Hiring Rankings of Immigrant Job Applicants: Immigrants’ Acculturation Strategies and Managers’ Personality Trait Perception

This study examines how non-Western immigrants' acculturation strategies are related to managers' hiring rankings. It examines whether hiring managers differ in personality trait inferences depending on whether the candidate is a Turkish immigrant or a native Norwegian. Managers (N?=?436) evaluated three job applicants in terms of personality and hirability. Across three experimental conditions, the information of one (target) was manipulated and presented as either a native, as an integrated Turkish immigrant, and as a separated Turkish immigrant. The separated Turkish target received lower hirability rankings compared with the other target applicants. The integrated Turkish target was rated as more open, extraverted, conscientious, agreeable, and neurotic than the two other targets. Personality ratings of the Norwegian and the separated Turkish target did not differ significantly. Evaluations of personality were associated with hiring ranking of the Norwegian target only.     

Sex stereotypes and implicit personality theory. II. A trait-inference approach to the assessment of sex stereotypes

Two experiments were conducted to assess sex stereotypes using the trait-inference method originated by Asch (1946). In both, subjects were asked to make inferences about the personality of a male or a female stimulus target who was introduced by a brief list of traits. In Experiment 1 this trait list described the target as either good or bad in intellectual activities and as either warm or cold while in Experiment 2 the introductory list comprised traits which are relatively neutral in terms of evaluation. Subjects rated the stimulus persons on adjective scales selected to reflect dimensions of personality perception reported in previous research. In both studies, male targets were rated significantly higher than females in terms of the Intellectual Desirability dimension. In addition, female targets tended to be rated higher on Communion in Experiment 1 (p<.06), and lower than males on Potency in Experiment 2 (p<.07). No differences as a function of stimulus sex were obtained for Social Desirability, Activity, and Agency. The results suggest that the dimension of implicit personality theory most closely associated with perceived sex differences is a combination of Intellectual Desirability and Potency. The male end of this dimension is relatively well defined by traits which convey a hard-headed, rational approach to problem solving. The female end is much less elaborated and consists of traits reflecting soft-heartedness.     

How people make support judgments: individual differences in the traits used to infer supportiveness in others.

Social support and other social judgments are composed of several distinct components, of which relationship effects are an important part. With regard to support judgments, relationship effects refer to the fact that when judging the same targets, people differ systematically in whom they see as supportive. One explanation for this effect is that people differ in how they combine information about targets to judge supportiveness. Participants rated the supportiveness of hypothetical targets and targets from their own social networks. Multilevel modeling identified the traits participants used to make support judgments. There were significant differences in the extent to which participants used different target personality traits to judge supportiveness. In addition, participant neuroticism predicted the extent to which participants used target neuroticism and agreeableness to judge supportiveness.     

The Liking-Similarity Effect: Perceptions of Similarity as a Function of Liking

In these two studies, we examined whether the inferences people make about likable and dislikable targets align with the predictions of balance theory. We hypothesized that people exhibit a liking-similarity effect by perceiving greater similarity with a likable person than a dislikable person. To test this hypothesis, we manipulated the likability of a target person and then assessed participants’ perceptions of similarity to that target person. In both studies, people rated likable others as more similar to themselves than dislikable others across a variety of domains (e.g., attitudes, personality characteristics, behaviors). In Study 2, individual differences in self-concept clarity, self-esteem, and preference for consistency moderated the liking-similarity effect.     

In-Group Favoritism Among Native and Immigrant Turkish Cypriots: Trait Evaluations of In-Group and Out-Group Targets

Abstract

The authors investigated whether in-group favoritism manifests itself as praise for the in-group or as denigration of the out-group. A total of 450 Turkish Cypriots (248 native, 202 immigrant) judged the applicability of positive and negative trait words to in-group and out-group targets. Both the native and the immigrant groups judged the positive traits as more applicable to their respective in-groups than to the out-group. The native group evaluated the negative social traits as more applicable to the immigrant group. The immigrant group also judged the negative social traits as more applicable to themselves. The two groups did not differ in their judgments for more personal negative traits.     

You are Cruel Even If He Did It: Behavior and Face Processing in Spontaneous Trait Inference and Transference

Spontaneous trait inferences (STIs) occur when people infer, without intention or awareness, personality traits from other people’s behaviors. Spontaneous trait transferences (STTs) occur when the trait inferred from the behavior of an actor is erroneously transferred to a person who is not the actor of the behavior. Here, we show that STIs and STTs are similar in the activation of the trait from the behavior and they differ in the link that is established between the inferred trait and the person, with stronger link being created in the STIs than in STTs.     

In-group favoritism among Native and immigrant Turkish Cypriots: trait evaluations of in-group and out-group targets

The authors investigated whether in-group favoritism manifests itself as praise for the in-group- or as denigration of the out-group. A total of 450 Turkish Cypriots (248 native, 202 immigrant) judged the applicability of positive and negative trait words to in-group and out-group targets. Both the native and the immigrant groups judged the positive traits as more applicable to their respective in-groups than to the out-group. The native group evaluated the negative social traits as more applicable to the immigrant group. The immigrant group also judged the negative social traits as more applicable to themselves. The two groups did not differ in their judgments for more personal negative traits.     

Extraversion,Neuroticism, and Face-Name Learning

Previous research has attempted to relate personality traits to paired-associate learning. We tested name recall as a function of extraversion and neuroticism (as assessed by the Eysenck Personality Inventory) and task difficulty. Face photographs were paired with one of three levels of information: names only (an easy task); names and occupations; or names, occupations, and interests (a difficult task). On the easy and difficult tasks, extraverted subjects recalled more names than did subjects scoring at the median or below on that trait. Contrary to expectations, subjects scoring high on neuroticism recalled more names than did subjects scoring low on that trait. Neither trait was significantly related to recall on the moderately difficult task. There was no interaction between traits for name recall, but there was for interests: Neurotic introverts were significantly impaired at recalling interests, whereas the other subjects recalled interests better than names. These findings thus differ from those of paired-associate learning tasks using words and nonsense syllables.     

Seeing or smelling? Assessing personality on the basis of different stimuli

This study examines whether people can accurately assess personality on the basis of facial images and body odor and whether attractiveness influences these relationships. Three personality dimensions of target individuals – neuroticism, extraversion and dominance – were measured with the NEO Five-Factor Inventory, a one-item measure of dominance and the reports of close acquaintances. Naive observers assessed neuroticism and dominance at above-chance levels based on body odor, and they assessed extraversion (and in some cases, neuroticism) at above-chance levels based on either facial images alone or body odor and facial images presented together. The accuracy differed depending on the sex of the targets and the raters. In addition, facial and body odor attractiveness predicted the targets’ personalities and the assessments of their personalities. These results show that the accuracy of personality assessment changes when judges assess different types of stimuli.     

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.     

Jungian personality typology and the recall of everyday and archetypal dreams

Hypotheses concerning the relations among personality types, neuroticism, and the recall of archetypal dreams were derived from Jungian theory. Dream records were obtained from a nonclinical population in two stages: first, recall of the most recent, most vivid, and earliest remembered dreams (N = 146), and then dream recall on awakening, over an average of 23 nights, from 30 of the first-sample subjects. A total of 697 dreams was recorded. Subjects also completed the Eysenck Personality Inventory (EPI) the Myers-Briggs Personality Inventory, and a Dreaming Questionnaire. Dream archetypality was rated in accordance with procedures of H. Y. Kluger. The distribution of archetypal dreams across earliest (n = 106), most vivid (n = 105), and most recent (n = 102) dream types matched Kluger's earlier results. The dream diary recall data showed that Jungian intuitives, as measured via Myers-Briggs continuous scores, recalled more archetypal dreams; introverts, as measured via Myers-Briggs continuous scores, recalled more everyday dreams; high EPI neuroticism scorers recalled fewer archetypal dreams. The results support several propositions of Jungian personality theory.     

A psychosocial study of hyperactive and learning-disabled boys

Adequately reading hyperactive boys, normally behaved learning-disabled (LD) boys, and normal controls were contrasted on tests measuring personality traits, cognitive role taking, and moral reasoning. Additionally, parents and teachers rated all children on a number of behaviors, and parents were interviewed in a process-oriented fashion to assess home stimulation potential. Hyperactive boys were rated more aggressive and anxious than LD boys and controls and had not been encouraged as much by parents to achieve. Hyperactives had been born to younger parents, on the average, and 25% lived with their mothers and stepfathers. None of the LD or control boys had stepfathers. The groups did not differ significantly in moral reasoning ability, cognitive role taking, or locus of control; on the Junior Personality Inventory hyperactives tended to have elevated scores on the neuroticism scale while LD boys had higher scores on the lie scale.This research was supported by Grant HDNS-09119 from the National Institute of Child Health and Human Development.     

Personality links to anger: Evidence for trait interaction and differentiation across expression style

Anger is a commonly experienced emotion, although marked individual differences in the expression of anger are observed. Basic dimensions of personality (e.g., Big Five traits) have been shown to predict the experience of trait anger; however, little work has addressed the personality correlates of broader conceptualisations of trait anger (e.g., inward or outward expressions). Additionally, while some recent work has suggested that basic personality traits may show interactive influences on anger expression this work has yet to be independently confirmed. In a large sample of adults we examined, firstly, how Big Five traits associated with several components of anger as measured by the State-Trait Anger Expression Inventory. Secondly, we examined whether these associations were further qualified by interactions between Big Five traits. Results indicated neuroticism and, to a lesser extent, (low) agreeableness, were the traits most associated with components of trait anger. Conscientiousness and extraversion were also noted to show links to more focal components of anger. Moderation was observed: conscientiousness moderated neuroticism’s relationship with anger control, and agreeableness and conscientiousness, in a three-way interaction, moderated neuroticism’s relationship with trait anger. These observations help to further clarify the role of Big Five personality traits as a foundation for the experiences of anger, demonstrating how anger style varies across personality configuration.     

Person theories: their temporal stability and relation to intertrait inferences

This article tests whether individual differences in inferring one trait from another (intertrait inferences) can be linked to lay beliefs about the malleability of personality (person theories). It finds that holding the belief that personality is malleable (incremental theory) rather than fixed (entity theory) at the time of inferences is associated with less extreme inferences involving semantically related (but not unrelated) traits. Although person theories have been assumed to be stable over time, existing short-term test-retest coefficients do not capture their instability over a longer period. These results can illuminate interrater discrepancies in assessments of personality pathology and job performance, enrich understanding of such phenomena as stereotyping and impression formation, refine the interpretation of past research involving person theories, and inform research planning.     

Accounting for job satisfaction: Examining the interplay of person and situation

In the present study, we investigate the interplay of personality traits (i.e., person) in frontline care staff in nursing homes and the way they relate to the residents (i.e., situation) to account for their job satisfaction. Participants completed a survey including Mini‐IPIP tapping the five‐factor model of personality, Individualized Care Inventory tapping four aspects of person‐centered care and job satisfaction. The results revealed that staff scoring high on neuroticism experienced less job satisfaction. This relationship was partly accounted for by resident autonomy, suggesting that part of the adverse influence of neuroticism on job satisfaction may be mitigated by organizations providing a supportive care environment. In contrast, staff scoring high on agreeableness experienced higher job satisfaction. This relationship was accounted for by another aspect of person‐centered care, that is, knowing the person. This suggests that agreeableness in a sense facilitated adjustment of acts of care toward the unique needs and preferences of residents and this partly explained why the more agreeable the staff was the more they felt satisfied at work. In sum, effects of personality traits on job satisfaction in care staff are partially mediated by the perception of working conditions and care policy and to the extent that a certain personality trait affects whether the staff have a positive or negative perception of the way they relate to the residents, they will experience, respectively, higher or a lower job satisfaction. This finding has implications for how to combine a focus on delivering person‐centered care with improving personal job satisfaction.     

Target Meaning-Making of Workplace Incivility Based on Perceived Personality Similarity with Perpetrators

Abstract

Target meaning-making of incivility (i.e., the ways targets assess uncivil events) has received attention as an important mediating mechanism in explaining the varied outcomes of incivility. The present study draws on person-environment (PE) fit theory, as well as the similarity-attraction paradigm and repulsion hypothesis, to uncover how perceived personality (dis)similarity affects both cognitive (i.e., attribution, negative appraisal) and emotional reactions (i.e., hostility) to incivility. Specifically, we examine whether incongruence between target personality and perceived perpetrator personality worsens target meaning-making (vice versa for personality congruence). Study 1 (N?=?479 employees) addressed (dis)similarity in agreeableness, while Study 2 (N?=?296 working adults) addressed (dis)similarity in neuroticism. Based on polynomial regressions with response surface modeling, the results generally supported the hypotheses. Along the line of dissimilarity, targets often assessed (i.e., attributed intent to, appraised, reacted emotionally to) uncivil events more negatively when they perceived personality dissimilarity with perpetrators. However, similarity in personality did not always have the opposite effect by buffering against negative assessments; meaning-making was worse when both parties scored high on neuroticism. Implications for workplace incivility and PE fit literatures are discussed, along with practical implications that highlight information elaboration and perspective taking.     

All smiles perceived equally: Facial expressions trump target characteristics in impression formation

Race, gender, and emotionally expressive facial behavior have been associated with trait inferences in past research. However, it is unclear how interactions among these factors influence trait perceptions. In the current research, we test the roles of targets’ race, gender, and facial expression along with participants’ culture in predicting personality ratings. Caucasian and Asian-American participants rated the big-5 personality traits of either smiling or inexpressive photographs of Caucasian and Asian male and female faces. Ratings of extraversion, agreeableness, and conscientiousness differed significantly across inexpressive targets as a function of race and gender categorization and individual characteristics. Smiling was associated with reduced variation in perceptions of targets’ extraversion and agreeableness relative to ratings made of inexpressive targets. In addition, participant culture generally did not significantly impact trait ratings. Results suggest that emotionally expressive facial behavior reduces the use of information based on race or gender in forming impressions of interpersonally relevant traits.