Chapter 5: Personality and Values Flashcards

1
Q

personality

A

the sum of ways in which an individual reacts to and interacts with others. personality is influenced both by genetics and environment

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2
Q

measuring personality

A

people use inventories/tests, and they use self-report surveys (self-report is most common), both of which can be skewed

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3
Q

heredity

A

factors determined at conception; one’s biological, physiological, and inherent psychological make up. personality is more flexible at a younger age and is more stable in adults

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4
Q

personality traits

A

enduring characteristics that describe an individual’s behavior. the more consistent the characteristic over time and the more frequently it occurs in diverse situations, the more important the trait is in describing the individual

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5
Q

myers-briggs type indicator

A

a personality test that taps four characteristics and classifies people into one of 16 personality types. it measures extraverted vs introverted, sensing vs intuitive, thinking vs feeling, and judging vs perceiving

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6
Q

big five model

A

a personality assessment model that describes five basic dimensions of personality

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7
Q

conscientiousness

A

a personality dimension that describes someone who is responsible, dependable, persistent, and organized

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8
Q

emotional stability

A

a personality dimension that characterizes someone as calm, self confident, and secure (positive), versus nervous, depressed, and insecure (negative).

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9
Q

extraversion

A

a personality dimension describing someone is is sociable, gregarious, and assertive

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10
Q

openness to experience

A

a personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity

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11
Q

agreeableness

A

a personality dimension that describes someone who is good natured, cooperative, and trusting

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12
Q

conscientiousness at work

A

best predictor of job performance. that said, extremely conscientious people can be too deliberate and perfectionistic, resulting in diminished happiness and performance

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13
Q

emotional stability at work

A

most strongly related to life satisfaction, job satisfaction, and reduced burnout and intentions to quit

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14
Q

extraversion at work

A

perform better at jobs with significant interpersonal interaction. they are socially dominant who are generally assertive. some negatives are extraverts can appear egoistic, or too dominating and that their social behavior can be disadvantageous for jobs that do not require frequent social interaction

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15
Q

openness at work

A

open people tend to be the most creative and innovative compared with other traits. while openness isn’t related to initial performance on the job, individuals higher in openness are less susceptible to a decline in performance over a longer period of time

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16
Q

agreeableness at work

A

better liked than disagreeable people, they should perform well in interpersonally oriented jobs such as customer service. they experience less work-family conflict and are less to turnover

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17
Q

the dark triad

A

a constellation of negative personality traits consisting of Machiavellianism, narcissism, and psychopathy

18
Q

machiavellianism

A

the degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means

19
Q

narcissism

A

the tendency to be arrogant, have a grandiose sense of self importance, require excessive admiration, and possess a sense of entitlement

20
Q

psychopathy

A

the tendency for a lack of concern for others and a lack of guilt or remorse when actions cause harm

21
Q

core self evaluation

A

bottom line conclusions individuals have about their capabilities, competence, and worth as a person

22
Q

self monitoring

A

a personality trait that measures and individual’s ability to adjust his or her behavior to external, situational factors

23
Q

proactive personality

A

people who identify opportunities, show initiative, take action, and persevere until meaningful change occurs

24
Q

personality, job search, and unemployment (2 strongest predictors of job search behavior)

A

conscientiousness and extraversion were predictive of networking intensity, general job search intensity, interview callbacks, and job offers. positive affectivity is also important in getting interviews, job offers, and becoming employed

25
Q

situation strength theory

A

a theory indicating that the way personality translates into behavior depends on the strength of the situation

26
Q

trait activation theory

A

a theory that predicts that some situations, events, or interventions “activate” a trait more than others

27
Q

values

A

basic convictions that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence

28
Q

value system

A

a hierarchy based on a ranking of an individual’s values in terms of their intensity

29
Q

terminal values

A

desirable end states of existence, the goals a person would like to achieve during his or her lifetime

30
Q

instrumental values

A

preferable modes of behavior or means of achieving one’s terminal values

31
Q

personality-job fit theory

A

a theory that identifies six personality types and proposes that the fit between personality type ad occupational environment determines satisfaction and turnover

32
Q

person-organization fit

A

a theory that people are attracted to and selected by organizations that match their values, and leave where there is no compatibility

33
Q

power distance

A

a national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally

34
Q

individualism

A

a national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups

35
Q

collectivism

A

a national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them

36
Q

masuclinity

A

a national culture attribute that describes the extent to which the culture factors traditional masculine work roles of achievement, power, and control. societal values are characterized by assertiveness and materialism.

37
Q

femininity

A

a national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as equals of men in all aspects of society

38
Q

uncertainty avoidance

A

a national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them

39
Q

long term orientation

A

a national culture attribute that emphasizes the future, grit, and persistence

40
Q

short term orientation

A

a national culture attribute that emphasizes the present and accepts change