Identity consolidation in early adulthood: relations with ego-resiliency, the context of marriage, and personality change

Identity consolidation during early adulthood was conceptualized as a process of investing oneself in new adult roles, responsibilities, and contexts and evaluating one's ongoing experience in order to construct a coherent, grounded, and positive identity. The current study longitudinally examined (age 21 to age 27) the roles of ego-resiliency, an important personality resource, and marriage, an important identity context, in the process of identity consolidation as it unfolded in a cohort of women who experienced early adulthood during the early 1960s. Prototypes of identity in marriage were developed to reflect the different ways these women invested and evaluated their identities in the context of marriage. Results showed that ego-resiliency at age 21 and the experience of identity in marriage at age 27 were both related to identity consolidation at age 27, and findings also suggested that the relation of age 21 ego-resiliency to age 27 identity consolidation was mediated by identity in marriage. Finally, successful identity consolidation was associated with increasing ego-resiliency from age 21 to age 27. Discussion focuses on the interaction between personality and social context in the process of identity consolidation and the role of identity consolidation in personality change.     

Racial Identity, Parental Support, and Alcohol Use in a Sample of Academically At-Risk African American High School Students

This study examined racial identity and parental support as predictors of alcohol use in a sample of 488 African American adolescents. Two dimensions of racial identity were investigated: (1) racial centrality (i.e., the significance that one places on race in defining oneself) and (2) private regard (i.e., the extent to which one feels positively about Black people). In addition, perceived support from mothers and fathers was examined. Multivariate results showed that private regard and father support were associated with less self-reported alcohol use after partialling out the effects of age and gender. An interaction between the two racial identity dimensions was also found such that private regard was associated with less alcohol use for adolescents who reported that race was a more central part of their identity.     

Associations of Identity Dimensions with Big Five Personality Domains and Facets

Personality is among the most important factors contributing to individual differences in identity formation. However, previous studies mainly focused on broad personality domains and neglected more specific facets. In addition, it has only recently been recognized that identity formation is guided by multiple types of commitment and exploration. The present study aimed to remedy these limitations by relating the 30 personality facets of the NEO‐PI‐3 to five identity dimensions. In general, identity formation was especially facilitated by high levels of Conscientiousness and, to a lesser extent, also by high levels of Extraversion and low levels of Neuroticism. Openness and Agreeableness predicted greater involvement in both the positive side (i.e. exploration in breadth and depth) and negative side (i.e. ruminative exploration) of the exploration process. Personality facets and their overarching domains, as well as facets underlying the same domain, were often differentially associated with identity dimensions. Additionally, we found that some personality facets both have bright and dark sides, as they predicted both proactive identity work and a weakened sense of identity. Overall, the present study underscores the utility of multidimensional models of identity formation and points to the benefits of considering personality facets in addition to broad domains. Copyright © 2012 John Wiley & Sons, Ltd.     

The Compatibility of Personality and Social Identity Processes: The Effect of Gender Identity on Neuroticism

In an experimental study (N = 186), we examined the effect of identity (gender versus personal) on participants' self‐rated neuroticism and estimates of mean neuroticism for men and women. Self‐rated neuroticism was measured before and after the identity salience manipulation. Following self‐categorization theory, we predicted that identity salience would affect levels of self‐rated neuroticism and the estimates (perceptions) of mean neuroticism for each sex. From a personality perspective, we expected substantial correlations between pre‐manipulation and post‐manipulation neuroticism scores in both identity conditions. The relation between participants' self‐rated neuroticism and their estimates of mean neuroticism for their own sex was also examined. The effect of identity salience was unclear with regard to self‐rated neuroticism levels, whereas the manipulation had apparent effects on estimated mean neuroticism levels for men and women. Also, self‐rated neuroticism was found to predict estimates of mean neuroticism for men and women in the gender, but not personal, identity condition. Finally, in line with a personality perspective, the relative positions in self‐rated neuroticism were highly stable in both conditions. The findings indicate a compatibility of self‐categorization theory and personality perspectives and suggest that both are valuable to understand the changeability and stability of the self. Copyright © 2011 John Wiley & Sons, Ltd.     

论自我同一性概念的整合

自我同一性是西方心理学一个重要的概念,但至今没有一个普遍接受的定义。通过对自我同一性概念内涵不一得归因分析,指出了整合自我同一性概念应关注的几个范畴,进而提出自我同一性是一个与自我、人格的发展有密切关系的多层次、多维度的心理学概念。本质上,它是指人格发展的连续性、成熟性和统合感,它包含三个层面的内涵：(1)最基本的层面,即ego-idernity;(2)个人同一性;(3)社会同一性。     

Self-monitoring at work: a motive-based perspective

It is argued that the recent study of personality in industrial and organizational (I-O) psychology is characterized by two limitations: (a) almost complete reliance on the Big Five to the exclusion of other personality variables (most notably, self-monitoring) and (b) insufficient theoretical attention paid to the criteria in work-related personality research. In an attempt to overcome both of these limitations, we review theoretical and empirical evidence for the relevance of self-monitoring in organizational life, with particular attention paid to the criteria grounded in socioanalytic theory of getting along, getting ahead, and making sense. Extant research indicates that high self-monitors are particularly good at getting along (e.g., meeting others' social expectations) and getting ahead (e.g., job performance and leadership emergence), but the evidence is more mixed with regard to making sense. We conclude with a discussion of practical concerns in considering the use of self-monitoring for managerial selection and a research agenda for the future to further elaborate a theory of self-monitoring at work.     

Associations Between Gender Segregation and Gender Identity in College Students

We investigated associations between gender segregation and the two traditions of gender identity identified by Wood and Eagly (2015): gender-typed personality traits and gender reference group identity. We also investigated whether one of these traditions was associated with gender segregation to a greater extent than the other. Our sample consisted of 73 male (and 93 female undergraduate students aged 18–24 attending a university in the northeastern United States of America. In support of our hypotheses we found that male and female college students reported a greater proportion of same-gender than cross-gender friends and that gender segregation was negatively associated with femininity for male college students and positively associated with gender reference group identity for male and female college students. In addition, as hypothesized, we found that gender reference group identity was associated with gender segregation to a greater extent than gender-typed personality traits. That gender segregation is associated with gender reference group identity to a greater extent than gender-typed personality traits supports a multifaceted model of gender, and it highlights the importance of considering different traditions of gender identity in gender research (Mehta 2015; Wood and Eagly 2015).     

Vocational interests and Big Five traits as predictors of job instability

Although empirical research on this topic is scarce, personality traits and vocational interests have repeatedly been named as potential individual level predictors of job change. Using a long-term cohort study (N = 291), we examined RIASEC interest profiles and Big Five personality scores at the beginning of the professional career as predictors of subsequent job changes, both internal as well as external, over the next 15 years. Overall, results provide additional evidence for an individual difference perspective on job instability, although our findings vary across instability variables. Consistent with previous research, external job changes in particular related to individual differences. Specifically, scores on Investigative, Artistic, Enterprising and Conventional scales showed to be the most important interest related predictors. With regard to Big Five personality traits, strongest associations were found with Agreeableness and Openness. In addition, facet level analyses proved to be useful to further clarify linkages between personality and job instability.     

Personality and the location of identity1

It was hypothesized that individuals vary in their general environmental orientation: some are oriented to the internal and some to the external environment. We next predicted that this difference would be reflected in the location of those characteristics by which such persons define their identity. A sample of 150 persons judged the location of a set of 22 identity characteristics. These characteristics were rated on importance for self and then correlated with personality tests assumed to assess individual differences in environmental orientation. Authoritarianism, Snyder's self–monitoring, and Rotter's external locus of control were taken as measures of an external environmental orientation; Laird's locus of causal attribution and Sampson's measure of internal orientation (IO) were taken as measures of an internal environmental orientation. With all scales but Rotter's, strong support for the predictions was found: i.e., authoritarianism and self–monitoring were positively correlated with externally located identity characteristics; a dispositional attributional bias and the IO were positively correlated with internally located identity characteristics. These findings were discussed in terms of a process of identity mastery.     

Authoritarianism and PoliticalSocialization in the Context of the Arab-Israeli Conflict

This study explored the hypothesis that authoritarianism is negatively associated with peace supportiveness. A sample of 197 Jewish/Israeli university students responded to a questionnaire that included items on attitudes toward the Middle East peace process as well as a personality measure. The results confirmed the hypothesis: Individuals who were less supportive of the peace process were more authoritarian conformists than were supporters of the process. A significant association between religiosity and attitudes toward the peace process was also found; the split between peace supporters and non-supporters corresponded roughly, though not exactly, to the split between religious and non-religious. The pro-peace individual is generally non-religious, less authoritarian conformist, and less aggressive. Hence, the social cognitions studied—beliefs about the peace process—may be group beliefs. Certain characteristics of the groups in question, such as socialization practices and social structure, may account for the personality features that covaried with the beliefs. The data showing that peace attitudes, religiosity, and certain personality traits form one entity might thus be marshalled in discussing the identity issue and applied to other scenes in contemporary conflicts.     

Avoidant personality disorder and implicit schema-congruent information processing bias: a pilot study with a pragmatic inference task.

Cognitive theory of personality disorders hypothesizes that each personality disorder is characterized by typical maladaptive schemes and that these schemas direct the processing of information resulting in schema-congruent biases. With regard to the avoidant personality disorder, these hypotheses were put to an initial test in a pilot study, using a self-report questionnaire to asses DSM-III-R personality pathology, a belief questionnaire to assess avoidant schemas and a pragmatic inference task to assess schema-congruent implicit attributional bias. Participants were students (n = 57) who scored high or low on DSM-III-R avoidant personality pathology. As predicted from cognitive theory, DSM-III-R avoidant personality pathology was associated with avoidant beliefs (t(45.1) = 4.68, p < 0.001) and avoidant beliefs were associated with schema-congruent information processing bias (t(55) = 2.17, p = 0.02, one-tailed test). However, DSM-III-R avoidant personality pathology was not associated with schema-congruent information processing bias (t(55) = 0.17, p = 0.43, one-tailed test). In addition to avoidant beliefs, low self-esteem was also related to the information processing bias. Social phobia and general personality pathology, two other control variables, were not. The findings warrant further study using the pragmatic inference task in a clinical group.     

Do they know how hard I work? Investigating how implicit/explicit achievement orientation,reputation, and political skill affect occupational status

Researchers have yet to precisely test the Socioanalytic proposition that social skill moderates the personality identity–personality reputation relationship. Further, although research has found personality to have both explicit and implicit aspects, scholars have not examined these differences with respect to the Socioanalytic perspective on personality. The present study investigates how explicit and implicit achievement orientation identities relate to one’s reputation for that trait in the workplace and to career success, as measured by occupational status. We propose that explicit and implicit achievement orientation, political skill and their interplay positively relate to reputation of achievement orientation at work, which, in turn, is positively related to occupational status. We found that (1) both explicit and implicit achievement orientation were positively associated with its reputation, as rated by co-workers; (2) reputation mediated both relations between implicit/explicit achievement orientation and occupational status and (3) heightened political skill strengthened the relationship between explicit achievement orientation and its reputation, as well as its indirect effect on occupational status via reputation (first stage moderated mediation). Our research provides a potential explanation for why observer ratings of personality are more strongly associated with outcomes than self-ratings: Observers perceive both implicit and explicit personality behaviours.     

How did I get here? Individual differences in perceived retrospective personality change

People's beliefs about their own past personality development are associated with current and future self-concepts. Here, we report on 2 studies designed to elucidate the way people think about retrospective changes to their own personality. We found that incremental theories of personality were associated with greater perceived retrospective personality change and that perceived retrospective personality change was associated with the belief that specific volitional and situational causes were involved. In addition, we found that across all Big-5 personality traits and agency, higher current standing (in the socially desirable direction) was positively associated with greater perceived retrospective personality change. This research demonstrates how people vary in their beliefs about retrospective personality change.     

Borderline but not antisocial personality disorder symptoms are related to self-reported partner aggression in late middle-age

We examined the relationship between personality pathology and the frequency of self-reported psychological and physical partner aggression in a community sample of 872 adults aged 55-64. Previous research suggests that antisocial and borderline personality disorder (PD) symptoms are associated with partner aggression. Controlling for gender, education, alcohol dependence, and other personality pathology, we found that borderline PD symptoms, which include abandonment fears, unstable identity, and affective instability, were significantly related to the frequency of self-reported aggression toward one's partner. This relationship was observed regardless of whether the participant's personality was described by a clinical interviewer, the participant themselves, or an informant chosen by the participant. Further, the relationship between borderline PD symptoms and self-reported partner aggression was moderated by gender such that women were driving the association. Conversely, antisocial PD symptoms, which include deceitfulness, irresponsibility, disregard for rules, and lack of remorse did not significantly account for variance in self-reported partner aggression. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Which came first,personality traits or identity processes during early and middle adolescence?

No previous studies examined longitudinal associations between personality facets and identity dimensions in early and middle adolescence. To uncover these relationships, we test the direction of effects of domain- and facet-level personality traits with identity dimensions in early and middle adolescence. For this purpose, we used two annual waves of longitudinal data on 1233 Japanese early and middle adolescents. Cross-lagged models provided evidence for bidirectionality between personality and identity in early and middle adolescence. Moreover, our results highlighted that the relationships between the facets-level personality and identity dimensions were more complex than the associations between the domain-level of personality and identity dimensions. Our study facilitates a better understanding of the personality-identity interplay.     

Experimentally Increasing Self-Continuity Improves Subjective Well-Being and Protects against Self-Esteem Deterioration from an Ego-Deflating Task

‘Self-continuity,’ or ‘continuous identity’ is the sense of cross-temporal persistence of identity and is associated with positive mood and decreased suicidality. Few studies have examined whether self-continuity is affected by reviewing cross-temporal patterns of personality traits and if increasing self-continuity improves subjective well-being. Study 1 examined the effects of writing about patterns of cross-temporal personality traits and found that this led to increased future self-continuity and reported life satisfaction. Study 2 examined the effects of a structured interview about cross-temporal personality traits and visualizing past/future selves and found that this led to increased future self-continuity, satisfaction with life, positive mood, and less deterioration in self-esteem after an impossible anagram task. These results suggest that increasing self-continuity may improve psychological health and well-being by increasing identity stability.     

An Examination of Stereotype Threat in a Motivational Context

This study was conducted to explore 2 potential boundary conditions of the stereotype threat effect. First, we sought to determine if threat would occur for a test administered in a motivational context where consequences were linked to test performance. Second, we examine if the threat elicited by 1 test would generalize to a different measure administered in the same testing session. Using a 2 (control vs. threat) × 2 (order of administration of a personality and intelligence test) × 2 (Black vs. White) between-subjects design, we found that threat can influence test scores, but the relationship between threat and test scores is dependent on both domain identity and racial identity. Interestingly, we found that changes in racial identity (assessed before and after the test) had a significant and positive relationship with cognitive ability test performance for Black test-takers, but not for Whites. It seems that Black individuals who dis-identified themselves from their race (during the course of the testing) were able to perform better on the cognitive ability test. Finally, we find that those in the threat condition performed significantly better on the personality test than those in the control condition, suggesting that threat can generalize and influence performance on tests for which no stereotype exists. Implications of these results for research and practice are discussed.     

Expanding and Reconceptualizing Aberrant Personality at Work: Validity of Five‐Factor Model Aberrant Personality Tendencies to Predict Career Outcomes

This study proposes and tests an alternative methodology to conceptualize and assess aberrant personality tendencies at work beyond the dark triad. A sample of college alumni (N= 247) were administered the NEO PI‐R prior to entering the labor market and 15 years later when their professional careers had unfolded. Drawing on the dimensional perspective on personality functioning, 6 five‐factor model (FFM) aberrant compounds were computed as indicators of aberrant personality tendencies. As expected, FFM aberrant personality tendencies were highly stable across time, with test–retest correlations ranging from .61 (Narcissistic) to .73 (avoidant). With regard to predictive validity, borderline, schizotypal, and avoidant tendencies were negatively associated with extrinsic and intrinsic career outcomes. The obsessive‐compulsive tendency was largely unrelated to career outcomes, whereas individuals with antisocial and narcissistic characteristics tended toward higher hierarchical and financial attainment. In addition, relative importance analyses indicated that (a) FFM aberrant personality tendencies showed incremental validity in the prediction of career outcomes beyond FFM general traits, and that (b) both FFM general and FFM aberrant personality tendencies are important predictors when considered jointly. It is concluded that FFM aberrant personality tendencies suggest interesting avenues for personnel psychologists to form new linear combinations of FFM facets, complementing FFM general domains.     

Partnership longevity and personality congruence in couples

Evidence of assortative mating according to personality was reported in a previous SOEP-based study (Rammstedt & Schupp, 2008). Based on population representative data of almost 7000 couples, high levels of congruence between spouses were found, which increased with marriage duration. Almost 5000 of these couples were tracked over a five-year period with personality assessed at the beginning and end of this time, which allowed us to investigate the relationship between personality congruence and marriage duration longitudinally. Using this data, we investigated (a) whether personality congruence is predictive for partnership longevity and whether congruence therefore differs between subsequently stable and unstable couples, (b) if stable couples become more congruent, and (c) if separated couples become less congruent with regard to their personality over time. The results provide initial evidence of personality congruence as a predictor for partnership longevity: the more congruent couples are in the personality domain of Openness, the more stable their partnership. In addition, we found no indications of an increase in personality congruence over time within the stable couples; within the separated couples, however, a strong decrease in congruence was detectable.     

THE MIDDLE AGES: CHANGE IN WOMEN'S PERSONALITIES AND SOCIAL ROLES

It has been argued that the predominant focus of midlife personality development is generativity; other research has found that social roles influence both its onset and its expression. In this article, we examine women's midlife personality development and its relationship to career and family commitments. Results for a sample of 90 women indicated that commitment to particular social projects in early midlife was associated with different patterns of identity, intimacy, and generativity levels at age 62. In addition, women who added social projects to existing projects during adulthood expressed similar levels of identity, intimacy, and generativity at age 62 as women whose social project commitments had stayed the same. For smaller subsamples of women in the study, longitudinal analyses assessed changes in personality development within middle age as well as the relationship between personality and the maintenance or addition of social projects. These results highlight important variation among women who followed different adult life paths.