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Personality and Affective Psychology > Good and Bad Indicators of Personality > Flashcards

Good and Bad Indicators of Personality Flashcards

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1
Q

Informant (I) data

A
  • ask someone who knows the person well
  • based on real world (or the person’s projection into the world)
  • limitations: people might act differently in different contexts
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2
Q

Life outcome (L) data

A
  • verifiable, objective
  • interpretation of data is subjective
  • many variables can affect outcome besides personality
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3
Q

Behavioral (B) data

A
  • watch what the person does for yourself
  • multi-determined: lots of reasons why they might act a certain way
  • don’t know what is going on in their mind when the act
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4
Q

Self-judgement (S) data

A
  • ask the person directly
  • individual’s subjective experience/judgement
  • can be biased, self-presentation
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5
Q

Why are we drawn to personality tests?

A
  • self-discovery
  • become the person we want to be
  • identify settings in which we will thrive
  • tell others about ourselves (way of shaping our environment)
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6
Q

Correlation coefficient

A

-size of an effect or association between two variables, x and y

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7
Q

p-level

A

probability that the result would occur (by chance) if the null hypothesis were true

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8
Q

Binomial Effect Size Display

A
  • converts magnitude of a correlation that are more clinically significant
  • divide correlation by two, add or subtract to 50
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9
Q

What three factors make good measures of personality?

A
  • Validity
  • Reliability
  • Generalizability
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10
Q

Validity

A
  • does it measure what it says its measuring
  • degree to which an instrument reflects what it is supposed to measure
  • convergent
  • discriminant
  • predictive
  • depends on reliability
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11
Q

Convergent validity

A
  • does it relate to what it is supposed to be related to?

- is it associated with other measures that measure the same thing

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12
Q

Discriminant validity

A

-it doesn’t relate to things it shouldn’t be related to

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13
Q

Predictive validity

A

-relates to meaningful behaviors and outcomes

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14
Q

Reliability

A

-is it consistent?
-reduced by error
-increased by :
standardizing procedures
making relevant to participant
aggregating items
- may not increase the validity of the measurement
-for self-report measures: internal consistency and test-retest important

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15
Q

Internal consistency

A

Items on the measure that are supposed to measure the same thing are highly correlated

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16
Q

Test-retest

A

The same person will receive the same score at different times

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17
Q

Generalizability

A

Validity and reliability hold across cultural contexts

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18
Q

Who created the Myers-Briggs Personality measure

A

Katerine Briggs and her daugther Isabel Briggs Myers

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19
Q

Is Myers-Briggs a good measure of personality?

A
  • convergent validity: yes (for extraversion and conscientiousness)
  • discriminant: mixed
  • predictive: mixed
  • internal consistency: yes
  • test-retest: yes for continuous, not for type
  • don’t know if they are generalizable
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20
Q

Problems with the Myers-Briggs

A
  • poor reliability and validity
  • oversimplification of Jungian types
  • no norms
    • you don’t know what your score means compared to other people
    • ambiguity in interpreting the scores
  • correlates to better measures (which we can use instead)
  • breaks up personality into types instead of a continuum
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21
Q

Gordon Allport

A
  • had assistant find all of the terms in the dictionary that relate to personality
  • about 18,000 words
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22
Q

Fundamental Lexical Hypothesis

A

if a word is important, it will be in a language

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23
Q

Raymond Cattell

A
  • 16 traits
  • self-report inventory
  • used factor analysis
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24
Q

Factor analysis

A
  • summarizes interrelations among a set of variables
  • reduces many variables into basic/important elements
  • identifies groups, clusters, factors, or related items
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25
Q

Limitations of factor analysis

A
  • factors depend on what you include in the analysis
  • factors are defined by the researcher
  • factors are often difficult to interpret
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26
Q

The Big Five

A
  • Openness
  • Conscientiousness
  • Extraversion
  • Agreeableness
  • Neuroticism
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27
Q

Neuroticism

A
  • anxiety
  • hostility
  • depression
  • self-consciousness
  • impulsiveness
  • vulnerability to stress
  • anger
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28
Q

Neuroticism questionnaire items

A
  • I am not a worrier (reverse)

- I often feel inferior to others

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29
Q

Ozer and Benet-Martinez (2006)

A

meta analysis about the big five traits and outcome measures

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30
Q

The more neurotic you are… (individual, interpersonal, institutional)

A
  • the more unhappy, harder to cope
  • worse family relations
  • more dissatisfied with job, more likely to engage in crime
31
Q

Neuroticism and affective state

A

more neuroticism associted with more reports of hostility and nervousness

32
Q

Extraversion

A
  • warmth
  • gregariousness
  • assertiveness
  • activity
  • excitement
  • seeking positive emotion
33
Q

Extraversion questionnaire items

A

-I like to have a lot of people around me

34
Q

The more extroverted you are…

A
  • happier, more grateful, longer life, healthier
  • more accepted by peers, more successful dates and relationships
  • more satisfied with job, more involved in community, better leader
35
Q

Extraversion and affective state

A

high correlation with HAP

36
Q

Agreeableness

A
  • trust
  • straightforward
  • altruistic
  • modest
  • temper-minded
  • compliance
37
Q

agreeableness questionnaire items

A

-I try to be courteous

38
Q

the more agreeable you are..

A
  • more forgiving, religious, funnier, longer life, happier
  • more accepted by peers, more satisfied with dates
  • more social interests, higher job attainment, avoid criminal behavior
39
Q

Conscientiousness

A
  • self-discipline
  • dutifulness
  • competence
  • order
  • deliberation
  • achievement striving
40
Q

conscientiousness questionnaire items

A
  • I am a productive person who always gets the job done
  • I strive for excellence in everything I do
  • I keep my belongings neat and clean
41
Q

The more conscientious you are…

A
  • more religious, longer life, healthier, avoid drug use
  • satisfied with dates and family
  • better job performance, politically conservative, avoid criminal behavior
42
Q

Openness

A
  • fantasy
  • aesthetics
  • feelings
  • actions
  • values
43
Q

openness questionnaire items

A
  • I don’t like to wast my time daydreaming (reverse)

- I often enjoy playing with theories or abstract ideas

44
Q

The more open you are…

A
  • more forgiving, more inspired

- more interested in arts, more politically liberal

45
Q

Hierarchical view of personality

A

Three factor model

46
Q

Three factor model

A
  • Negative emotionality
  • positive emotionality
  • constraint
47
Q

Negative emotionality

A

-neuroticism

48
Q

Positive emotionality

A
  • extraversion

- agreeableness

49
Q

Constraint

A
  • conscientiousness
  • openness
  • agreeableness
  • ability to regulate and control emotions
  • interpersonal relatedness (comes up in Chinese culture?) would probably be under constraint
  • higher order regulation
50
Q

Do global reports relate to personality in daily life?

A

yes

51
Q

Will Fleeson (2001) students with pagers

A
  • asked at random intervals how they felt (e.g. during the previous hour how well does ‘talkative’ describe you?” (daily rating)
  • compared to NEO (global rating)
  • people showed all traits
  • distribution of daily ratings highly correlated with global ratings
52
Q

Do self reports of personality correspond to peer report?

A

Yes (about 0.51)

53
Q

Kelly/Connolly Longitudinal Study

A
  • longitudinal 20-70 yrs old
  • 300 engaged Anglo American middle class CT couples
  • kids sent card when participants died
  • also self and peer rated
  • used by jackson to measure what traits predict longevity
  • men: C, O
  • women: A, Emotional stability
54
Q

Joshua Jackson: Are you or your friends ratings of personality better at predicting when you will die?

A
  • peer ratings predicted longevity better than self-ratings
  • men: conscientiousness and openness were predictors
  • women: agreeableness and emotional stability were predictors
55
Q

Does the NEO generalize across cultures

A

yes

56
Q

Linguistic evidence for NEO generalization (Hofstee et al., 1997)

A
  • 126 words (english, dutch, german)
  • factor analysis
  • N,C,A,E emerged in all three languages
  • O similar in english /german
57
Q

Openness and generalization

A
  • lower internal consistency than other traits

- varies across culture

58
Q

Etic approach

A
  • import Western questionnaires

- translate and perform factor analysis to see if same traits appear

59
Q

Problems with etic approach

A
  • translation takes time
  • cultural bias
  • limited to words that are easily translated
  • only shows that Western measures apply to other cultures (would they emerge naturally?
60
Q

Translation-Back translation

A

-translate to other language then translate back to english

61
Q

confirmatory factor analysis (Etic)

A

confirm hypothesis to see if same factors emerge

62
Q

exploratory factory analysis

A

-which factors emerge

63
Q

McCrae et al (1998) NEO in the Phillipines

A
  • translated NEO

- found factors emerged in both samples, similarly correlated

64
Q

Emic approach

A
  • use indigenous terms and scores

- redevelop measures in other cultures

65
Q

Chinese Personality Assessment Inventory (CPAI)

A
  • adminstered CPAI and translated NEO
  • factor analysis (exploratory)
  • N,A,E,C in both
  • O not in CPAI
  • Interpersonal relatedness not found in NEO
66
Q

Interpersonal relatedness

A
  • accepting others’ requests
  • avoiding being indebted to others
  • avoid offending others
  • traditional practices
  • obedience to elders
  • dislike uncertainty
  • makes sense in a collectivistic culture (Group goals)
67
Q

Strenghts of Big Five

A
  • based on language
  • high reliability ad validity
  • relativity to administer
  • replicable across cultures except for openness
68
Q

Limitations of the big five

A
  • some parts of personality might not be represented in language
  • can’t yet claim if universal
  • don’t know goals, motivations, values
69
Q

Schwarz & Boehnke, 2005 values

A

measure of values across cultures

  • high reliability 0.7-0.9
  • predicts religiosity
70
Q

Value Priorities

A
  • openness to change
  • self-transcendence
  • conservation
  • self-enhancement
71
Q

Openness to change

A
  • stimulation
  • self direction
  • hedonism
72
Q

self-transcendence

A
  • universalism
  • benevolence
  • conformity
73
Q

conservation

A
  • tradition

- security

74
Q

self-enhancement

A
  • power

- achievement

Personality and Affective Psychology (7 decks)

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