Personality Psych Chapter 4

Pregunta	Respuesta
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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