Behavioral And Personality Expectations Associated With Status Positions

Two parallel studies explore whether status-positions may be character- ized by certain general behaviors and personality traits. Fifty-two status- positions, including selected ethnic, occupational, age, sex, and familial categories, were ranked and rated on twenty-eight personality and behavioral characteristics by substantial samples of college students. Analysis of these data indicated that some behavioral characteristics and personality traits are consistently attributed to particular status-positions independently of method (rating or ranking), with little or no effects attributable to the five orders of presentation used. Factor analysis of the status-positions yielded five factors for both the ratings and the rankings, four of which were interpretable and scored: Likeability, Defiance, Responsibility, and Emotionality. The factor structure found was related to previous research on characteristics of persons. Profiles of the status-positions using mean scores based on these four factors plus assertiveness were presented.     

Personality traits and job characteristics as predictors of job experiences

This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor-analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job-induced tension, propensity to leave the job, and self-appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.     

Factors affecting occupational advice for speakers who do and do not stutter

Factors affecting perceptions of occupational suitability were examined for speakers who stutter and speakers who do not stutter. In Experiment 1, 58 adults who do not stutter heard one of two audio recordings (less severe stuttering, more severe stuttering) of a speaker who stuttered. Participants rated the speaker's communicative functioning, personal attributes, and suitability for 32 occupations, along with perceptions of the occupations' speaking demands and educational requirements. Perceived speaking demand strongly affected occupational suitability ratings at both levels of stuttering severity. In Experiment 2, 58 additional adults who do not stutter heard a recording of another adult in one of two conditions (fluent speech, pseudo-stuttering), and provided the same ratings as in Experiment 1. In the pseudo-stuttering condition, participants' perceptions of occupational speaking demand again had a strong effect on occupational suitability ratings. In the fluent condition, suitability ratings were affected primarily by perceived educational demand; perceived speaking demand was of secondary importance. Across all participants in Experiment 2, occupational suitability ratings were associated with ratings of the speaker's personal attributes and communicative functioning. In both experiments, speakers who stuttered received lower suitability ratings for high speaking demand occupations than for low speaking demand occupations. Ratings for many high speaking occupations, however, fell just below the midpoint of the occupational suitability scale, suggesting that participants viewed these occupations as less appropriate, but not necessarily inappropriate, for people who stutter. Overall, the findings support the hypothesis that people who stutter may face occupational stereotyping and/or role entrapment in work settings. EDUCATIONAL OBJECTIVES: At the end of this activity the reader will be able to (a) summarize main findings on research related to the work-related experiences of people who stutter, (b) describe factors that affect perceptions of which occupations are best suited for speakers who stutter and speakers who do not stutter, and (c) discuss how findings from the present study relate to previous findings on occupational advice for people who stutter.     

自我反思对智慧的影响：有调节的中介模型

采用问卷法对1019名大学生进行调查,考察意义寻求在自我反思与智慧之间的中介作用以及生活事件对这一中介过程的调节作用。结果显示：(1)自我反思显著正向预测智慧;(2)意义寻求在自我反思与智慧之间起部分中介作用;(3)意义寻求的中介作用受到生活事件的调节,生活事件调节了自我反思通过意义寻求影响智慧这一中介过程的后半路径。因此,自我反思对智慧的影响是有调节的中介效应。     

Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation

The authors evaluated the extent to which a personality-based structured interview was susceptible to response inflation. Interview questions were developed to measure facets of agreeableness, conscientiousness, and emotional stability. Interviewers administered mock interviews to participants instructed to respond honestly or like a job applicant. Interviewees completed scales of the same 3 facets from the NEO Personality Inventory, under the same honest and applicant-like instructions. Interviewers also evaluated interviewee personality with the NEO. Multitrait-multimethod analysis and confirmatory factor analysis provided some evidence for the construct-related validity of the personality interviews. As for response inflation, analyses revealed that the scores from the applicant-like condition were significantly more elevated (relative to honest condition scores) for self-report personality ratings than for interviewer personality ratings. In addition, instructions to respond like an applicant appeared to have a detrimental effect on the structure of the self-report and interview ratings, but not interviewer NEO ratings.     

Toward a Structure of Preschool Temperament: Factor Structure of the Temperament Assessment Battery for Children

ABSTRACT Much of the research and thinking in the area of childhood temperament has been guided by the structural and measurement model of Thomas, Chess, and colleagues. Recently, researchers have called into question this structural conception and have explored the factor structure of the instruments based on the Thomas and Chess model. A review of the literature indicates that there are few studies at any one age level, and that much of the research is limited by small samples. The results of a large sample factor analysis of parent and teacher ratings of preschool children are reported. A five-factor solution was judged most appropriate for parent ratings, and a three-factor solution seemed most appropriate for teacher ratings. Relations of these factors to the Big Five personality factors found in adult personality research are discussed.     

Innovation and the ‘Dark Side’ of Personality: Dysfunctional Traits and their Relation to Self‐Reported Innovative Characteristics

This paper explores the relationship between self‐reported innovative characteristics and dysfunctional personality traits. Participants (N = 207) from a range of occupations completed the Innovation Potential Indicator (IPI) and the Hogan Development Survey (HDS). Those who reported innovative characteristics also reported the following dysfunctional traits: Arrogant, Manipulative, Dramatic, Eccentric; and lower levels of Cautious, Perfectionist and Dependent. A representative approximation of the higher order factor “moving against people” (Hogan & Hogan, 1997) was positively associated with innovative characteristics. It is concluded that innovation potential may be viewed as a positive effect of some otherwise dysfunctional traits, most notably those encompassed under the second‐order HDS factor ‘moving against people’.     

Patterns of Expectations About Counseling: Relations to the Five-Factor Model of Personality

The authors sought to identify groups of students who differed in their patterns of expectations about counseling, and then to relate those groups to personality, as organized in the 5-factor model (FFM). Results of cluster analysis of 150 female and 96 male students' responses to the Expectations About Counseling-Brief form (EAC-B; H. E. A. Tinsley, 1982) questionnaire revealed 5 distinct clusters. Results of discriminant analysis identified 2 FFM personality functions (A Neuroticism and Closedness and Optimism) that meaningfully discriminated among the 5 clusters. A brief interpretation is offered of each cluster that integrates information based on EAC-B factor scores and the significant personality functions.     

Handwriting characteristics and their relationship to Eysenck's extraversion-introversion and Kagan's impulsivity-reflectivity dimensions.

Examined the relationship between certain handwriting characteristics and Eysenck's Extraversion-Introversion and Kagan's Impulsivity-Reflectivity personality dimensions. Using 46 female subjects, scores on the EPQ inventory and Matching Familiar Figures test were compared by factor analysis to the handwriting characteristics of: middle zone height; middle zone breadth; upper zone height; lower zone height; space between words; right margin breadth; left margin breadth; a general size measure; handwriting time; paragraph indention; slant. The factor analysis revealed three distinct writing styles: one related to Extraversion; another related to Introversion; and a final one related to Reflectivity. These findings were discussed in relation to statements made by graphologists. Also, the significance of trait-sign and factor analysis in comparison with other methods of graphoanalysis was discussed.     

A Case for Homogeneity of Personality at the Occupational Level

The forces of attraction–selection–attrition have been hypothesized to create homogeneity of personality within organizations, and vocational choice theory predicts that these forces lead to a ‘modal personality’ within given occupations. This study compared the homogeneity of a set of personality characteristics for 6582 incumbents from eight organizations in eight occupations. The results indicated that (1) the homogeneity hypothesis was supported both within organizations as well as within occupations; and (2) the homogeneity within occupations was higher than that found in organizations.     

Public Attitudes Toward the Trustworthiness, Competence, and Altruism of Twenty Selected Occupations

Ratings on 4-point scales of truthfulness, competence, and altruism of 20 selected occupations were obtained from 4 samples of subjects. The subjects included 200 students from the University of Connecticut, 96 students from the University of Maryland, 50 secretaries from a small town in Connecticut, and 50 teachers from the public schools of the same town. In spite of differences in sex, age, occupation, education, and locale, all the samples and subsamples were remarkably similar in their ratings of the 20 occupations. A strong tendency appears for professionals to be rated high and for people who may be regarded as powerful in our society to be rated poorly on all 3 variables. Several interesting differences in ratings on the 3 variables within professions were obtained.     

Self-serving bias effects on job analysis ratings

The purpose of this study was to investigate whether worker-oriented job analysis importance ratings were influenced by subject matter experts' (SME) standing (as measured by self-rated performance) on a competency. This type of relationship (whereby SMEs indicate that the traits they have are important for successful job performance) is an example of the self-serving bias (which is widely described in the social cognition literature and rarely described in the industrial/organizational psychology literature). An archival dataset covering 57 clerical and technical occupations with 26,682 participants was used. Support was found for the relationship between self-rated performance and importance ratings. Significant relationships (typically in the .30s) were observed for all 31 competencies that were studied. Controls were taken to account for common method bias and differences in the competencies required for each of the 57 occupations. Past research has demonstrated the effects of the self-serving bias on personality-based job analysis ratings. This study was the first to extend these findings to traditional job analysis, which covers other competencies in addition to personality. In addition, this study is the first to use operational field data instead of laboratory data.     

Reciprocal Influences of Personality and Job Characteristics Across Middle Adulthood

ABSTRACT The present research uses an economically diverse, middle-aged sample to examine the concurrent and longitudinal interplay between personality and occupational experiences. Using the Five-Factor Model of personality and the Demand-Control Model of the occupational environment as guiding frameworks, participants ( N =722) reported on their personality, job characteristics, and occupational history; a subset ( n =297) made the same ratings approximately 10 years later. Measured concurrently, emotionally stable, extraverted, open, and conscientious participants reported jobs with greater decision-making latitude, whereas disagreeable participants had more physically demanding and dangerous jobs. Longitudinal cross-lagged analyses revealed that personality was associated with changes in decision latitude, hazardous working conditions, and physical demands. None of the job characteristics predicted change in personality at the factor level. Thus, personality shaped occupational experiences, but occupational experiences had minimal impact on personality. Support for the Five-Factor Theory perspective and implications for environmental approaches to personality development are discussed.     

Recalled Parent-Child Relations and Adult Personality

Adult children's ratings of their parents' behaviors on the Parent-Child Relation Questionnaire II were correlated with self-reports and peer ratings of personality on the NEO Personality Inventory in a sample of 619 men and women aged 21 to 96. Individuals who reported that their parents were loving scored lower in neuroticism and higher in extraversion, openness to experience, agreeableness, and conscientiousness. Individuals, especially men, who described their parents as casual rather than demanding were lower in extraversion and conscientiousness, but higher in openness. Parental attention (i.e., spoiling) was associated with extraversion and low agreeableness. Several of these correlations were replicated when peer ratings of personality were examined. However, all the associations were modest, and several alternative explanations suggest that the correlations may exaggerate the influence of these child-rearing practices on adult personality. Parental behaviors and attitudes seem to have less effect on broad dimensions of adult personality than traditionally supposed.     

MAPPING GENDER

Recent theoretical and empirical work on gender-related attributes suggests a multifactorial approach, with masculine and feminine characteristics composed of many different areas: instrumentality/expressiveness in personality, occupations and leisure interests, physical/material attributes, stylistic and symbolic behaviors, social relationships, feminist attitudes, and self-rated masculinity/femininity. This article tests the multifactorial approach by measuring variables in every area by questionnaire and videotape in a sample of undergraduates. Bivariate correlations and factor analysis reveal a robust factor linking occupations and leisure interests for both men and women. Women's gender-related attributes show little coherence outside this factor. Men display a "male dominance" factor connecting low expressiveness, sports interest, male friends, sitting with knees wide apart, and conservative attitudes toward feminism. The results support a multifactorial approach but also uphold a link for men between masculine attributes and more traditional attitudes toward gender roles.     

Person perception through facial photographs: Effects of glasses,hair, and beard on judgments of occupation and personal qualities

Thirty-two photographs of male faces, four for each combination of the presence and absence of glasses, hair, and beard, were rated by 75 judges on 23 scales, assessing the typicality for 15 occupations as well as eight personal qualities. The effects of facial attributes on ratings formed characteristic profiles for the different scales. The pattern of correlations between facial attributes and factor scores from a factor analysis of the ratings indicates that the judges associated wearing glasses with intellectualism and goodness, being bald with idealism, and wearing a beard with unconventionality and goodness. In two further experiments, judges were to identify each of three faces with one of three or four occupations; the results confirmed the operativeness of the profiles from the rating experiment.     

A preliminary report on defenses and conflicts associated with borderline personality disorder

The authors present preliminary psychodynamic findings from a naturalistic study of borderline personality disorder compared to antisocial personality disorder and bipolar type II (depression with hypomania) affective disorder. An independent psychodynamic interview of each subject was videotaped from which ratings were made of the presence of 22 defense mechanisms and 11 psychodynamic conflicts. A factor analysis of ratings from 81 subjects supported the separation of borderline (splitting, projective identification) from narcissistic defenses (devaluation, omnipotence, idealization, mood-incongruent denial). While certain groups of defenses were associated with each diagnosis, defense ratings did not significantly discriminate the three diagnostic groups, suggesting a limit to their diagnostic value. Among 27 subjects rated, borderline personality was strongly associated with two conflicts: separation-abandonment, and a global conflict over the experience and expression of emotional needs and anger. Antisocial personality was psychodynamically distinct and more heterogeneous. Bipolar type II was associated with two hypothesized depressive conflicts: dominant other and dominant goal. Chronic depression, which was more common in both personality disorder groups than in bipolar type II, was associated with a third depressive conflict, overall gratification inhibition. Overall, conflicts were powerful discriminators of the three diagnostic groups. The heuristic value of these findings is discussed.