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Personality Flashcards

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1
Q

According to him, personality is the most adequate conceptualization of a person’s behavior in all its detail.

A

McClelland, 1951

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2
Q

He defined personality as an individual as a whole, his height and weight and love and hates and blood pressure and reflexes; it means all that anyone is and that he is trying to become.

A

Menninger, 1953

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3
Q

Personality, as he defined is an individual’s constellation of psychological traits relatively that is stable over time.

A

Byrne

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4
Q

Measurement and evaluation of psychological traits, states, values, interests attitudes, worldview, acculturation, sense of humor, cognitive and behavioral style and/or related individual characteristics.

A

Personality Assessment

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5
Q

Any distinguishable, relatively enduring way in which one individual varies from another.

A

Personality Traits

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6
Q

A constellation of traits that is similar in pattern to one identified category of personality within a taxonomy of personalities.

A

Personality Types

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7
Q

Relatively temporary disposition.

A

States

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8
Q

A process wherein info about assessees is supplied by the assessees themselves.

A

Self report

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9
Q

One’s attitudes, beliefs, opinions and related thoughts about oneself.

A

Self-concept

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10
Q

The method for assessment of personality, behavior of both involves reporting by a third party.

A

Another person as the referent

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11
Q

To respond to a test item or interview question in some manner, regardless of the content of the item/question.

A

Response Style

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12
Q

The selective exposure of some information or suppression of other information.

A

Impression management

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13
Q

Subscale of a test designed to assist in judgments regarding how honestly the test takers responded.

A

Validity scale

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14
Q

Where are personality assessments conducted?

A

Traditional sites
Natural settings

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15
Q

What are traditional sites?

A

Schools
Clinics
Hospitals
Academic Research Laboratories
Employment counseling
Vocational selection centers
Offices of psychologists and counselors

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16
Q

What are natural settings?

A

Assessee’s own home
Assessee’s prison cell

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17
Q

What does locus mean?

A

Place or site

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18
Q

A person’s perception about the source of things that happen to him or her.

A

Locus of control

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19
Q

People with this see themselves largely responsible for what happens to them.

A

Internal locus of control

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20
Q

People with this attribute what happens to them to external factors.

A

External locus of control

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21
Q

What are some procedures and item formats?

A

Face to face interview
Computer administered tests
Behavioral observation
Paper and pencil tests
Evaluation of case history data
Evaluation of portfolio data

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22
Q

The interview will follow an interview guide.

A

Structured interview

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23
Q

The assessor was attempting to learn something about the assessee by handwriting analysis.

A

Graphology

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24
Q

Defined as aspects of the focus of exploration such as the time frame as well as other contextual issues that involve people, places and events.

A

Frame of reference

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25
An assessment technique by Stephenson, to sort a group of statements ranging from most descriptive to least descriptive.
Q-sort technique
26
Scoring and interpretation characterized by efforts to learn how a limited number of personality traits can be applied to all people.
Nomothetic approach
27
Scoring and interpretation characterized by efforts to learn about each individual's unique constellation of personality traits.
Idiographic Approach
28
What are the 3 approaches to scoring and interpretation?
Nomothetic approach Idiographic Approach No attempt to characterize a person according to any particular set of traits.
29
Logic and reason in the development of test items is referred to as the _ approach.
Content or content oriented approach
30
A typical companion to logic, reason and intuition in item development.
Research
31
What are the developing instruments to assess personality?
Logic & Reason Theory
32
This method is to aid identification of the minimum number of variables or factors that account for intercorrelations on observed phenomena.
Data Reduction Method
33
Data reduction methods include several types of statistical techniques collectively known as _.
Factor or cluster analysis
34
A standard on which a judgment or decision can be made.
Criterion
35
A reference group of testtakers who share specific characteristics and responses.
Criterion group
36
Process of using criterion groups to develop test items.
Empirical criterion keying
37
An individual's thoughts, behaviors, values, worldview and identity develop in relation to the general thinking, behavior, customs and values of a particular cultural group.
Acculturation
38
Instruments designed generally to evaluate test taker's likes, dislikes, leisure activities, curiosities and involvements in various occupations and professions.
Measures of Interest
39
Edward Strong Jr. culminated the 420- item test in the 1920s which he called _.
Strong Vocational Interest Blank (SVIB)
40
Who developed the Strong Campbell Interest Inventory (SCII)?
David P. Campbell
41
What are measures of interests?
The Strong Interest Inventory Strong Vocational Interest Blank (SVIB) Strong-Campbell Interest Inventory (SCII) Campbell Interest and Skill Survey Career Interest Inventory Guidance Information System (GIS 3.0) Jackson Vocational Interest Survey Kuder Occupational Interest Survey (KOIS) Reading-Free Vocational Interest Inventory (R-FVII) Self-Directed Search-Form R
42
What are some measures of ability and aptitude?
The General Aptitude Test Battery ( GATB) Special Aptitude Test Battery (SATB)
43
What are some famous measures of personality traits?
NEO PI-R Myers-briggs Type Indicator (MBTI) 16 Personality Factor Test (16PF)
44
This test provides a systematic assessment of emotional, interpersonal, experiential, attitudinal and motivational styles, developed by Costa and McCrae.
NEO-PI
45
Elements include active imagination, aesthetic sensitivity, attentiveness to inner feelings, preference for variety, intellectual curiosity and independence of judgment.
Openness to Experience
46
Low scores for Openness to Experience means that the individual tends to be _ in behavior and _ in outlook.
Conventional; Conservative
47
This kind of individual is purposeful, strong-willed and determined.
Conscientious
48
This trait is positively associated with academic and occupational achievement and negatively associated with annoying fastidiousness, compulsive neatness or workaholic behavior.
Conscientiousness
49
Low scorers for consciousness are less exacting in applying _ principles and more _ in working toward their goal.
Moral principles; More lackadaisical
50
People with this trait like people and prefer large groups and gatherings. Assertive, active and talkative. Likes excitement and stimulation and tends to be cheerful in disposition. They are upbeat, energetic and optimistic.
Extraversion
51
Low score for extraversion shows _.
Introversion
52
People who are reserved, independent and prefer to be alone.
Introverts
53
A person who is fundamentally altruistic, sympathetic to others and eager to help them.
Agreeable
54
Low scorers for agreeableness tend to be disagreeable or _ people, egocentric, skeptical of other's intentions, and _ rather than cooperative.
Antagonistic Competitive
55
The general tendency to experience negative affects such as fear, sadness, embarrassment, anger, guilt and disgust.
Neuroticism
56
Men and women high in neuroticism are prone to have _ ideas, less able to control their impulses and cope more poorly with stress.
Irrational
57
Individuals who score low on N are _. Usually calm, even-tempered, relaxed and able to face stressful situations without becoming upset or rattled.
Emotionally stable
58
Who developed Myers-Briggs Type Indicator?
Isabel Briggs Myers and Katharine Cook Briggs
59
A test used to classify assessees by psychological type and to shed light on basic differences in the ways human beings take in information and make decisions.
Myers-briggs Type Indicator (MBTI)
60
How many scales of opposing characteristics does MBTI organize personality data?
4
61
Who developed 16 PF?
Dr. Raymond Cattell
62
A self report assessment instrument that measures the 16 normal adult personality dimensions.
16 Personality Factor Test (16PF)
63
The original Five Factor model.
Five Global Factors
64
The correct order and sequence of screening, selection, classification and placement.
Screening Selection Placement Pre-employment Resume and Letter of Application Application form Letter of Recommendation Interviews Portfolio assessment Performance Tests
65
Assessment of business leadership ability.
Leaderless Group Technique
66
Simulates the way a manager or an executive deals with an in-basket.
In-basket technique
67
Standardized procedure for evaluation involving multiple assessment techniques.
Assessment center
68
Measurement that entails evaluation of one's somatic health and intactness and observable sensory and motor abilities.
Physical Tests
69
Evaluation undertaken to undermine the presence, if any, of alcohol or other psychotropic substances by means of laboratory analysis.
Drug Testing
70
Assesses abilities involved in thinking.
Measures of Cognitive Ability
71
Output or value yielded relative to work effort made.
Productivity
72
Involves distributing a predetermined number or percentage of assessees into various categories that describe performance.
Forced Distribution Technique
73
Supervisor recording positive and negative employee behaviors.
Critical incidents technique
74
Instrument developed by Vroom. Employees expend energy in ways designed to achieve the outcome they want.
Expectancy Theory of Motivation
75
Scale designed to assess aspects of intrinsic and extrinsic motivation.
Work Preference Inventory
76
Driven by challenge of work tasks and enjoyment of work.
Intrinsic motivation
77
Driven by compensation for work and external influences.
Extrinsic motivation
78
What are some measures of Motivation and who developed them?
Expectancy Theory of Motivation- Vroom Hierarchy of Needs- Maslow Alternative Need Theory of Motivation- Alder Achievement of Motivation - McClelland Work Preference Inventory
79
A psychological syndrome of emotional exhaustion, depersonalization and reduced personal accomplishment that can occur among individuals who work with other people in some capacity.
Burn out
80
An instrument for burn out by Christina Maslach, 22 items divided into 3 subscales: Emotional Exhaustion, Depersonalization, Personal Accomplishment.
Maslach Burnout Inventory (MBI) Third Edition
81
A pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences.
Job Satisfaction
82
Strength of an individual's identification with the involvement in a particular organization.
Organizational Commitment
83
15 item likert scale wherein respondents express their commitment-related attitudes towards an organization.
Organizational Commitment Questionnaire
84
Totality of socially transmitted behavior patterns characteristic of a particular organization or company.
Organizational Culture
85
Interview and discussion guide designed for administration by a trained interviewer or focus group moderator which explores various aspects of organizational culture.
Discussion of Organizational Culture
86
Stigmatize those pseudo successful clinical procedures in which personality descriptions from the test are made to fit the pace largely by virtue of their triviality.
Barnum Effect

Psychological Assesment (8 decks)

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