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PSYC 305 > i hate my life > Flashcards

i hate my life Flashcards

1
Q

Basic Comparability

A

Personality structure may not apply universally

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2
Q

Reference Group Effects

A

Who am I comparing myself to other when determining whether I am lazy or happy

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3
Q

Humans are not monoliths

A

Multiculturalism, Bicultural identity integration

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4
Q

Cultures are not monoliths

A

Regional cultures, sub-cultures

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5
Q

3 Causes of Regional Personality Differences

A

Selective migration

Sociocultural influence

Ecological influence

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6
Q

Societal consequences

A

Political

Economic

Social

Health

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7
Q

Individual Consequences

A

Regional personality determines individual beyond individual personality
- Emotions
- Behaviors
- Cognition

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8
Q

Person-Environment-Fit

A

Living in an environment that matches one’s own profile provides better chances to satisfy one’s psychological and physical needs

Empirical Support
- Higher congruence between individual personality and average personality of the surroundings - is associated with greater subjective well-being, self-esteem, relationship satisfaction

  • Lower congruence is related to difficult relationships and decreased sense of belonging
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9
Q

Categorization

A

Identifying with one cultural group over others by seeing one identity as predominant, and by excluding other identities from the Self

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10
Q

Compartmentalization

A

Having multiple — opposing — cultural identities that are kept separate within the Self; identifying with one cultural group at a time, depending on the context

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11
Q

Integration

A

Cohesively connecting and reconciling one’s multiple cultural identities within oneself

  • Forging one inclusive higher-order identity that emphasizes common ground between one’s identities while seeing the difference between one’s identities as complementary
  • Identifying simultaneously with different cultures
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12
Q

Non Big 5 Predictor of Successful Relationship

A
  • Self-control
  • Positive emotionality
  • Communal traits (warmth, trustworthiness)
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13
Q

Personality-Based Preference

A

Agreeable individuals prefer kind and dependable partners

Open individuals prefer less religious partners

Large-scale study with over 500,000 users and 421 potential matches on Hinge
- Convergence in personality traits, personal choices, physical traits and shared experiences all predicted greater likelihood for attraction and opting to go on real-world dates
- Introverts rarely had an effective match with other introverts

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14
Q

Personality Similarity & Relationships

A

People with more similar personality traits are more likely to be romantically attracted to each other

Greater personality similarity in relationships associated with more positive and less negative well-being

These effects come out more when personality similarity is assessed through behaviors than through self-reports

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15
Q

Overestimating Personality Similarity

A

Ideal partners: Men prefer self-similar partners in all Big Five characteristics, but Neuroticism

Actual partners: homogamy in personality in actual couples exists but is considerably lower

Homogamy in personality is most consistent for Extraversion, and to some degree for Openness and Conscientiousness

Male homosexual couples show lower homogamy than heterosexual couples

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16
Q

Determinants of Fulfilled Relationships

A

Most important predictors are about the relationship itself

Individual differences matter as well (account for 21% of current relationship satisfaction) but are less important; most important predictors (Big Five not measured):
- Life satisfaction, affect, depression, attachment style

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17
Q

Rebel Talent

A

Rebelling against the rule, break, transform, create

18
Q

Disagreeableness at Work

A

People with disagreeable personality do not have an advantage in pursuing power at work

  • Pro: Disagreeable people are intimidating which may elevate power
  • Con: They have poor interpersonal relationships which offsets any possible power advantage their behavior may have offered
19
Q

The Dark Triad at Work

A

Machiavellianism
- No relationship with overall job performance
- More persuasive and less likely to be persuaded
- Act more aggressively
- Manipulative style leads to short-term advantages, but earns them a bad reputation in the long-run
- Employees are less likely to buy ethical leadership styles from Machiavellian leaders

Narcissism
- Unrelated to job effectiveness
- Unrelated to organisational citizenship behaviors
- Tend to think they are overqualified for their jobs
- Not very receptive to feedback
- Work hard to earn rewards; can be very charismatic, may have higher work employment

Psychopathy
- Unrelated to job performance

20
Q

Personality-Job Fit

A

Idea that the unique match between one’s personality and the characteristics and demands of one’s job predict positive outcomes

21
Q

Holland’s occupational themes (RCESIA)

A

Realistic
Conventional
Enterprising
Social
Investigative
Artistic

22
Q

Other Types of Fits at Work

A

Person-Organisation Fit: match between individual and company/ organisational culture

Person-Group Fit: match between individual and their work group/ colleagues

Person-Supervisor Fit: match between individual and their boss/superordinate at work

23
Q

Moral Foundations Theory (CFLASL): Connor Fear Losing Another Stupid Language

A
  • Care (vs. Harm): protecting others; kindness, gentleness, nurturance
  • Fairness (vs. Cheating): guaranteeing justice, rights, proportionality
  • Loyalty (vs. Betrayal): standing with group; patriotism, self-sacrifice
  • Authority (vs. Subversion): submitting to tradition and legitimate authority
  • Sanctity (vs. Degradation): pursuing purity nobility; avoiding contamination
  • Liberty (vs. Oppression): seeking freedom
24
Q

Non Big 5 Predictors of Mental Health

A
  • Sense of coherence: Higher overall health-related quality of life; more positive general health perception
  • Optimism: Greater psychological functioning, more vitality
  • Self-efficacy: Higher overall health-related quality of life; more positive general health perception; greater psychological functioning, more vitality
  • Self-esteem: Greater psychological & social functioning
25
Q

Personality-Based Preference

A

Agreeable individuals prefer kind and dependable partners
Open individuals prefer less religious partners

Large-scale study with over 500,000 users and 421 potential matches on Hinge
- Convergence in personality traits, personal choices, physical traits and shared experiences all predicted greater likelihood for attraction and opting to go on real-world dates
- Introverts rarely had an effective match with other introverts

26
Q

The Healthy Big Five Configuration

A

Expert-generated, empirically validated profile to capture a prototype of psychologically healthy personality

Compared to normative personality
- Lower Neuroticism
- Higher Openness
- Slightly higher Extraversion and Conscientiousness
- Similar levels of Agreeableness

27
Q

Personality Disorder

A

Unusually extreme socially undesirable personality attributes that create severe problems for oneself and/or others
- PDs typically affect social relationships and interactions
- PDs are often stable over time, being in adolescence or childhood and are difficult to change
- 15% of adult population in NA have PD

28
Q

Ego-Syntonic PD

A
  • People who have them do not think anything is wrong
  • They think others are the ones with a problem
  • More difficult to treat because of resistance
  • Common in antisocial / narcissistic personality disorders
29
Q

Ego-Dystonic PD

A
  • People who have them experience their PD as confusion, depression, or anxiety of which they would like to be cured
  • Easier to treat because of cooperation
30
Q

Current Diagnoses

A
  • Realisation that there is not an exact point that distinguishes between normal and disordered personality
  • Realisation that psychological maladjustment is often more a matter of degree than kind
  • Realization that different personality disorders regularly co-occur within the same person
31
Q

Diagnostic and Statistical Manual 5-TR

A
  1. Assess whether personality functioning is seriously impaired and rate degree of dysfunction
  2. Assess whether at least one of 6 defined types of personality disorder is present
  3. Assess degree of five maladaptive personality traits
32
Q

Antisocial

A

Extreme pattern of deceitful, manipulative and sometimes dangerous behavior
- Impulsive and risky behaviors: irritable, aggressive, and irresponsible; illegal activities

Much more common in men

33
Q

Avoidant

A

Pattern = fear of failure, criticism, or rejections leads to avoidance of conventional activities
- Always expecting the worst from others; need for constant reassurance of uncritical acceptance
- Inhibition of emotional expression; deep longing for affection and social acceptance

Similar prevalence in men and women

34
Q

Borderline

A
  • Instability
  • Unstable and confused behavior
  • Emotional emptiness
  • Confused identity
  • Tendencies toward self-harm

Hallmark symptom: emotional instability
- Identity disturbance; interpersonal relationships are confusing, chaotic, noisy, unpredictable, and unstable
- Frequent splitting (i.e, seeing people as all good or all bad)
- Most severe PD; self-harm and suicide attempts are common
- Much more common in women

35
Q

Narcissistic

A

Extreme pattern of arrogant, exploitative, entitled and damaging behavior combined with a notable lack of empathy
- Belief that one is superior; expecting special treatment, recognitions from others

36
Q

Obsessive-Compulsive

A

Extreme pattern of rigidly conscientiousness behavior, including an anxious and inflexible adherence to rules and rituals, perfectionism, and a stubborn resistance to change
- Bound by rituals and rules
- Lacking a sense of proportion
- Can be partially ego-syntonic
- Workaholism and hoarding is common

37
Q

Schizotypal

A

Extreme pattern of odd beliefs and behaviors and difficulties relating to others
- Strange ideas
- Unconventional and bizarre behavior
- Superstitious beliefs
- Paranoia
- Excessive social anxiety
- Difficulty in close relationships

Slightly more common in men

38
Q

Depth of Influence on Important Health Outcomes

A

Personality characteristics found to be stronger determinants of health-related quality of life than:
- Sociodemographic factors
- Economic factors
- Clinical factors

39
Q

Positive Psychology & Health

A

Health care as focus on flourishing and prevention, rather than illness care and treatment
- Happiness: Increased longevity; fewer chronic illnesses; better outcomes after diagnosis; better self-reported health; less pain
- Positive affect: Antidote to stress; better overall health
- Optimism: Reduced stress; better coping; faster recovery from heart attack; better overall health
- Self-efficacy: Reduced stress; fewer negative health behaviors; better overall health
- Sense of purpose: Increased longevity

40
Q

Women in Psychology Science

A
  • Women are still less likely to apply for tenure-track positions but if they do they are equally (or more) likely as men to get them
  • Women are still less likely to apply for grants, but if they do they are equally likely as men to get them
  • Longitudinal data indicate that historical gender gap in promotion and tenure rates are closing/ have closed

Women remain underrepresented:
- Full professors
- First and senior authors and scientific publications in high-impact journals
- Lower citation indices even if they publish in top journals their work still get cited less frequently than mens

Women are equally likely as men to win junior career but less likely to win senior career awards

41
Q

Race/ Ethnicity in Psychological Science

A

2020: 43% of psychology graduate students are non-White
2016: 64.8% white
2006: 73.4% white

PSYC 305 (3 decks)

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