelligence
Dark Triad (at work)
- psychoticism, narcissism, machiavellianism
- manipulative strategy of social interaction, personality style that uses others as tools for personal gain
- tend to become leaders but selfish, impulsive, explosive, and toxic
Personality Job Fit
Finding the best niche for your personality
Education and Income/Performance
- strong correlation between education and income
- education is an investment into human capital
- more education generally means higher income
Holland’s Six Types of Work Personalities
- Realistic - Carpenter, electrician, pilot, engineer, mechanic
- Investigative - Biologist, mathematician, computer programmer, surveyor, pharmacist
- Artistic - Graphic designer, musician, book editor, art teacher, actor
- Social - counselor, librarian, social worker, physical therapist, nurse
- Enterprising - sales manager, real estate, principal, attorney
- Conventional - Bookkeeper, secretary, bank teller, HR consultant
