Chapter 4

Question 1

Foundation of Trait Psychology

Answer 1

Meaningful individual differences, stability over time, and consistency across situations.

Question 2

Differential Psychology

Answer 2

Study of other forms of individual differences in addition to personality traits, such as abilities, aptitudes, and intelligence.

Question 3

Rank Order Stability

Answer 3

If all people show a decrease in a particular trait at the same rate over time, they might still maintain the same rank order relative to each other.

Question 4

Consistency

Answer 4

Trait theories assume there is some degree of consistency in personality over time.

Question 5

Situationism

Answer 5

Behavior shifts depending on the situation, so situational differences must determine behavior and not personality traits.

Question 6

Person-Situation Interaction

Answer 6

One has to take into account both particular situations and personality traits when understanding a behavior.

Question 7

Aggregation

Answer 7

Adding up or averaging several single observations, resulting in a better measure of a personality trait than a single observation of behavior.

Question 8

Situational Specificity

Answer 8

A person acts in a specific way under particular circumstances implying that their behavior is caused by the situation.

Question 9

Strong Situation

Answer 9

Situations in which nearly all people react in similar ways (e.g. funerals, crowded elevators).

Question 10

Situational Selection

Answer 10

Tendency to choose the situations in which one finds oneself, not finding themselves in fandom situations.

Question 11

Evocation

Answer 11

Idea that certain personality traits may evoke specific responses from the environment.

Question 12

Manipulation

Answer 12

Various means by which people influence the behavior of others.

Question 13

Aggregation

Answer 13

Process of adding up, or averaging, several single observations, resulting in a better measure of a personality trait than a single observation of behavior.

Question 14

Density Distributions of States

Answer 14

Used to understand the implications of aggregation for how we think about personality traits.

Question 15

Infrequency Scale

Answer 15

Contains items that all or almost all people will answer in a particular way.

Question 16

Faking

Answer 16

Motivated distortion of answers on a questionnaire.

Question 17

False Negative

Answer 17

Researchers conclude that a truthful person was faking and reject that person’s data.

Question 18

False Positive

Answer 18

Researchers decide that a person who was faking was actually telling the truth.

Question 19

Barnum Statements

Answer 19

Generalities, statements that could apply to anyone.

Question 20

Personality Assessment of the Workforce

Answer 20

Based on personnel selection, integrity testing, and concerns over negligent hiring.

Question 21

Personnel Selection

Answer 21

Employers sometimes use personality tests to select people especially suitable for a specific job.

Question 22

Integrity Testing

Answer 22

Designed to assess whether a person is generally honest or dishonest.

Question 23

Overt and Covert Integrity Testing

Answer 23

Both are self-report measures of integrity used in business and industry. Overt measures include questions directly related to past violations of workplace integrity, such as excessive absenteeism or theft. Covert measure include questions that are indirectly related to integrity, such as questions about personality traits that are correlated with workplace integrity, such as conscientiousness.

Question 24

Negligent Hiring

Answer 24

Hiring someone who is unstable or prone to violence.

Question 25

Title VII of the Civil Rights Act of 1964

Answer 25

Required employers to provide equal employment opportunities to all persons.

Question 26

Female Underprediction Effect

Answer 26

College entrance exam scores underpredict grade point average for women relative to men.

Question 27

Uniform Guidelines on Employee Selection Procedures

Answer 27

Purpose of the guidelines is to provide a set of principles for employee selection that meet the requirements of all federal laws.

Question 28

Disparate Impact

Answer 28

A plaintiff must show that an employment practice disadvantages people from a protected group.

Question 29

Race of Gender Norming

Answer 29

Forbids employers from using different norms or cutoff scores for different groups of people.

Question 30

Americans with Disabilities Act

Answer 30

An employer cannot conduct a medical examination during the selection process.

Question 31

Right to Privacy

Answer 31

Cases that charge an invasion of privacy claim against an employer can be based on the federal constitution, state constitutions and statutes, and common law.

Question 32

Myers-Briggs Type Indicator (MBTI)

Answer 32

Personality types based on 8 fundamental preferences.

Question 33

Psychological Types

Answer 33

People come in types or distinct categories of personality.

Question 34

Hogan Personality Inventory

Answer 34

Questionnaire measure of personality based on the Big Five model but modified to emphasize the assessment of traits important in the business world, including the motive to get along with others and the motive to get ahead of others.

Question 35

Variability

Answer 35

How external stimuli affects your mood.

Question 36

Self-Esteem Variability

Answer 36

Self varies depending on situation.

Question 37

Self-Efficacy

Answer 37

How I feel about myself.

Question 38

Self-Concept

Answer 38

How I think of myself.