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PYB302 > 11. Personality/individual differences > Flashcards

11. Personality/individual differences Flashcards

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1
Q

define personality

A

enduring patterns of thought, feeling, motivation and behaviour that are expressed in different circumstances
- Unique to each individual
- Traits - consistent across situations and time
Self-concept: perceptions
Self esteem: evaluation

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2
Q

How do we understand psychological phenomena?

A

through two types of psychological models: descriptive and process models

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3
Q

what do descriptive models seek to example?

A

What are we like?
How many elements are there?
Focus on explaining stable elements
Examples: Traits, values

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4
Q

what do process models seek to example?

A

How do we come to be like we are?
What processes result in behaviour?
Focus on explaining dynamic elements
Examples: Psychodynamics, social cognitive theories

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5
Q

What is Freud’s explanation of personality

A

Psychoanalytic theory

Id, Ego, and Superego formed from psychic energy (Libido)

A dynamic personality system - Regular conflicts between the three parts

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6
Q

id

A

Instinctual nature of humans

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7
Q

ego

A

rational and objective

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8
Q

superego

A

internalized moral standards

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9
Q

trait model

A

Psychometric approach
Personality: a set of traits
Individual differences in each trait

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10
Q

What are the major dimensions (traits) of human personality?

A

Number

Nature

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11
Q

what is the lexical approach of the trait model?

A

check dictionary for adjectives that describe people - remove synonyms
ask people to rate themselves on these adjectives
conduct statistical analyses to determine which adjectives go together - form groups of adjectives where people higher on one are typically higher on the other

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12
Q

what is the five factor model?

A

Five factors that describe people at the most general level:

Openness to experience
Conscientiousness
Extroversion
Agreeableness
Neuroticism
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13
Q

openness

A

Intellectual curiosity and independence

Adjectives: imaginative, daring, curious, original

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14
Q

conscientiousness

A

Organised, persistent, and dependable

Adjectives: hardworking, reliable, persevering

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15
Q

extroversion

A

Outgoing and sociable

Adjectives: talkative, friendly, fun-loving, sociable

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16
Q

agreeableness

A

Compassionate and trusting of others

Adjectives: soft-hearted, courteous, trusting,

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17
Q

neuroticism

A

Emotionally variable and impulsive

Adjectives: nervous, worrying, self-conscious

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18
Q

Dark Triad of personality

A

Personality characteristics most people find offensive, but not necessarily pathological

includes:
Psychopathy, Narcissism, Machiavellianism

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19
Q

psychopahty

A

egocentrism, superficial charm, lacking empathy, lacking guilt (Hare, 1996)

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20
Q

narcicissim

A

love for the self far stronger than love for others; perceptions of self-superiority and entitlement

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21
Q

Machiavellianism

A

Manipulative, deceitful, usually for personal gain

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22
Q

What is in the HEXACO trait model?

A 
Honesty-Humility (H)
Emotionality (E)
Extraversion (X):
Agreeableness (A):
Conscientiousness (C):
Openness to Experience (O):
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23
Q

Honesty-Humility (H)

Study These Flashcards
A

Facets: Sincerity, Fairness, Greed Avoidance, Modesty
Adjectives: Sincere, honest, faithful, loyal, modest/unassuming versus sly, deceitful, greedy, pretentious, hypocritical, boastful

24
Q

Emotionality (E)

Study These Flashcards
A

Facets: Fearfulness, Anxiety, Dependence, Sentimentality
Adjectives: Emotional, oversensitive, sentimental, fearful, anxious, vulnerable versus brave, tough, independent, self-assured

25
Extraversion (X):
Facets: Social Self-Esteem, Social Boldness, Sociability, Liveliness Adjectives: Outgoing, lively, extraverted, sociable, talkative, cheerful, active versus shy, passive, withdrawn, introverted, quiet
26
Agreeableness (A):
Facets: Forgivingness, Gentleness, Flexibility, Patience Adjectives: patient, tolerant, peaceful, mild, agreeable, lenient, gentle versus ill-tempered, quarrelsome, stubborn, choleric
27
Conscientiousness (C):
Facets: Organization, Diligence, Perfectionism, Prudence Adjectives: organized, disciplined, diligent, careful, thorough, precise versus sloppy, negligent, reckless, lazy, irresponsible,
28
Openness to Experience (O):
Facets: Aesthetic Appreciation, Inquisitiveness, Creativity, Unconventionality Adjectives: intellectual, creative, unconventional, innovative, ironic versus shallow, unimaginative, conventional
29
Type A vs Type B personality trait model
Competitive, ambitious, impatient, aggressive vs relaxed
30
what are the two underlying dimensions of Type A personality?
``` Achievement Striving (hard workers – related to Job Performance) Impatience/irritability (obsession with time – related to poor health outcomes) ```
31
What is the core self evaluation model of trait measures
Beliefs individuals have about their capabilities, competence and overall worth Comprised of 4 traits (Judge et al., 1989) -Self esteem -Self efficacy -Locus of control -Neuroticism High Job Performance
32
How can we use information about people’s personality traits in employment selection?
consider job-personality “fit” alongside other factors in employment decision Identify the personality traits desirable in the job e.g., conscientious, extroverted complete personality surveys during recruitment process
33
Why is emotional stability relevant?
less negative thinking and fewer negative emotions | less hypervigiliant
34
What does emotion stability affect?
Higher job and life satisfaction | lower stress levels
35
Why is extroversion relevant?
better interpersonal skills greater social dominance more emotionally expressive
36
What does extroversion affect?
higher performance enhanced leadership higher job and life satisfaction
37
Why is openness relevant?
increased learning more creative more flexible and autonomois
38
What does openness affect?
training performance enhanced leadership More adaptable to change
39
Why is agreeableness relevant?
beter liked | more compliant and conforming
40
What does agreeableness affect?
higher performance | lower levels of deviant behaviour
41
Why is conscientiousness relevant?
greater effort and persistance more drive and discipline better organisation and planning
42
What does conscientiousness affect?
higher performance enhanced leadership greater longevity
43
What is the evidence that supports the use of trait measures for employment selection?
(Barrack & Mount, 1991) Conscientiousness predicts job performance across contexts Other factors vary in predicting performance according to job role
44
what are the issues of using trait measures for employment selection?
Need to consider all dimensions together | Some employers can have narrow ideas about thepersonality requirements for a job
45
what does extraversion predict in job performance?
Predicts job performance for managers and police officers | Within jobs, extraversion predicts team performance and training performance
46
what does emotional stability (neuroticism) predict in job performance?
Predicts job performance across the majority of occupations studied Within jobs, Emotional Stability predicts team performance
47
what does agreeableness predict in job performance?
Predicts team performance
48
what does conscientiousness predict in job performance?
Predicts overall job performance for all occupations studied. The strongest predictor of counterproductive workplace behaviours (CWBs).
49
what does openness to experience predict in job performance?
Only predicts training performance
50
what are other uses of trait measurements?
``` Workplace deviance Cutting corners at work Political behavior Social issues E.g. predictors of income, gender pay gap Personal growth and self development What can introverts do to become better leaders? Training Mental health treatment ```
51
What is the issue of context dependence?
Personality: enduring patterns of thought, feeling, motivation and behaviour that are expressed in different circumstances One interpretation is that personality should predict our behaviour in all situations e.g., an extrovert should always want to socialise But they don’t sometimes extroverts want to be alone people who seem extroverted can feel like introverts
52
what did Mischel say about context dependence?
personality constructs are poor predictors of individual behaviours Situations are more important than traits for explaining behaviour Where situations are stable, behaviour is predictable Need to observe people in context “Traits” are situation-specific when in situation is X, trait Y is likely to be expressed Conclusion: “general” traits are invalid constructs
53
What is the interactionism resolution to context dependence?
Traits and situations interact | We need to understand both to understand a person
54
What is the aggregation resolution to context dependence?
Traits are poor predictors of single behaviours | Better at predicting how people are likely to behave in aggregate
55
whole trait theory
Personality traits as averages of personality states
56
what is the issue of the self-other consistency in relation to trait measures?
Who can reliably judge personality? Are our judgements of ourselves similar to judgements of us by others? What is ‘personality’?
57
what were John & Robin's findings about the self-other consistency in relation to trait measurements?
Consistency is reasonable, but varies across factors Peer-peer ratings are more consistent than self-peer ratings Extraversion: highest agreement between people Agreeableness: lowest agreement between people

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