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Personality and individual differences > Task 9 > Flashcards

Task 9 Flashcards

1
Q

How did we orignally determinen if someone fits to the job ?

A
  • objective record of productivity
  • objective records of counterproductivity
  • supervisors’ evaluations or co-worker evaluations of employee
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2
Q

What is the general conclusion regarding the impact of traits on job prefernces ?

A
  • correlations are not that high but enough to be useful for job selection
  • Neuroticism & conscientiousness are relevant to all jobs
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3
Q

Explian the influence of conscientiousness on job preferneces:

A
  • positivly correlated to all jobs
  • 0.2
  • predicts higher income
  • good for team performance
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4
Q

Name the moderator or direct influence of C regarding job performance:

A
  • direct impact when autonmy was not present

- direct impact when faced with high lvl or organisational politics

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5
Q

Name the mediator or indirect influence of C regarding job performance:

A
  • indirect influence on goal setting behaviour

- motivational work orientation

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6
Q

Explian the influence of Emotional stability on job preferneces:

A
  • good predictor for sales and manaerial jobs
  • also good regarding team related behavior
  • better managemnt of stress
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7
Q

Explian the influence of Agreebalness on job preferneces:

A
  • related to jobs with interpersonal skill

- got for getting along with co workers

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8
Q

Explian the influence of Extraversio on job preferneces:

A
  • good for sales and manager job
  • prediction factor is influenced by C
  • best predictor for leadership and team task performance
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9
Q

Explian the influence of Opennes to experience on job preferneces:

A
  • also good for interpersonal skill
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10
Q

What could be a better indicator then the big 5 regarding job prefernces ?

A
  • a narrowly defined personality trait

- Eg: Proactivity

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11
Q

What is meant by proactivity and how does it influence job preferences ?

A
  • tendency to identify opportunities & to act on them

- productivity lvl correlation 0.25

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12
Q

By which dimension is work motivation influenced ?

A
  • Negative to N

- postive to E and C

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13
Q

By which dimension are job attitudes influenced ?

A
  • job satisfaction: correlates to X C N and CSE
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14
Q

Which traits predict an affective commitment ?

A
  • only X

- Defintion: Emotional attched to the organisation

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15
Q

Which traits predict an continuance commitment ?

A
  • Defintion: Values coast and benefit ration of staying

- X;N;C;O

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16
Q

Which traits predict an normative commitment ?

A
  • Defintion: obligation to stay

- X and A

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17
Q

By which dimension are leadership styles influenced ?

A
  • trait theory

- Only impacted by H and A

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18
Q

By which dimension are power politics influenced ?

A
  • Machivaliam and power
  • X = inspirational influence
  • C = rational influence
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19
Q

By which dimension is stress influenced ?

A
  • N = greater perceiving of stress

- X = less perceiving of stress

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20
Q

By which dimension is counter productive bahviour influenced ?

A
  • negative correlation on C A E
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21
Q

by which dimension are accidents ifluenced ?

A
  • high on N = high on work accidents

- low on A and C = high on work accidents

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22
Q

What lead to the acceptance that personaliyt traits do influence and predict job outcomes ?

A
  • growth of meta analysis allowed comparison across studies
  • The BIG5 provided a framework to organize traits
  • personalit traits have a gentic origin
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23
Q

Why is it still not 100% acceptaded regarding job outcomes ?

A
  • validity is poor and because of fakers
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24
Q

What are the pros and cons of using a self report as an assesment method ?

A
  • cons:
    1. Impression management -> leaving out relevant info to create a good impression
    2. Self-deception-> lack self-awareness can not truthfully describe himself
    3. Self-insight -> can not be reported
25
Q

What are the pros and cons of using an observation report as an assesment method ?

A
  • Cons
    1. Bank data of observer-> different people observe candidate differently
    2. Not always trustworthy
26
Q

What are the pros and cons of using biodata / records as an assesment method ?

A
  • definition: Relies on assumption that life experiences at &before work have predictive validity
  • pros:
    1. objectivity (all asked same question)
    2. checkability ( answers can be checked
    3. validity in selecting people
    4. cheap
    5. more liked methody by report taker
    Cons:
  • develop a homogenous organistaion
  • cloning the past
  • biodata can be faked
  • minorieties are not treated fairly
27
Q

What are the pros and cons of using personal references as an assesment method ?

A
  • Supervisors/co-worker evaluations using a rating scale/rating system
  • Pro: widely practicable across jobs
  • CON: poor reliability
    1. Leniency
    2. Idiosyncrasy
    3. Free form
  • peer forms are most useful and valid
28
Q

What ist meant by Leniency ?

A
  • (rücksichtsvoll)

- > most references are positive cause canidates choose there respondents

29
Q

What ist meant by Idiosyncrasy ?

A
  • it is the use of idiosyncratic (eigenwillig) language -> not comparable to others
30
Q

What ist meant by free form ?

A
  • their are no guidliness of personal referencess
31
Q

What are the pros and cons of using interviews as an assesment method ?

A

Con:
- Interviewers differ to much in insight skills and preferences
- has certain biases: first impression and the coast and sunk effect
Pro:
- Only planned, structured interviews offer good data

32
Q

What are the pros and cons of using IQ as an assesment method

A 
Pro:
- best pedictor of work performance
Con: 
- only need in complex jobs
- gives high criteria validity
33
Q

What is the definition of the integrity test ?

A
  • Good for predicting that counterproductivity is not present and the overall job performance. Uses honesty and dependability as factors
  • is a self report
  • Use 2 types overt and personality based
  • 0.15 correlation on job peformance
34
Q

What ist meant by overt and personality based ?

A
  • Those are the two types of integrity test
  • Overt = ask if he commited very dishonest acts and what his attitudes are according the behaviour
  • personlaity based= asses socially desirable and undesirable characteristics
35
Q

What is the definition of a personality test ?

A
  • based on all dimensions it asses ur job preferences

- Most useful when a good & well-validated test is used and the criteria are clear

36
Q

What are the pros and cons of using a personality test as an assesment method ?

A 
Pro:
-  people can be compared 
- gain explicit &specific results
- fair (no favourism)
- scientific 
Con:
- fakable
- temporary factors make it unreliable 
- underlaying norm may suck
37
Q

How does a computer adaptive testing work ?

A
  • a computer actively monitors responses on each item and select the next item to be more informative about the targeted trait
  • It adapts to each response
  • based on item respons tehory
  • Very efficient and maximal informative
38
Q

Give a defintion of the simple selection model and explain the problems:

A
  • Aim is to select the good and reject the bad canidates
  • Problems: assumes lineraity (idea that more is better) -> not true because optimal amount is needed and not maximum amount
  • Fails to select out
  • > can not look for thinks u do not want
39
Q

On which category, narrow or broad should personality meassure focus ?

A

both are useful:
1. Broad = big five
-> good for predicting overall work succes
2. Narrow = facets
-> Narrow traits seem to be better predictors for specific aspects of job performance
Concluison: combining a few facets creates the best correlation regarding job preferences

40
Q

How do people fake answers ?

A
  • people usually fake only to some extend but the extend varies with each circumsances
41
Q

How do we identify fakers?

A
  • Measure motivation for response distortion (how much people fake)
42
Q

What to types of faking do exist ?

A
  • ability to fake = capacity to fake

- motivation to fake = willingness to fake

43
Q

Why do people cheat ?

A
  • People cheat to present themselves in a positive light
44
Q

How does the method correction identify repsonse disorientaion ? (EMD)

A
  • uses trick questions
  • ask questions about moral lapses basically everyone has comitted -> those who claim to not commit the moral lapses are fakers
    1. Issue: it does not increase validity
    2. Issue: it is not useful to develop a singel universal faking scale for score correction because faking differs acroos individuals and jobs
45
Q

What kind of faking does the EMD Employment-related motivation distortion index detect ?

A
  • captures motivation distortion
46
Q

How does the method faking detection identify repsonse disorientaion ?

A
  • uses latency (time limits)
  • The longer it takes to answer the more likely one is to answer untruthfully
  • correlates to the item respons theory
47
Q

What does the item response theory predicts ?

A
  • mathematical model describing the relationship between the meassured trait and the probability to choose the correct response
48
Q

How does the method faking warning identify repsonse disorientaion ?

A
  • Advance the warning
  • also include mentioning consequences
  • reduces faking by 30%
  • Threat of verification (we know u)
    Pro:
  • inexpensive and can be combined
49
Q

How does the forced choice method identify repsonse disorientaion ?

A
  • all options describe a desirable outcome but u can only pick one
50
Q

What kind of method identifies the ability to fake and the motivation to fake ?

A
  • FC Forced choice = reduces ability

- FW = reduces motivation to fake

51
Q

What are the benefits of internet based assessment in comparison to paper pencil personality test ??

A
  • 24/7 assesment is possible -> reduces missing data
  • gain direct evaluate results
  • Higher efficiencs and speed
  • Structure such as scoring algorithm test items can be changed faster
  • aslo results of internt and paper pencil personalities are comparable
  • slight increase of reliability in I-based assesment
52
Q

Is faking good or bad ?

A
  • If u answer honestly and u are bad then this sucks
  • if u answer honesty and u are good then it is fine
  • but if u answer social desiarble then u are better then the bad answer guy because atleast u can act social desirable
53
Q

How does the TAT find fakers ?

A
  • projective test where u have to describe under limited time what u see
  • finds decepters cause they say think which are not there
54
Q

Why are broad meassures poor predictors ?

A
  • Absence of theory for linking personality to job performance
  • Diffiulty in matching
  • poor qulity of many personality measure
55
Q

With which test do we determine incremental validity ?

A
  • broad and narrow are fine
56
Q

With which test do we determine criterian validity ?

A
  • only narrow

- (how well the test meassures the actual performance of the test)

57
Q

With which test do we determine face validity ?

A
  • narrow
58
Q

What are the consequences of test with low face validity ?

A
  • go to the lawyer
59
Q

What is better for the reputation of the company . Using fair or unfair questions ?

A
  • fair

Personality and individual differences (9 decks)

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