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| Frage | Antworten |
| 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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