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PSY1008 > Week 5 - Personality Assessment > Flashcards

Week 5 - Personality Assessment Flashcards

1
Q

Describe self-report inventories

A

Asks people to respond to a series of questions about themselves

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2
Q

Describe the Minnesota Multiphasic Personality Inventory (MMPI)

A
  • Self-report inventory tool, widely used for clinical assessment
  • Comprises of 567 items; Duration spans over 1-2 hours
  • Dozens of personality factors
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3
Q

Describe the Myers-Briggs Type Indicator (MBTI)

A
  • Measures Jungian types
  • Commonly used in business
  • Components:
    1. E/I - Getting energy: Extraversion or Introversion
    2. S/N - Perceiving information: Sensing or Intuitive
    3. T/F - Making decisions: Thinking/Feeling
    4. J/P - Orienting to the external world: Judging or Perceiving
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4
Q

Describe the Eysenck Personality Questionnaire

A
  • Assessed extraversion and neuroticism
  • 48 items -> later reduced to 24 items
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5
Q

Ten-Item Personality Trait (TIPI)

A
  • 10 items for the 5 traits in The Big Five
  • Short and easy to implement
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6
Q

How does personality assessment apply in the real world?

A
  • Industrial/Organizational Psychology
  • Organizational behaviour; Focused on understanding, explaining and improving attitudes of individuals in organizations
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7
Q

What does poor organizational behaviours lead to?

A
  • Poor employee satisfaction
  • Greater attrition of employees
  • Low morale and motivation

*Literature evidence: American employees would rather have a better boss than a pay raise (Kiisel, 2012)

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8
Q

Why is predicting behaviours important to managers?

A
  • Employees have the ability to influence their coworkers
  • Managers can anticipate what employees may do in situations
  • May provide an index of “fit” in organization
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9
Q

What are the uses of personality assessment in organizations?

A
  • Conflict resolution and team building
  • Hiring decisions
  • Person-Job fit
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10
Q

What is meant by Person-Job fit?

A
  • Refers to when the job’s characteristics align with employees’ personalities, motivations and abilities
  • Lack of fit -> increase in burnout and physical symptoms
  • Good fit -> higher job satisfaction, organizational commitment and better performance
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11
Q

What are the 5 desirable traits for a good person-job fit, based on The Big Five?

A
  1. Openness
  2. Conscientiousness
  3. Extraversion
  4. Agreeableness
  5. Neuroticism
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12
Q

How is Openness desirable for person-job fit?

A
  • Willingness to embrace new ideas and new situations
  • Can adjust better to organizational change
  • Linked to higher creativity and adaptability
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13
Q

How is Conscientiousness desirable for person-job fit?

A
  • Follows through and gets things done
  • Strongest predictor of job performance
  • Too much can be a bad thing
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14
Q

How is Extraversion desirable for person-job fit?

A
  • Sociable, gets along with others
  • Linked to higher performance in sales and management
  • Related to social interactions and persuasion
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15
Q

How is Agreeableness desirable for person-job fit?

A
  • Being a nice person in general
  • Effective in jobs requiring cooperation and helpfulness
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16
Q

How is Neuroticism desirable for person-job fit?

A
  • Emotional stability relates to stress coping
  • Also strong predictor of job performance
17
Q

Describe the Whole Trait Theory

A
  • Personality is multifaceted
  • We have a distribution of personality states, which can be explained by social and cognitive factors
  • Personality states depend on context and environment
  • Standard personality assessment the “average” of our behaviour
18
Q

Explain the Within and Across Context framework

A
  • Expands on the Whole Trait Theory
  • Attempts to capture situational factors that predict personality
  • Measures situational context during personality measurement
19
Q

Explain the ADEPT-15

A
  • Workplace scale which expands on The Big Five
  • Proprietary scale developed for consulting firms
20
Q

What are the strengths of self-report inventories?

A
  • Standardized and use established personality traits
  • Predict behaviour and employee fit (to some extent)
21
Q

What are the limitations of self-report inventories?

A
  • Participants may “fake” responses to look better (or worse); Social desirability
  • High number of items may lead to loss of interest
  • Self-judgement is not always accurate
  • No personality test, by itself, is likely to provide a definitive description of any given individual
22
Q

Describe projective tests

A
  • Freudian defense mechanism
  • Access unconscious by providing ambiguous stimulus
  • Participants “project” personalities as they describe the object
23
Q

Projective Tests: Explain the Rorschach Inkblot Test

A
  • View series of inkblots and describe what you see
  • Manual used for scoring participant responses
24
Q

Projective Tests: Explain the Thematic Apperception Test

A
  • Create a story about a highly evocative, ambiguous scene
  • Through this, the person is thought to project their own motives, conflicts and other personality characteristics into the story they make
25
Q

What are the strengths of projective tests?

A
  • Provides qualitative information about individual’s personality
  • Information can facilitate therapy
26
Q

What are the limitations of projective tests?

A
  • Scoring is highly subjective
  • Fails to produce consistent results
  • Poor at predicting future behaviour
27
Q

Explain the Barnum Effect

A

When someone believes a personality description specifically applies to them, even though the description actually applies to a large group of people
- ex. horoscopes

28
Q

Explain the problem of faking in self-report assessments

A
  • Faking: Test takers intentionally give misleading information on self-report inventories
  • Fake good -> Presenting themselves as better than they really are
  • Fake bad -> Presenting themselves as worse than they really are
  • Test makers build safeguards into tests to reduce faking
29
Q

How to prevent faking?

A
  • Use forced-choice response options
  • Ask for written elaboration
  • Include warnings that fakers can be caught
  • Correct the test for social desirability
  • Use behavioural personality tests
30
Q

Explain the problem with carelessness and sabotage in self-report assessments

A
  • Carelessness -> Participants can get bored with long tests and select responses randomly
    *Some tests include “attention check” items
    *There are statistical tests to examine effortful responding
  • Test takers sometimes report incorrect information to sabotage a research project)
  • Can be reduced through instruction explanation, surveillance and stressing the importance of the test
31
Q

Explain the problem with social desirability in self-report assessments

A
  • Social desirability: The extent to which people present themselves favorably
  • Problematic for embarrassing or illegal behaviours (ex. alcohol/substance use, sexual activity)
  • Leads to inaccurate reflection of the individual’s personality
32
Q

What are the things to keep in mind when designing assessments?

A
  1. Keep it simple
    (ex. use simple language)
  2. Avoid double-barrelled items
    (e.g. asking participants for one response to two different Qs)
  3. Use neutral or unbiased language
    (e.g. do not use offensive language; capitalize Black and White to identify racial groups)
  4. Minimize the use of negative wording
    (e.g. the use of words tha tindicate the opposite of what was asked; “How much do you not like working?” -> “How much do you dislike working?”)
  5. Avoid repetitive responses. Add in reverse-coded items as well.
  6. Use rating scales consistently
  7. Use of Likert scales; Keep it between 4 and 7 points, and use anchor points to indicate the rating scale
  8. Minimize item and survey length

PSY1008 (11 decks)

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