论人格特质“大七”因素模型

概要介绍和评价了人格特质“大七”因素模型。该模型继承了传统特质分类研究中的“词汇假设”思想和因素分析方法．并在选词标准及方法的客观性上有所改进和提高．在“大五”基础上增加了两个评价维度。文章指出“大七”存在一些问题。     

When Likeness Goes with Liking: The Case of Political Preference

Three studies show that people tend to vote for politicians (i.e., either Romano Prodi or Silvio Berlusconi in Italy or George W. Bush or John Kerry in the United States) whose traits they rate as being most similar to their own. People perceived higher similarity between themselves and political figures with respect to traits that were most distinctive of each platform and their respective leaders. These findings, while corroborating the similarity-attraction relationship, further attest to the role that personal characteristics of both voters and candidates play in orienting political preference.     

人格特质研究的新进展

近二十年来,人格特质的研究取得了丰硕的成果,人格特质也已经成为心理学很多领域研究的课题。本文试图从人格的结构与描述、人格的行为遗传学研究、人格的发展、特质的进化等方面来探讨人格特质研究的新进展。     

The impact of “non-targeted traits” on personality test faking,hiring, and workplace deviance

Evidence suggests that job applicants often “fake” on pre-employment personality tests by attempting to portray an exceedingly desirable impression in order to improve the likelihood of being selected. In the current research we shed light on the personality characteristics of those individuals who seem most likely to engage in faking. We refer to these personality variables as non-targeted traits when they are not directly targeted by the organization’s pre-employment personality test. These traits, however, may have an influence on targeted scores used for employment decision making through their effect on faking. Findings suggest that individuals will be more likely to be hired if they are low on non-targeted traits including Honesty–Humility, Integrity, and Morality, and high on Risk Taking. Such individuals also reported higher levels of workplace deviance in their current jobs. Thus, it seems that individuals low on Honesty–Humility, Integrity, and Morality, and individuals high on Risk Taking, may be most likely to engage in personality test faking, be hired, and participate in workplace deviant behaviors if these traits are not directly targeted in selection.     

人格特质的六因素结构模型

人格结构的标准心理词汇研究在七种不同语言中得到了相似的六个因素,即外向性、愉悦性、公正严谨性、情绪性、坦诚—谦恭、智力/想象力/创新性。文章对六因素结构模型的来源和内容进行了述评。     

Personality and Legislative Politics: The Big Five Trait Dimensions Among U.S. State Legislators

The impact of personality traits on people's attitudes and behaviors is widely recognized, yet systematic attention to personality in large‐N research on elected officials has been rare. Among psychologists, five‐factor frameworks that focus on openness to experience, conscientiousness, extraversion, agreeableness, and emotional stability have gained tremendous prominence in the past two decades. Applications of these frameworks to the study of mass political behavior have been highly fruitful, but corresponding applications in the study of legislators have been rare. In an effort to assess the utility of a Big Five approach in the study of legislative politics, this article addresses three questions: whether elected officials will be willing to provide personality self‐assessments, whether any data they do provide will exhibit meaningful variance, and whether the Big Five trait dimensions will correspond with patterns in respondents' attitudes and behaviors. These questions are addressed using data from members of the state legislatures in Arizona, Connecticut, and Maine. Results provide considerable grounds for optimism regarding the likely utility of more extensive applications of the Big Five in research on elected officials.