Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Final: Social Psych
| Term | Definition |
|---|---|
| Eyewitnesses | confident but inaccurate; confidence strongly biases juries |
| Weapon focus | attention narrows to weapon; worse memory for face |
| Cross-race bias | people recognize faces of their own group more accurately |
| Misinformation effect | post-event info alters memory |
| Lineup problems | biased instructions and pressure to choose increase false IDs |
| Best practice | double-blind lineup prevents unintentional cues |
| Interrogation tactics | isolation, fatigue, presenting false evidence |
| False confessions | occur through compliance (escape stress) or internalization (believe guilt) |
| Fundamental attribution error | jurors assume confession reflects true guilt |
| Pretrial publicity | biases jurors before trial begins |
| Inadmissible evidence | still influences decisions even when told to ignore |
| Group dynamics | conformity, majority influence, and leniency bias shape verdicts |
| Hawthorne effect | people perform better when they feel observed or valued |
| Interviews | low predictive validity (job performance) |
| Biases in interviews | appearance, race, confidence, likability |
| Impression management | applicants actively try to appear competent and likable |
| Hiring tools | cognitive tests (ability), personality tests, integrity tests |
| Integrity tests | can be faked, unreliable |
| Cybervetting | employers check social media, but effectiveness is unclear |
| Affirmative action | increase diversity to correct past inequalities |
| Affirmative action debate | is it fair or is it reverse discrimination |
| Perceived fairness affects | job acceptance and satisfaction |
| Self-evaluation bias | people rate themselves more positively than supervisors do |
| Fiedler model | leadership effectiveness depends on fit between leader and situation |
| Task-oriented leaders | are best in high or low control situations |
| Relationship-oriented leaders | best in moderate control situations |
| Key Leadership idea | there is no single best style |
| Stress | perceived mismatch between demands and coping ability |
| Appraisal | determines whether a situation feels stressful |
| Types of stressors | catastrophes, major life events, daily hassles |
| Daily hassle | highest predictor of chronic illness |
| General Adaptation Syndrome (GAS) | model by Hans Selye, the physiological response to long-term stress: alarm, resistance, exhaustion |
| Alarm | fight-or-flight activation; |
| Resistance | adaptation |
| Exhaustion | breakdown |
| Heart disease | strongly linked to hostility (anger, cynicism, mistrust) |
| Immune system | short-term stress boosts it; chronic stress suppresses it |
| Learned helplessness | repeated lack of control = belief that nothing works = giving up trying: leads to passivity and increased risk of depression |
| Depressive explanatory style | internal, stable, global attributions (ex 'I failed because I'm always bad at everything') |
| Resilience | commitment (purpose), challenge (growth mindset), control (agency) |
| Problem-focused coping | change the stressor |
| Emotion-focused coping | regulate feelings |
| Proactive coping | prevent stress before it starts |
| Subjective well-being | life satisfaction & positive emotions |
| Strongest predictors of well-being | relationships, health, employment |
| Money increases happiness | only to a point |
| Relative comparison | matters more than absolute wealth |
| Ways to increase happiness | gratitude, acts of kindness, savoring positive experiences |
Created by:
user-2038983