The Effect of Information Quantity on Distinctive Accuracy and Normativity of Personality Trait Judgments

Information quantity is an important moderator of personality judgment accuracy. Some evidence suggests that the amount of available information is positively related to accuracy. The current study utilized the social accuracy model to investigate the effects of differences in thin slices of information quantity on the distinctive accuracy and normativity of personality trait judgments. It was hypothesized that distinctive accuracy and normativity would increase as information quantity increased. Participants were 431 individuals who participated in an online study that varied the length of stimulus target observations (30 seconds, 1 minute, 3 minutes, and 5 minutes), after which judges rated targets using other‐report measures of the Big Five personality traits. For all traits combined, significant levels of accuracy were found for all observation lengths, but distinctive accuracy and normativity did not increase as video length increased. Findings varied for individual traits. For distinctive accuracy, there was a linear increase with information quantity for Extraversion and a non‐linear relationship for Conscientiousness, while there was a linear decrease for Openness. For normativity, there was a linear increase with information quantity for Agreeableness and a non‐linear relationship for Conscientiousness. There are important differences in how observation length affects distinctive accuracy and normativity for different personality traits. © 2019 European Association of Personality Psychology     

Forming first impressions: The role of gender and normative accuracy in personality perception

Gender is associated with interpersonal sensitivity across different domains, with females, on average, demonstrating higher levels of interpersonal sensitivity than males. What underlies these gender differences in the accuracy of first impressions of personality remains unclear. Across two large video studies and a large round-robin design, perceivers’ gender was related to the accuracy of general personality trait impressions. Specifically, female perceivers achieved higher levels of accuracy, but only with respect to normative accuracy or perceiving what others are like in general. There were no significant gender differences in terms of distinctive accuracy or perceiving how others are different from the average person. Discussion considers how these findings relate to previously established gender differences in other domains of interpersonal sensitivity.     

What is beautiful is good and more accurately understood. Physical attractiveness and accuracy in first impressions of personality

Beautiful people are seen more positively than others, but are they also seen more accurately? In a round-robin design in which previously unacquainted individuals met for 3 min, results were consistent with the "beautiful is good" stereotype: More physically attractive individuals were viewed with greater normative accuracy; that is, they were viewed more in line with the highly desirable normative profile. Notably, more physically attractive targets were viewed more in line with their unique self-reported personality traits, that is, with greater distinctive accuracy. Further analyses revealed that both positivity and accuracy were to some extent in the eye of the beholder: Perceivers' idiosyncratic impressions of a target's attractiveness were also positively related to the positivity and accuracy of impressions. Overall, people do judge a book by its cover, but a beautiful cover prompts a closer reading, leading more physically attractive people to be seen both more positively and more accurately.     

The good judge of personality: Characteristics, behaviors, and observer accuracy

Personality characteristics and behaviors related to judgmental accuracy following unstructured interactions among previously unacquainted triads were examined. Judgmental accuracy was related to social skill, agreeableness, and adjustment. Accuracy of observers of the interactions was positively related to the number of good judges in the interaction, which implies that the personality and behaviors of the judge are important for creating a situation in which targets will reveal relevant personality cues. Furthermore, the finding that observer accuracy was positively related to the number of good judge partners suggests that judgmental accuracy is based on more than detection and utilization skills of the judge.     

Oriental wisdom for interpersonal life: Confucian ideal personality traits (Junzi personality) predict positive interpersonal relationships

Junzi personality refers to traits of ideal persons in Confucian philosophy and is a key to East-Asian indigenous personality studies. We proposed that Junzi personality predicts positive interpersonal relationships, mediated by internal and external attributions in affiliation goal areas. Participants from China (N = 337) completed self- and peer-rated questionnaires in three stages over a 4-month period. Results showed that Junzi personality significantly and positively predicted self-rated interpersonal competence and satisfaction and peer ratings of interpersonal performance. These effects were significantly mediated by internal and external attributions for affiliation. This research provides personality and interpersonal psychology insights by culturally compatible measures and frameworks rooted in East-Asian philosophy and also contributes to the literature on antecedents and consequences of affiliation attribution.     

Who do you think I think I am? Accuracy in perceptions of others’ self-esteem

This study was conducted to assess the accuracy of perceptions of others’ self-esteem and to examine the potential moderating variables of target gender, perceiver gender, and degree of acquaintance. Degree of acquaintance was the only hypothesized moderator reliably related to accuracy. An overall tendency to overestimate targets’ self-esteem was evinced, but was not related to any of the hypothesized moderators. The data suggested that perceivers are influenced by a false consensus effect when estimating others’ level of self-esteem, independent of their degree of acquaintance with targets. Implications of the findings and directions for future investigation are discussed.     

Longitudinal relationships among interpersonal openness trait,hostile attribution bias,and displaced aggressive behaviour: Big Five treated as covariates

Displaced aggressive behaviour is associated with many negative outcomes. Although certain personality traits predict displaced aggressive behaviour, the uniquely longitudinal effect of indigenous interpersonal traits on displaced aggressive behaviour is ignored. To address this gap, we explored the longitudinal relationship among an indigenously interpersonal trait of China (interpersonal openness), hostile attribution bias, and self-reported displaced aggressive behaviour. Additionally, we tested whether hostile attribution bias mediated the relationship between interpersonal openness and self-reported displaced aggressive behaviour. The Interpersonal Self-Support Scale for Undergraduate Students, Word Sentence Association Paradigm for Hostility, Displaced Aggression Questionnaire, and the NEO Personality Inventory-3 were administered to 942 undergraduates on two occasions, 6 months apart. A cross-lagged model showed that, after controlling for the Big Five personality traits, interpersonal openness predicted subsequent hostile attribution bias, and hostile attribution bias predicted self-reported displaced aggressive behaviour 6 months later. Hostile attribution bias at time 2 mediated the relationship between interpersonal openness at time 1 and self-reported displaced aggressive behaviour at time 2. These results were consistent with the interpersonal self-support theory's appraisals of interpersonal openness, and they extended the social information processing and general aggression models to explain displaced aggressive behaviour.     

Variations in the Understanding of Interpersonal Behavior: Adherence to the Interpersonal Circle as a Moderator of the Rigidity–Psychological Well‐Being Relation

ABSTRACT The idiothetic structure of interpersonal trait perceptions was examined as it moderated the interpersonal rigidity–psychological well‐being relation. The focus was on the extent to which individuals' perceptions of the similarity of interpersonal behavior fits (i.e., adhered to) the normative interpersonal circle. In two samples of college students, individual differences in adherence to the interpersonal circle moderated the relation of interpersonal rigidity with various indices of psychological well‐being. We found that those individuals whose perceptions of interpersonal traits were better represented by the interpersonal circle had negative relations between interpersonal rigidity and satisfaction with life, self‐confidence, self‐liking, and complementarity and positive relations with interpersonal problems. The results suggest that adherence to the interpersonal circle may be a new means of viewing traitedness and that cognitive interpretation of traits may have an important moderating function.     

The Social Accuracy Model of Interpersonal Perception: Assessing Individual Differences in Perceptive and Expressive Accuracy

The social accuracy model of interpersonal perception (SAM) is a componential model that estimates perceiver and target effects of different components of accuracy across traits simultaneously. For instance, Jane may be generally accurate in her perceptions of others and thus high in perceptive accuracy—the extent to which a particular perceiver's impressions are more or less accurate than other perceivers on average across different targets. Just as well, Jake may be accurately perceived by others and thus high in expressive accuracy—the extent to which a particular target is accurately perceived on average across different perceivers. Perceptive and expressive accuracy can be further decomposed into their constituent components of normative and distinctive accuracy. Thus the SAM represents an integration of Cronbach's componential approach with Kenny's (1994) social relations model. The SAM is illustrated using both a half-block as well as a round-robin design. Key findings include reliable individual differences in several specific aspects of interpersonal perceptions.     

Rating ability in performance judgments: The joint influence of implicit theories and intelligence

The purpose of this study was to approach the issue of rating ability by examining the influence of rater implicit theories and rater intelligence on rating outcomes. Using the inferential accuracy model (Jackson, 1972), raters were identified as either possessing a normative or idiosyncratic implicit theory of the occupation of college instructor. In a laboratory setting, 50 normative and 50 idiosyncratic raters judged the videotaped performance of either a good or poor lecturer. Results showed that (a) intelligence was positively related to rating accuracy and to possessing a normative implicit theory, (b) rater type moderated the relationship between intelligence and rating accuracy, and (c) controlling for intelligence, normative raters committed stronger halo effects than idiosyncratic raters. These results were discussed in relation to furthering the understanding of rating ability.     

Interpersonal perception and personality disorders: Utilization of a thin slice approach

Study 1 expands upon previous research by looking at the ability of untrained raters to detect pathological traits within a normal population of college students. In Study 1, 30-s video clips of 81 target persons were shown to 42 raters. Ratings of traits of personality disorders made by thin slice raters reliably predicted scores on the personality pathology measures obtained from the targets themselves and from close peers. Study 2 is a preliminary examination of how pathological rater traits impacts thin slice accuracy. In Study 2, peer and self-report data were examined regarding 87 thin slice raters. Raters who exhibited traits of narcissistic personality disorder were significantly less accurate in making personality predictions regarding targets. Three clusters of personality items were identified based on rater characteristics related to accuracy in predicting behavior.     

Expectations about the long-term consequences of recurring defensive interpersonal behavior

We investigated individuals’ expectations about the long-term impact of recurring defensive behavior on relationships. Specifically, we presented interpersonal vignettes to 96 participants who described their expectations about how the relationships would turn out. Consistent with predictions based on the theory of interpersonal defense (Westerman, 1998, 2005; Westerman & Prieto, 2006; Westerman & Steen, in press), as a group, participants anticipated that, over the long term, defensive behavior would (a) avert clear-cut instances of feared outcomes, (b) thwart the realization of wished-for outcomes, (c) promote positive outcomes related to, but distinct from wished-for outcomes, and (d) promote negative outcomes related to, but distinct from feared consequences (in a form of self-fulfilling prophesy). In support of a hypothesis regarding individual differences, self-reports of defensiveness were associated with less appreciation for the long-term costs of interpersonal defense. In the discussion, we consider alternative models for explaining this relationship between defensiveness and individuals’ expectations downplaying costs.     

以貌取人可行吗？——基于面孔的特质推理及准确性

面孔—特质推理（face - traits inference）是知觉者凭借面孔推断他人特质的心理过程。面孔特征、构型以及表情是特质推理的主要线索。其心理机制可从生理、进化和认知取向等方面进行解释。以往研究发现,面孔-特质推理具有适度准确性。其准确性主要受到知觉对象的面孔吸引力,知觉者的身心特征、知识经验和文化背景的影响;情境也是影响准确性的重要因素。未来研究需在面部线索、准确性指标、准确性的影响因素以及理论框架等方面进行探讨。     

Perceiving others is so simple: Implicit simplicity of personality perceptions in a dyadic design

People judge others on simplified trait structures when evaluating the Big Five, which is referred to as implicit simplicity (IS: Beer & Watson, 2008). The present study investigated IS in minimally acquainted informal dyads. Hundred and eighty-six participants interacted for a short time on a task, and then provided self- and peer-ratings on the IASR-B5 (Trapnell & Wiggins, 1990). IS manifested in a global evaluative “halo-factor” with some accuracy and was related to perceivers’ interpersonal attraction ratings and personality traits. The driving forces behind IS are discussed.     

Cognitive Reflection Predicts Real‐Life Decision Outcomes,but Not Over and Above Personality and Decision‐Making Styles

The Cognitive Reflection Test (CRT), designed to assess the ability to inhibit intuition to process a problem analytically, predicts people's performance in many normative judgement and decision‐making tasks (e.g., Bayesian reasoning, conjunction fallacy and ratio bias). However, how the CRT predicts normative decision‐making performance is unclear, and little is known about the extent to which the CRT predicts real‐life decision outcomes. We investigate the role of the CRT in predicting real‐life decision outcomes and examine whether the CRT predicts real‐life decision outcomes after controlling for two related individual differences: the Big Five personality traits and decision‐making styles. Our results show that greater CRT scores predict positive real‐life decision outcomes measured by the Decision Outcome Inventory. However, the effect size was small, and the relationship became non‐significant after statistically controlling for personality and decision‐making styles. We discuss the limited predictive role of cognitive reflection in real‐life decision‐making outcomes, along with the roles of personality and decision‐making styles. Copyright © 2015 John Wiley & Sons, Ltd.     

The relations of motivational traits with workplace deviance

The authors developed and tested new theoretical relations between approach and avoidance motivational traits and deviant work behaviors. Approach motivation was divided into 3 traits: personal mastery (i.e., desire to achieve), competitive excellence (i.e., desire to perform better than others), and behavioral activation system (BAS) sensitivity (i.e., responsiveness to rewards). Avoidance motivation, which reflects one's sensitivity to negative stimuli and the desire to escape such stimuli, was conceptualized as a unitary construct. Using structural equation modeling, the authors examined the relations of these 4 motivational traits with interpersonal and organizational deviance in a sample of primarily part-time employees. For the approach motivation traits, results showed that personal mastery was negatively related to interpersonal and organizational deviance, BAS sensitivity was positively related to interpersonal and organizational deviance, and competitive excellence was unrelated to both types of workplace deviance. Finally, avoidance motivation was positively related to organizational deviance and interacted with organizational constraints to predict interpersonal deviance.     

Interpersonal self‐support and attentional bias on negative and positive interpersonal information

Interpersonal self‐support is an indigenous Chinese personality concept. It represents the idealized notion of the kind of personality traits that help individuals deal with interpersonal problems and develop and maintain the harmonic and appropriate social relationships required in China's collectivistic and interdependent culture. It also was assumed to be a protective personality factor with regard to mental health and was found to be negatively related to psychosomatic symptoms. In the current study, cognitive processing of interpersonal information is assumed to be an underlying mechanism that connects interpersonal self‐support with interpersonal relationships and mental health. To test this hypothesis, we conducted two experiments to investigate whether attentional bias on positive and negative interpersonal information was related to high and low interpersonal self‐support. A spatial cueing task and the emotional Stroop task were administered to two samples of high and low interpersonal self‐support Chinese undergraduate students to measure attentional bias. The results from both experiments suggested that high interpersonal self‐support students had an attentional bias toward positive interpersonal information, while low interpersonal self‐support students preferentially attended to negative interpersonal information. Study 1 indicated that attentional bias toward positive interpersonal information was easily engaged in the high interpersonal self‐support group, while attentional bias toward negative interpersonal information was both easy to engage and difficult to disengage in the low interpersonal self‐support students. These results support our hypotheses that high interpersonal self‐support people engage in positive processing of interpersonal information, whereas low interpersonal self‐support people engage in negative processing of interpersonal information. The differential balance between positive and negative processing on interpersonal information may explain why interpersonal self‐support predicts both mental health and interpersonal relationships. In addition, the relational schema may explain why interpersonal self‐support is associated with an attentional bias toward interpersonal information.     

Intelligence and interpersonal sensitivity: A meta-analysis

A meta-analytic review investigated the association between general intelligence and interpersonal sensitivity. The review involved 38 independent samples with 2988 total participants. There was a highly significant small-to-medium effect for intelligence measures to be correlated with decoding accuracy (r = .19, p < .001). Significant moderators included the type of decoding judgment (emotion vs. intended meaning judgments), decoding channel (audio-only vs. audio-plus-video channel), and target gender (both male-and-female targets vs. female-only targets). Interpersonal decoding accuracy requires some level of social sophistication and results of this meta-analysis suggest that part of that social sophistication involves the cognitive abilities comprising general intelligence.     

大学生人际自立特质与抑郁的关系：人际应对的中介作用

人际自立与抑郁关系的系列研究显示,人际自立特质可以抵御抑郁。本次研究进一步假设人际自立特质可以通过人际应对的中介作用来抵御作为人际应激反应的抑郁。为了检验这一假设,采用青少年学生人际自立量表、流调用抑郁自评量表和大学生人际关系压力应对方式问卷对重庆、甘肃三所大学362名有效被试进行了调查,相关和结构方程模型分析的结果显示,在控制了性别、年龄、专业后：（1）人际自立的5个特质与积极应对显著正相关,与消极应对和抑郁显著负相关;（2）人际独立、人际主动和人际责任能直接负向预测抑郁;（3）消极应对在人际开放和人际责任与抑郁之间起到中介作用。研究结果部分支持了研究假设,提示人际自立特质可以通过人际应对的中介作用来影响抑郁。     

A Social Exchange Model of Employee Reactions to Electronic Performance Monitoring

The primary goal of this study was to develop and test a social exchange model of employee reactions to electronic performance monitoring (EPM) to help managers use EPM more effectively. This study proposed that certain EPM practices are related to perceptions of interpersonal and informational justice, which in turn build trust in the manager, along with other important attitudes and outcomes. In a sample of 257 call center representatives, the purpose for using EPM, development versus control, was associated with interpersonal justice perceptions, but EPM-based feedback characteristics, whether the feedback was timely, specific, and constructive, were not. Furthermore, the presence of an explanation for EPM was positively related to perceptions of informational justice. Moreover, interpersonal and informational justice perceptions were positively related to trust in the manager, which in turn was positively related to job performance and job satisfaction.