Personality Psych Chapter 4

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Macewan University Psychology 233 Personality Psychology : Domains of knowledge about human nature 5th edition R.J. Larsen, D.M Buss
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3 theoretical issues 1. meaningful indivdual differences 2. stability/consistency 3. consistency across situation
differential psychology includes study of other forms of individual diff. in addition to personality traits, ex aptitudes and intelligence
trait perspective is the most statistical and mathematical
consistency trait theories assume that there will be some degree of personality with consistence
rank order maintaining one's relative position w/n a group over time. ranking of order in personality stability
consistency across situations tend to be uncertain b/c the context of situation changes when details are diff.
situationism behaviour differs from situation to situation, b/c situation is different not personality traits
person-situation interaction 1.Behaviour is a function of per. traits B=f(P) 2. Behaviour is a function of sit. forces B=f(S)
B=f(P x S) means what? suggests that behaviour is a function of interaction b/w personality and situation
situational specificity a person acts in a specific way under particular circumstances
strong situation larsen, Diener, Emmons certain situations that prompt similar behaviour from everyone. ex funerals, religious rituals
interpretation of Rorschach inkblot can be related to... the way in w/h ppl in everyday life interpret social situations
situational selection tendency to choose situations in w/h one finds oneself
Evocation Buss certain pers. traits may evoke specific responses from environment
manipulation intentional use of certain tactics to coerce, influence, change others. Changes environment to suit self
Aggregation process of addingup, or averaging, several single observations, resulting in better measure of a personality trait than a single observation Bhav
density distributions of states Fleeson idea that ppl high in a particular trait will state distributions that are more dense w/ state manifestation of trait
questionnaire`s measure... how much of a quality a person has
Carelessness vs Truthfulness infrequency scale or duplicate questions common method to measure persons answers in a questionnaire to represent valid information
faking motivated distorting of questionnaire, good or bad, ex cadets
false positive false negative -person that could be lying is telling the truth - person is lying
Barnum Statements Myers Briggs Personality tests statements that are generalized & apply to everyone, horoscopes
integrity tests developed & promoted questionnaires measuring honesty or dishonest
personality tests used for ... 1. Prediction 2. Employee Co-operation 3. Hiring 4. Integrity test 5. protection against negligent hiring
personal selection hiring new employee for specific job, or screen out many people, w/ personality tests
negligent hiring charge brought against employer for hiring unsuitable employee, ex violent. personality test proves the employer tried
female under-prediction effect on average women are predicted to have lower grade average then men, when women usually do better
title VII of civil rights act 1964 barred racial discrimination in public, theaters, hotels, restaurants, polling, equal opportunity to work
Uniform Guidelines on Employee Selection Procedures 1978 prohibit discrimination based on race, color, religion, sex, national origin, proper personality guidelines
Ward`s Cove Packing Co. v. Atonio. 1974 Alaskan salmon cannery, hiring methods caused stratification on employees
Price Waterhouse vs. Hopkins 1989 other employees criticized Hopkins interpersonal skills & not following gender role stereotypes
Disparate impact 80 % large group of ppl under employment who have been disadvantaged
race or gender norming Civil Rights Act 1991, forbids employers from using diff. norms or cutoff scores for diff groups
Americans w/ disability acts employer cannot conduct a medical examination, or make inquiries as to whether an applicant has a disability, during selection process, cannot ask nature of disability
right to privacy employment setting grows out of broader concept of right to privacy
Job analysis researcher develops hypothesis about abilities & personality traits that would best equip a person to perform well in job.
Myers-Briggs Type Indicator (MBTI) Katherine Briggs and Isabel Myers used mostly in business, based on Jungian concepts, info for 8 personality types, forced-choice questionnaire
Psychological Types Carl Jung ppl come in types or distinct categories of personality, not academically endorsed b/c everyone has little bit of every type or trait
Robert Hogan ppl want 3 things from groups theory 1. acceptance, respect, approval 2. status and control of resources 3. predictability
Hogan Personality Inventory questionnaire that measures aspects of Big 5 relevent to 3 motives of groups
HPI has done extremely well in validity and reliability
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