personality testing Flashcards
what are the big five: [OCEAN]
Openness to experience Conscientiousness Extraversion Agreeableness Neuroticism
definition of personality:
“psychological qualities that _ to an individual’s _ and _ patterns of feeling, _, and behaving”
contribute, enduring, distinctive, thinking
_ (alpha) is associated with Neuroticism, Agreeableness, and _, reflects the capacity of _ system to resist _
stability, Conscientiousness, cybernetic, disruption
_ (beta) reflects a tendency toward general _ and _ exploration, associated with _ and _
plasticity, behavioural, cognitive, Extraversion, Openness
people high in stability handle _ or _ experiences well
disruptions, distressing
people low in stability are frequently _ by emotions, _, and doubts
interrupted, impulses
people high in plasticity: _ disruptions or _ may provide _ to explore
minor, anomalies, motivation
people low in plasticity may struggle to _ when forced to _ on their own _ (2)
adapt, rely, exploratory capacity
Five-Factor Model:
Emotional Stability Agreeableness Conscientiousness Extraversion Openness to experience
general principles for interpreting personality profiles:
- scores show _ not abilities
- scores need to be reported in _ not definite terms
- _
- rely on _
- behaviour varies across _
- can be _
preferences, probable, error-prone, self-report, time, distorted
_ achievers often have _ profiles - resulting in functional or _ behaviours based on job demand or organisational culture
high, extreme, derailing
psychologists should focus on traits linked to _ (3) such as _ and _ (2), recently, agreeableness too
motivational work habits, conscientiousness, emotional stability
because personality not _ (2) to other selection tools, it contributes to _ (2)
highly correlated, incremental validity
personality tests have little to no _ (2)
adverse impact
self-report questionnaires indicate _ (2) about thoughts, emotions, past _
personal information, experiences
_ ratings show a persons’ _ (2), the way we are perceived by others, have been shown to _ prediction of job performance
observer, public self, enhance
trait VS type:
- trait: _ dimension on which individual differences may be measured
- type: a set or pattern of _ consisting of one or _ traits
continuous, characteristics, several
normative measures are valid for _ and _, while ipsative measures are valid for _ or personal _
selection, development, career, exploration
normative measures produce data that can be _ (2), unlike ipsative measures
factor analysed
ipsative measures have _ reliabilities than normative measures
lower
_ problem: ipsative measures of a variable are _ equivalent to normative measures of the _ variable
equivalence, not, same
ipsative measures are subject to _ bias
response
DISC stands for:
Dominance, Influence, Steadiness, Compliance
MBTI have _ validity and _ reliability, _ suitable for selection or predicting job performance
weak, poor, not
little evidence that _ affects the _ (2) of personality inventories
faking, predictive validity
web-based personality tests result in _ levels of _ (2)
high, internal consistency
_ distortion: when individuals _ respond in a manner which is consistent with their _ of the _ (2) of the assessment
motivational, purposefully, expectation, likely outcome
solution for motivational distortion: use suitable _ (2) for interpretation
norm groups
_ (2) predict performance better than self-reports
observer ratings
_ prediction results when personality is _ with other predictors
superior, combined
