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Personality and Life Outcomes Flashcards

Law-Abidingness versus Criminality Life Satisfaction Vocational interests: How do people differ in terms of job interests?

1
Q

Personality and Life Outcomes:

Law-Abidingness vs. Criminality

A

Influence of social groups, exposure to temptations or provocations -> criminal or unethical behavior
Personality?

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2
Q

Gottfredson and Hirschi (1990):

The self-control theory of crime

A

“acts of force or fraud undertaken in pursuit of self-interest”

What differentiates criminals from non-criminals?

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3
Q

What differentiates criminals from non-criminals?

A

Impulsivity, immediate gratification and pleasure despite negative consequences

Failure to inhibit selfish impulses

Motivational factors are the same for criminals and non-criminals

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4
Q

Supporting evidence for the role of self-control:

Romero, Gomez-Fraguela, Luengo, and Sobral (2003)

A

Study among Spanish university students:

  • Personality traits of poor self-control
  • Delinquent or criminal activities
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5
Q

Findings: Overall delinquent behaviour was most strongly related to impulsive risk taking (r > .40)

A

Willingness to take risks and the tendency not to inhibit one’s impulses influence criminal behaviour

In line with the self-control theory
-> lack of self-esteem leads to criminal behaviour

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6
Q

Primary and secondary psychopathy

A

Some serious offenders / psychopaths are very rational / coolly calculating, others have very poor self-control

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7
Q

Karpman (1948):

Primary vs. secondary psychopaths

A

Primary: manipulation, deceit, grandiosity, callousness, and selfishness

Secondary: impulsivity, irresponsibility, lack of planning, and poor self-control

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8
Q

Both primary and secondary psychopathy are positively correlated with delinquent activities

e.g. Thefts, vandalism, intoxicated driving, antisocial actions

A

As they are lack of self-control and manipulativeness/selfishness

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9
Q

People can score high on both factors

A

Being exploitative and manipulative of others but with enough self-control to avoid criminal behaviours

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10
Q

Or score low on one and high on the other factor

Lower on primary psychopathy but high on secondary psychopathy

A

Impulsively committing a crime without deliberate intention to harm others

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11
Q

Dark triad (Paulhus & Williams, 2002)

A

Psychopathy
Narcissism
Machiavellianism

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12
Q

Psychopathy

A

Callous (cold), remorseless manipulation and exploitation

-> Impulsive, callous thrill-seekers

衝動, 冷酷無情的尋求刺激的人

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13
Q

Narcissism

A

dominance, exhibitionism, exploitation, feelings of superiority and entitlement

-> Grandiose self-promoters who continually crave attention

不斷渴望關注的宏偉自我推動者

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14
Q

Machiavellianism

A

manipulativeness, insincerity, callousness

-> Master manipulators

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15
Q

Lee and Ashton (2005): relations with Five-Factor model

A

Narcissism - Extraversion

Machiavellianism - less agreeableness and conscientiousness

Psychopathy - less agreeableness

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16
Q

Lee and Ashton (2005): relations with Hexaco model

A

Psychopathy, Machiavellianism, Narcissism less likely to be honest-humility

Narcissism: positive related to extraversion

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17
Q

Outcomes of Dark Triad can impact across different aspects

Furnham, Richards, & Paulhus, 2013

A

Workplace behaviour:…
Educational behaviour…
Intergroup behaviour…
Antisocial behaviour…

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18
Q

Workplace behaviour

A

Toxic leadership; snakes in suits; bad bosses

Dark triad + high IQ and/or physical attractiveness: adaptive in some context

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19
Q

Educational behaviour

A

Cheating and essay plagiarism

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20
Q

Mating behaviour

A

Psychopaths: Short-term impulsive mating strategy

Machiavellians: More strategic and regulated style that maintains the relationships

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21
Q

Intergroup behaviour

A

prejudice

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22
Q

Antisocial behaviour

A

Psychopaths: criminality, bullies, aggressors

Machiavellians: less impulsive, corporate / white-collar crimes

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23
Q

Personality and Life Outcomes:

Life Satisfaction

A

A person’s subjective evaluation of his/her own life

Depends on many variables unrelated to personality

24
Q

Life Satisfaction

A

Stability of life satisfaction over 4 years in a sample of American students: r = .50

.40 can explained by heritability

25
Q

Personality traits & life satisfaction

Furr and Funder (1998)

A

Positively related to life satisfaction

  • Self-esteem (about .60)
  • Cheerfulness (about .40)
  • Assertiveness (above .30)
  • Sociability (above .30)

Negatively related to life satisfaction

  • Depressiveness (about -.50)
  • Anxiety (about -.30)
  • Anger (about -.30)
26
Q

Life satisfaction and Big Five Personality

A

Strongest relations with Extraversion and Emotional Stability (positively correlated)

Modest relations with Agreeableness and Conscientiousness (positively correlated)

27
Q

People with a general disposition to feel positive emotions tend to have high life satisfaction

A

People with a general disposition to feel negative emotions tend to have low life satisfaction

28
Q

Vocational Interests

A
  1. How Vocational Interests are Measured
  2. Major Dimensions of Vocational Interests
  3. Vocational Interests and Personality
  4. Vocational Interests and Mental Abilities
  5. Validity of Vocational Interests Surveys
  6. Origins of Vocational Interests
29
Q
  1. How vocational interests are measured
A

Single-stimulus items

  • Clear and simple
  • tendency towards response biases

Forced-choice items

  • Level of interest in one area relative to other areas
  • Different combinations of areas of interests pitted against each other
  • Longer time to complete the survey

Reports

  • Interests in various areas of work
  • How much the respondent would enjoy various kinds of work activity
  • Similarity to a typical worker in a given occupation
30
Q
  1. Major Dimensions of Vocational Interest
A

John Holland’s RIASEC model

31
Q

RIASEC model

A

Job choice = expression of personality

Interest surveys = personality surveys

Stereotypes about occupations have psychological and sociological meaning

People with the same occupation have similar personality characteristics and development

Job satisfaction, performance, stability are dependent on person-environment match

32
Q

RIASEC model

A 
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
33
Q

Realistic - the “Doers” (work with their hands

A

People who have athletic or mechanical abilities, prefer to work with objects, machines, tools, plants, animals or to be outdoor

Mechanics
Engineers
Woodworkers
Drafters

34
Q

Investigative - the “Thinkers”

A

People who like to observe, learn, investigate, analyse, evaluate or solve problems

Physicians
Psychologist
Software engineers
College Professors

35
Q

Artistic - the “Creators”

A

People who have artistic innovating it intuitional abilities and like to work in unstructured settings using their imagination and creativity

Advertising Executives
Journalists
Dancers
Copywriters

36
Q

Social - the “Helpers”

A

People who like to work with people to enlighten, help, train or cure them, or are skilled with words

Counsellors
Teachers
Ministers
Social workers

37
Q

Enterprising - the “Persuaders”

A

People who like to work with people, influencing, persuading, performing, leading or managing for organisational goals or economic gain

Real estate agents
Travel agent
Politicians
Food service managers
Bartenders
38
Q

Conventional - the “Organisers”

A

People who like to work with data, have clerical or numerical ability, carry out tasks in detail or follow-through on others’ instructions

Accountants
Bookkeepers
Actuaries
Data processors

39
Q

Prediger’s model

A

Reconceptualization of RIASEC:

Two bipolar dimensions & taking into account a person’s overall level of interest

Data/Ideas and Things/People

40
Q

Vocational interests and Personality

Larson, Rottinghaus, and Borgen (2002): Meta-analysis

A

The Big 5 personality match really well onto the Big 6 interests

C - conventional
E - enterprising, social
A - social
O - artistic, investigative

41
Q
  1. Vocational interests and Mental ability
A

Correlation of .70 between interest and self-perceived skills in the same area of work (Campbell et al. 1970)

Much weaker correlation when abilities are measured by tests but still tend to be positive (Ackerman & Heggestad, 1997)

42
Q

Is there a match between interest and ability in the same area of work?

A

Yes, there is a overlap in mental abilities and vocational interest

43
Q

Trait complex theory

e.g. Ackerman & Heggestad, 1997

A

complex and overlap in vocational interest and personality traits

44
Q
  1. Validity of Vocational Interest Surveys
A

Job satisfaction and lack of turnover

45
Q

Is job satisfaction positively related to workers’ scores on vocational interest scales that are relevant to their occupations?

A

YES:

correlations ranging from .25 to .35 (Hough, Barge, & Kamp, 2001) modest predictive validity

46
Q

Are turnover intentions/behaviour negatively correlated to workers’ scores on vocational interest scales that are relevant to their occupations?

A

YES:
correlation about -.20 for actual turnover and slightly less for turnover intention (Van Iddekinge et al 2011)

scored high = less likely want to leave the j0b area

47
Q

Job performance (Hough et al. 2001; Van Iddekinge et al 2011)

A

Is job performance positively related to workers scores on vocational interest scales that are relevant to their occupations?

48
Q

Job performance rated by supervisors or objective records

A

Somewhat higher correlations when using objective records of job performance and when using occupational scales (vs areas of work interests scales)

49
Q

More interested More effective?

A

YES:

correlations ranging from .20 to .30 for job performance at work and in training programs  modest predictive validity

50
Q

Only modest predictive validity

A

Most really dissatisfied workers will not remain in that job, thereby reducing the variation in job satisfaction

Job satisfaction is also influenced by specific job features such as pay and benefits as well as supervisor and co-workers

Incompetent workers will not remain in that job, thereby reducing the variation in job performance

Job performance is also influenced by work ethic and by ability

51
Q
  1. Origins of Vocational Interests
A

Stability of vocational interests

Genetic and environmental influences

52
Q

Stability of vocational interests

Low, Yoon, Roberts & Rounds (2005)

A

The stability of vocational interests from early adolescence to middle adulthood:
the vocational interests were more stable compare to personality traits

Degree of stability in people’s vocational interest was fairly high across all age groups,
even during adolescence and became even more stable during young adulthood

53
Q

Genetic and environmental influences

A

Mean correlation across interests and talents:

  • 512 MZ twins raised together = .49
  • 54 MZ twins raised apart = .42
  • 390 DZ twins raised together = .23

-> Heritability do exist; around .50

54
Q

Conclusion

A

Vocational interests have become an important domain within differential psychology and are of practical importance

Vocational interests tend to be stable across long periods of time

55
Q

Holland’s model is the most important approach

A

Fit between person and environment

56
Q

More research needed

A

To detect the biological mechanisms

To integrate different individual difference factors (trait complexes)

Personality (9 decks)

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