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Personality of psych
For test 2
| Question | Answer |
|---|---|
| Differential Psychology | Meaningful differences between individuals |
| Situationalism | If behavior varies across situations, then situation differences and not personality traits determine behavior |
| Person-situation interaction | behavior is a function or personality traits and behavior is a function of a situation |
| What are three different ways in which personality and situation interact to produce behavior? | 1)Selection 2)Evocation 3)Manipulate |
| Selection | Tendency to choose or select situation in which one finds oneself, as a s function of personality. |
| Evocation | Certain personality traits may evoke specific responses from others |
| Manipulation | Various means by which people influence the behavior of others, tactics of manipulation vary within personality |
| Aggregation | Implies that traits are only one influence on behavior and that traits refer to the person's average level |
| Name three Measurement issues | 1) Carelessness 2) Faking on a questionnaire 3)Integrity testing |
| Carelessness | Method for detecting such problems is an infrequency scaled embedded in test and it contains items that most people answer in a particular way. |
| Faking on a questionnaire | Fake good: attempt to appear better than one is Fake bad: attempt to appear worse than one is |
| Name three response sets | 1) Acquiescence 2) extreme responding 3) social desirability |
| Acquiescence | tendency to agree with items, regardless of content, psychologists counteract by reverse-keying some items |
| Extreme Responding | Tendency to give endpoint responses |
| Social Desirability | Tendency to answer items in such a way so that one comes across as socially likable |
| Two views on social desirability | Represents distortion and should be eliminated or it is a valid part of other desirable traits, such as agreeableness and should be studied |
| Integrity testing | Surveys designed to assess whether a person is generally honest or dishonest, replaced polygraph |
| Two main concerns that the employer must satisfy for employment selection | 1) test must predict performance on a specific job or jobs like the one people are being selected for 2) Test must not be biased of have "undue impact" on persons from protected groups, such as minorities and women |
| Myers-Briggs Type Indicator | the most widely use personality assessment device in business settings |
| Name 4 scores on the MBTI | 1) Extrovert or introvert 2) sensing or intuitive 3) thinking or feeling 4) judging or perceiving |
| Barnum Statements | generalities-statements that could apply to anyone-though they often appear to the readers of astrology advice columns to apply specifically to them. |
| Griggs Vs. Duke Power | Prior to 1964 the Duke Power Company had used clearly discriminatory practices in hiring and work assignment, including barring Blacks from certain jobs. |
| Ward's Cove Packing Co Vs. Atonio | This company was a salmon cannery operation in Alaska and they filled non cannery positions with white workers and cannery jobs were filled with non- white workers. The non cannery jobs were paid more. |
| Price Waterhouse Vs. Hopkins | Hopkins was up for partnership at the firm. The firm asked existing partners to evaluate her and most of them were sexist and negative; saying she was no womanly enough and she needed to wear more make-up etc. |
| American's with Disabilities Act | States that an employer can't conduct a medical examination, or even make inquiries as to whether an application has a disability, during the selection process |
| Hartshorne and May (1928) | Low cross-situation consistency is in honest, helpfulness, self-control |
| Mischel (1968) | Personality psychologists should abandon their efforts to explain behavior with traits, focusing instead on situations |
| Situational specificity | certain situations can provoke behavior that is out of character for an individual |
| Strong situations | situations in which most people react in a similar way (EX: grief following loss of loved one) |
| MMPI or CPI | assess a large number of personality characteristics; others measure single traits in which the employer is specifically interested. |
| Traits psychologists | assume that people will be relatively constant over time and across situations in behaviors, because of their differences in various traits and are interested in the accuracy of the measurement |
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