Problem 3 - Personality Flashcards

Question

# Jonason - occupational niches and the Dark Triad Traits Sex differences summary | Discussion

Answer 1

* Women's greater preference for social/artistic jobs may reflect lower dark traid scores. * Men's preference for realistic jobs may relate to higher scores, especially on psychopathy.

Answer 2

1. Brief measures = limited analysis of lower-order traits. 2. Self-reports = postential bias; didnt observe actual job choices. 3. Cross-sectional = cannot infer causality 4. Limited scope = didnt assess full interaction with environmental/job features. 5. Small effect sizes = traits are one of many factors shaping career interest.

Answer 3

Those high on dark triad traits may structure their social environment throughout idealised career preferences: * Psychopathy prefer to work in jobs where they do not have to interact with others and have little supervision. * Narcissism choose jobs that facilitate the social approval and admiration. * Machivellian avoid jobs that are unlinkely to lead to status. Sex differences in career preferences might be a function of individual differences in the dark triad traits.

Answer 4

Aim: investigate whether scores on the general factor of personality (GFP): * Exists and is consistent across different personality measures. * Predicts real-life outcomes including job interview evaluations and supervisor-rated integrity. * Whether it could be useful in personnel selection and training. Type of study: correlational

Answer 5

* A higher-order personality factor extracted from Big Five and other models * Reflexts socially desirable traits: open-mindedness, conscientiousness, sociability, emotional stability, self-esteem. * Conceptualised as a "social effectiveness factor". * High GFP = emotioanlly stable, cooperative, motivated and prosocial. * Low GFP = emotioanlly unstable, socially deviant, and low self-control. Debate: * Substantive view: GFP is a meaningful, predictive trait. * Artifact view: GFP is a statistical artifact due to response bias/social desirability.

Answer 6

* Military applicants * NEO-PI-R and PMT (performance motivation test). * Interviewed and rated on suitability for millitary jobs. * More males.

Answer 7

* Expect to find viable GFPs in the Big Five measures as well as PMT measures. * Expect that the GFPs from these two measures show substantial correlations. * Expectat that the candidates' GFP scores are associated with the overall interview scores they received.

Answer 8

The GFPs from the two personality surveys showed considerable overlap indcating consistency in the construct. GFP - interview: * GFPs correlated with the overall interview scores for both NEO and PMT. * GFPs for both correlated with the general interview factor.

Answer 9

* Found viable GFPs in two personality measures. * GFPs from both converged strongly, further supporting the idea that this construct is rather consistent. * Candidates with higher GFP scores received more favorable ratings in the interview (associated with social advantage and increased probability of getting hired for millitary training). * If one faked the surveys, it would be hard to fake the interview too - reduces risk of biases.

Answer 10

* Dutch military police trainees rated on integrity after 8-16 weeks by supervisors. * Participants completed HEXACO, Dark Triad, and PANAS (positive/negative affect). * Was done to investigate how individuals would typically behave and therefore to counter faking possibilities.

Answer 11

Expected that high-GFP individuals score relatively favorable on social cohesion and interaction which are aspects of integrity.

Answer 12

* Each of the GFPs correlated significantly with the integrity ratings of the trainer. * The GFPs were among the highest of the correlations of the personality variables.

Answer 13

* The GFPs relevantly and significantly correlated with each other and showed relevant associations with integrity ratings of supervisors. * The overlap between the GFPs from the PANAS and the Dark Triad measures were somewhat lower compared to the two other ones (makes sense since they are not designed to assess the full range of personality - PANAS (feelings and emotions, and Dark triad (specific negative traits)).

Answer 14

Study 1 showed that high-GFP were rated more favorably on a variety of characteristics during an interview * Emphasises the relevance of the GFP for personnel selection because its a strong personality predictor for whether they are hired). * Alternative explanation for the effect could be that high-GFP individuals knew better what to say and how to behave during the interview. Study 2 showed that high GFP individuals are judged as more reliable and showed more adherence to the behavioural rules that apply to military training. * Makes it less likely that it was due to faking or biases. In general: * GFP truly reflects the tendency for socially desirable behaviour instead of a mere response bias and is at best stable over several weeks. * GFP scores are accompanied by a social advantage when applying to military jobs.

Answer 15

Aim: * To review how personality traits predict job performance. * To review how personality models relate to personnel selection outcomes. * To review the debate over broad vs narrow trait use (bandwidth-fidelity). Type of study: unstructured review

Answer 16

Objective or subjective outcomes one achieves in a specific job or to work-related activities.

Answer 17

Process of selecting the best employees for specific jobs

Answer 18

Well established but only modest correlations. Meta-analytic findings: * Conscientiousness = most consistent predictor across job types. * Emotional stability = only other trait with a significant relationship to job performance. * Extraversion, agreeableness, and openness = not significantly related to overall job performance. * All (except neuroticism) relate to organisational citizenship behaviour. * 4/5 (except agreeableness) relate to leadership (transformational leadership) -> being decisive and setting boundaries to not let people walk all over you as a leader. * Conscientiousness, emotioanl stability and agreeableness relate negatively to counterproductive work behaviour.

Answer 19

* Training performance: positively related to extraversion and openness. * Team performance: positively related to extraversion and agreeableness.

Answer 20

Positively related to all big five traits (especially conscientiousness, agreeableness, and emotional stability)

Answer 21

All except agreeablenes relate to leadership (transformational leadership)

Answer 22

* Honesty-Humility is the extra dimension to the big five. * Good predictor for delinquent behaviour (neg. associated). * Adds to the prediction mainly in integrity. * Most appropriate to predict jobs as police officers, judge, or public sector managers.

Answer 23

* Socially undesirable traits * The three traits have low empathy, cruelty, and a tendency to manipulate others in common. * Even if good job performance, does not mean this will be long-term. * Narcissism is not directly related to job performance. * Debate whether to consider them individually or on shared variance of the traits. * Individuals high on the dark triad tend to make career choices that optimise the utility of their traits and/or minimise negative consequences for themselves.

Answer 24

* Some debate on whether EI is an ability (performance) or a trait (personality). * EI shows relevant validities for job performance * Findings show that EI is a trait (or ability) which should be taken seriously with regard to predicting job performance.

Answer 25

Bandwidth-Fidelity: whether it is better to use narrow or broad traits to predict job performance.

Answer 26

* Broader is always better. * Narrow measures often include less items so they show lower reliability. * Combining facets increases the reliability * Some people tend to overestimate the unique features of different jobs. * Performance across various jobs is relatively strongly affected by general traits such as persistence, reliability, sociability etc. * Often we desire to predict a broad criterion (like job performance) which may best be predicted with broader constructs.

Answer 27

* Narrower might be better * When one wants to predict a narrow aspects of performance (ex: whether one is tidy at one's workplace), then it may be better to use a narrow trait.

Answer 28

* Both narrow and broad personality measures may be effective predictors of job performance under appropriate conditions. * Even broader concepts can be used like GFP (general factor of personality). * GFP is often associated with objective job performance, good predictive validity and usually better than the Big Five.

Answer 29

* Personality can be used to predict job performance although the predictive values remain moderate to low. * Frame of reference (FoR) = method in which one provides test-takes a clear context for filling in personality items have higher validity. * Use of other ratings instead of self-reports leads to better predictive validity of job performance.

Problem 3 - Personality Flashcards

(53 cards)