大学生自我同一性状态与“大五”人格、因果取向的关系

通过对536名大学生的问卷调查,采用结构方程模型考察了大学生的自我同一性状态与"大五"人格、因果取向之间的关系。结果发现,(1)"大五"人格和因果取向均是大学生自我同一性状态的重要预测因素,能在较大程度上解释大学生所处自我同一性状态(特别是同一性获得状态和扩散状态)上的差异;(2)因果取向在"大五"人格对自我同一性状态的影响中起重要的中介作用。     

五因素取向人格测验的发展与比较

五因素取向人格测验是目前评价个体人格特质时被广泛应用的一大类重要人格测验工具。该类测验数量众多, 长度各异, 形式多样。根据其题目呈现的特点, 可将现有的30余种五因素取向人格测验分为自陈式、核检表式、非言语式三类。在不同研究和实践情境下, 各个五因素取向人格测验具有各自独特的优劣势, 信效度的变化都不同。在实际应用中, 应根据不同研究需求区别使用, 并注意测量目的、施测次数、测验长度、被试特点、文化差异性等对测验结果的影响。当前, 五因素取向人格测验的开发正向着简明、全面、跨文化方向发展。     

儿童青少年人格的“小五”结构

近年来受人格“大五”因素研究的影响而发展起来的儿童青少年人格的“小五”结构研究,是儿童青少年个别差异研究的新方向.研究主要采用了量表评定、Q分类、自由描述等方法.结果表明,五因素结构可以较好地解释儿童青少年的人格特点.目前,这一结构还有许多值得研究者继续探讨之处,但是它的确为揭示人格“大五”结构的发生发展起到了重要作用.     

“大五”人格剖面：以个体为中心的研究路径

“大五”人格剖面是“大五”人格特质在个体上的高低组合, 充分考虑了人格特质之间的交互作用, 能够反映不同子群体在“大五”人格特质上的数量与质量差异, 是解释以往以变量为中心矛盾性结论的重要途径, 也更契合组织管理实践需要, 对实践有更强的指导意义。“大五”人格剖面数量受到研究情境、样本特征、研究方法等因素的影响, 基于自我适应-自我管理模型可以获取4剖面模型, 且常见的剖面包括灵活适应剖面、普通剖面与执拗剖面。“大五”人格剖面在研究中更多地扮演自变量角色, 探讨其在关键结果变量上是否存在差异。未来可以关注强化“大五”人格剖面研究的理论基础; 加强重复性研究, 识别普适性“大五”人格剖面; 识别“大五”人格剖面的影响因素; 纳入更多人格变量, 更完整刻画人格剖面。     

西方"大五"人格结构模型的建立和适用性分析

本文旨在对西方“大五”人格结构模型的形成过程及其适用性进行系统的分析。“大五”模型是依据“词汇学假设”,通过对英文人格特质形容词的分析建立起来的,有着明显的西方文化特点。跨文化比较的结果中支持“大五”模型的研究大多使用“强制的一致性”策略,而“衍生的一致性”策略往往得出与“大五”不同的结论。对中国人人格结构的研究也得到了不同于“大五”的“大七”模型,预示了“大五”模型不适合中国人的人格特点。     

大五人格背后的高级人格因素：社会关系模型

人格结构研究中的一种观点认为人格特质具有层级结构,其中大五人格结构是一种流行的人格结构模型,近年来有研究关注大五人格背后是否存在更高等级的人格.采用全循环设计,用等级评定和团队内排序方法,在80个4～6人小团队中收集成员及成员之间在五个人格特质上的自我人格知觉和对成员的人格知觉,共获得四种来源的大五人格数据,根据社会关系模型分解出目标效应.对每一种来源的数据进行探索性因素分析和跨来源联合因素分析,将四种来源数据视为四个指标进行结构方程建模,结果显示,两高级因素相关模型对数据有较高的拟合程度,两个高级人格因素对关系质量有显著且不同效应量的预测作用.结果支持大五人格背后存在更高级的人格因素.最后,讨论高级人格因素模型对理解人格结构、进行人格评估的意义;未来研究可从发展角度采用多评定者、多方法进行.     

大五人格和工作绩效相关性研究的进展

人格和工作绩效关系的探究正成为研究者关注的主题。本文围绕人格对工作绩效的预测力、影响人格和绩效的中介变量、人格与关系绩效、人格与管理绩效等方面,对大五人格和工作绩效二者的相关性研究进行了回顾。     

中西方人格结构差异的理论与实证分析 ——以中国人人格量表（QZPS）和西方五因素人格量表（NEO PI-R）为例

区分中西方人格结构的共性与特异性及其性质是心理学研究中国化的重要理论问题。本文首先总结了中西方人格结构的五因素（大五）与七因素模型的建立过程及词汇学途径的内在逻辑,依据人格结构的行为归类假设,提出中西方人格结构的差异源自对行为进行归类的标准或原则的差异。其次,根据相关的实证研究结果,对中西方人格结构的“共性”与“特异性”的性质进行了分析,认为它们仅在具体行为或量表项目水平上才有区分的意义,对人格因素（维度）水平上的“共性”与“特异性”的区分是无法做到的,也是没有意义的。文中还讨论了心理学研究中国化的重要性     

稳定性与可变性：西方儿童青少年“大五”人格发展研究概述

弄清儿童青少年人格发展特点,可为人格发展与教育工作提供参考。文章梳理了近30年西方儿童青少年“大五”人格发展的研究进展,区分了人格发展的两种主要表现形式,并分别从这两方面总结出儿童青少年“大五”人格结构的稳定性、人格特质平均水平的可变性。最后基于现有研究存在的问题,结合当前时代特点,提出未来研究方向。     

“大五”人格模型及其在工业与组织心理学中的应用

“大五”是涵盖人格的5个因素的简称,它包括：神经质、外向性、开放性、宜人性和责任感。在介绍了该模型的基础上,文章重点介绍了它在工业与组织心理学中的应用,即“大五”可以有效的预测工作绩效、工作动机、领导行为、创造性行为和工作满意感等。     

外圆内方：中国人人际关系性的潜在剖面结构及其适应性

为进一步挖掘中国人人际关系性人格特质的内涵,研究1采用“个体中心”的潜在剖面分析方法对1911名CPAI-2中国人的常模样本在人际关系性上的表现进行整体揭示。同时,为比较中西方人际关系性的不同,研究2探讨了非华人群体人际关系性的潜在剖面结构。研究3进一步在2580名大学生群体中验证中国人人际关系性上的外圆内方的潜在剖面结构,并探讨人际关系性的亚型以及哪种亚型的人在现代社会更具适应性。中国人群体的研究结果均呈现四分类模型,但这一分类模型并没有在西方样本中复现出来,并且研究3发现中国人群体中外圆内方的亚群体最具适应性。研究结合中国传统文化中的“君子人格”进行相关讨论,为当代中国人辩证统一的“外圆内方”的文化特异性的行为模式提供历史阐释及其当代生活适应性的证据。     

应激的缓冲器：人格坚韧性

过去30年来,关注身心保健和组织行为的心理学家都对人格心理学中的一个概念发生了兴趣,就是人格坚韧性（hardiness）,大量实证研究证明人格坚韧性可以有效地缓解生活应激给人们带来的身心不适,并有助于提高人们在各领域的工作表现。该文在回顾西方以往研究的基础上,介绍这一概念,以及这方面研究的不足之处,并提出在中国开展此项研究的思路。作为整体人格结构的一部分,人格坚韧性应该从人格“大五”或“大七”结构中探索。在中国已有研究发现,人格“大七”维度对身心健康有不同的影响,哪些维度构成人格坚韧性,这些问题有待进一步的研究     

Anger and hostility from the perspective of the Big Five personality model

Sanz, J., García‐Vera, M. P. & Magán, I. (2010). Anger and hostility from the perspective of the Big Five personality model. Scandinavian Journal of Psychology, 51, 262–270. This study was aimed at examining the relationships of the personality dimensions of the five‐factor model or Big Five with trait anger and with two specific traits of hostility (mistrust and confrontational attitude), and identifying the similarities and differences between trait anger and hostility in the framework of the Big Five. In a sample of 353 male and female adults, the Big Five explained a significant percentage of individual differences in trait anger and hostility after controlling the effects due to the relationship between both constructs and content overlapping across scales. In addition, trait anger was primarily associated with neuroticism, whereas mistrust and confrontational attitude were principally related to low agreeableness. These findings are discussed in the context of the anger‐hostility‐aggression syndrome and the capability of the Big Five for organizing and clarifying related personality constructs.     

The relations between cognitive ability and personality: Convergent results across measures

Several studies have investigated the relations between cognitive ability and Big Five personality constructs. The present study extended previous research by (a) examining these relationships in large samples (total N = 120,014), (b) including several measures of cognitive ability and personality, (c) examining both domain and facet-level personality scores, (d) expanding the personality domains studied to include Machiavellianism, and (e) correcting the observed correlations for range restriction and reliability to provide a better statistical estimate of the relations between the cognitive and personality scores and constructs. Results were consistent with prior research showing a positive relationship between cognitive ability and Openness and negative relationships between cognitive ability and Neuroticism and Conscientiousness. Negative relations between cognitive ability and Extraversion and Agreeableness also were observed. Machiavellianism, not part of the Big Five was found to have a positive correlation with cognitive ability. Of particular interest was the finding that the relations between cognitive ability and personality were affected by the specific content of the cognitive and personality measures. Cognitive measures with verbal content were more strongly correlated with personality than were cognitive measures with math or nonverbal content for all of the samples. Also, there was considerable variability in the cognitive-personality correlations for the facets underlying each personality domain. The variability in correlations at the facet-level implies that cognitive-personality relationships at the domain-level will vary as a function of the specific content of the cognitive and personality measures. Overall, the results provide support for cognitive-personality association at the measurement level.     

Therapeutic popularity and personality: Association between peer therapist nominations and the “Big Five” personality factors

The “Big Five” personality factors of three groups of psychology students differing in popularity as therapist among their peers were compared (n=33). In agreement with earlier research, popular therapists are “agreeable”, “conscientious” and “stable”. However, popular therapists are not “surgent/extravert” and especially not “dominant” and “talkative”. No support was found for the hypothesis that similarity in “agreeableness” or dissimilarity in “surgency” (the complementarily hypothesis derived from interpersonal theory) predicts therapist popularity. However, similarity between client and therapist in “stability” was predictive of nominations for therapist. On the assumption that therapist popularity predisposes good therapeutic alliances, the results indicate that therapists agreeableness, conscientiousness and emotional stability are relative to success in therapeutic interventions.     

Big Five personality traits,job satisfaction and subjective wellbeing in China

This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five–SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well‐established multi‐item scales that have been validated both in English‐speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five—extraversion, conscientiousness, and neuroticism—have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a “high collectivism” and “high power distance” country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.