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PSYC 305 > L3/CH4/CH5 > Flashcards

L3/CH4/CH5 Flashcards

1
Q

Situationists

A

argue that behavior varies across situations and situational differences (not traits) determine behavior

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2
Q

3 assumptions made by trait psychologists

A

meaningful individual differences, consistency over time and across situations

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3
Q

2 changes made by trait psychologists

A

person-situation interaction and aggregation

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4
Q

Integration or interactionism

A

personality and situation (or environment) interact to produce behavior

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5
Q

3 types of situations

A

situational specificity, strong situations, weak situations

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6
Q

Situational specificity

A

certain situations can bring out behavior that is out of character for an individual

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7
Q

Strong situations

A

situations in which most people react in a similar way

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8
Q

Weak situations

A

weak or ambiguous situations wherein personality has the strongest influence

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9
Q

3 mechanisms of interactions (sequential)

A

selection, evocation, manipulation

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10
Q

Selection

A

tendency to choose situations in which one finds oneself as a function of personality

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11
Q

Traits associated with frequent use of social media

A

extraversion, neuroticism, agreeableness, conscientiousness

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12
Q

Evocation

A

certain personality traits may naturally evoke specific responses from others

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13
Q

Manipulation

A

various means by which people intentionally influence others’ behavior or alter environments

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14
Q

Selection in people high in dark tetrad traits

A

select loosely structured situations and people who admire them

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15
Q

2 responses evoked by people high in dark tetrad traits

A

viewed as brilliant and entertaining or selfish and egocentric

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16
Q

Manipulation in people high in dark tetrad traits

A

they manipulate the people who stick around

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17
Q

Person-environment fit

A

there are certain environments/situations that are more complementary to a person’s traits (i.e. the needs of a situation can be satisfied by certain traits or vice versa)

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18
Q

Benefit of a good person-environment fit

A

optimal functioning, performance, coping, health, happiness

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19
Q

Myers-Briggs type indicator

A

self-report assessment of personality designed to identify psychological preferences in how people perceive the world and make decisions

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20
Q

What is MBTI based on?

A

Carl Jung’s 8 psychological types (divided into perceiving and judging)

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21
Q

4 binaries in MBTI

A

extraverted/introverted, sensing/intuitive, thinking/feeling, judging/perceiving

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22
Q

What traits are each of intuitive, feeling, and judging correlated with?

A

openness, agreeableness, conscientiousness

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23
Q

Extraversion vs introversion

A

draws energy from others and likes activity; draws energy from own thoughts and is reserved

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24
Q

Sensing vs intuition

A

prefers getting information from senses; prefers information from a sixth sense and recognizing what else is possible

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25
Q

Thinking vs feeling

A

prefers logic, organization, and making decisions in an impersonal/objective way; prefers a person/value-oriented way of processing information, harmony, and forgiveness

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26
Q

Judging vs perceiving

A

prefers living a well-ordered and controlled life with rules and deadlines; prefers living spontaneously with flexibility and improvisation

27
Q

Problems with MBTI

A

assumes categorical personality types rather than dimensional; low test-retest reliability; incomplete scale content; inability to predict managerial effectiveness; used due to popularity

28
Q

Aggregation

A

process of averaging several single observations, which is a more reliable measure of a personality trait than a single observation

29
Q

Traits according to aggregation

A

average level of experience or behavior across situations and over time, whether they are internal causal or descriptive summaries

30
Q

2 common double standards about the impact of situations on behavior

A

fundamental attribution error and trait ascription bias

31
Q

Fundamental attribution error

A

tendency to emphasize internal characteristics in explaining the behavior of other people but recognize situational factors in explaining our own behavior

32
Q

Trait ascription bias

A

tendency to view ourselves as variable in terms of personality, behavior, and mood while viewing others as predictable across situations

33
Q

2 main challenges in predicting single acts and behaviors

A

(1) causal density is high; (2) contextual factors are important and numerous

34
Q

2 key qualities of a personality change

A

internal (rather than just acting differently due to a change in environment) and enduring

35
Q

Personality development

A

the continuities, consistencies, and stabilities in people and the ways in which they change over time

36
Q

3 forms of stability

A

rank order stability, mean level stability, personality coherence

37
Q

Rank order

A

refers to one’s position within a group; assessed by looking at correlation between time points through test-retest

38
Q

Rank order change

A

person’s trait changes relative to other individuals

39
Q

Rank order stability

A

little or no change in rank-ordering or maintenance of individual position within a group

40
Q

Mean level

A

average level of a trait in a population measured by looking at mean differences in longitudinal studies

41
Q

Mean level change

A

average level of a trait changes over time

42
Q

Mean level stability

A

no significant change in average level of a trait over time

43
Q

Changes in sensation-seeking vs impulsivity over the lifespan

A

sensation-seeking peaks in late adolescence (16-20) then declines into adulthood, whereas impulsivity declines sharply early on then increases into early adolescence

44
Q

Changes in self-esteem over the lifespan

A

significant decline during adolescence (especially for girls) and faster recovery for young men than young women

45
Q

Psychological maturation

A

gradual increase in agreeableness, conscientiousness, emotional stability, and social dominance from young adulthood to middle age

46
Q

Which of the big 5 traits decline over the lifespan?

A

openness and extraversion

47
Q

Personality changes experienced by Phineas Gage

A

more impulsive, indulgent, disrespectful; expressed less restraint and forethought

48
Q

Personality changes experienced by Kent Cochrane

A

less sociable and thrill-seeking but no change in agreeableness

49
Q

Why is personality considered deep psychology?

A

large determined by biology; personality changes typically result from injury or disease that change brain structure and function

50
Q

Personality coherence

A

predictable changes in manifestations or outcomes of a trait over time, even if underlying characteristics remain stable (i.e. rank order stability)

51
Q

Method to actively become more extraverted

A

setting daily intentional goals (e.g. trying to have fun, make other laugh, etc.)

52
Q

Method to actively become less anxious

A

mindfulness-based meditation training (also increased conscientiousness and cooperativeness)

53
Q

Method to actively become more open-minded

A

intervention to increase cognitive ability in older adults, a single high dose of psilocybin (inducing mystical experiences)

54
Q

Effect of using acid or mushrooms on antisocial tendencies

A

reduces likelihood of perpetrating physical violence against partner and improves emotion regulation

55
Q

Density distribution of states

A

people high in a particular trait will have state distributions that are more dense with state manifestations of that trait

56
Q

issues in personality tests

A

carelessness, faking, barnum statements

57
Q

Method for detecting carelessness in trait questionnaires

A

infrequency scale (contains items that almost everyone answers in a particular way); duplicate questions spaced far apart

58
Q

Barnum statements

A

generalities or statements that could apply to anyone

59
Q

3 reasons why employers use personality assessment

A

personnel selection, integrity testing, concerns over negligent hiring

60
Q

Legal issues of personality assessment in workplace

A

violation of right to privacy, discrimination, disparate impact, race or gender norming

61
Q

Disparate impact

A

employment practice that disadvantages people from a protected group

62
Q

Consequences of typological scoring in personality tests

A

assumes bimodal rather than normal distributions; unreliable due to cutoff scores; assumes between-category differences but not within-category

63
Q

3 levels of analysis

A

population level, group differences within the population, and individual differences within groups

PSYC 305 (10 decks)

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