An application of belief‐importance theory with reference to trait emotional intelligence,mood, and somatic complaints

Petrides, K.V. (2011). An application of belief‐importance theory with reference to trait emotional intelligence, mood, and somatic complaints. Scandinavian Journal of Psychology 52, 161–167. This article describes the basic principles of belief‐importance (belimp) theory and tests them in two empirical studies. Belimp theory hypothesizes that personality traits confer a propensity to perceive convergences and divergences between our belief that we can attain goals and the importance that we place on these goals. Belief and importance are conceptualized as two coordinates, together defining the belimp plane. Four distinct quadrants can be identified within the belimp plane (Hubris, Motivation, Depression and Apathy), broadly corresponding to the personality dimensions of trait emotional intelligence, conscientiousness, neuroticism and introversion. Study 1 (N = 365) defines the four quadrants in relation to goals about financial security and shows that they score differently on trait emotional intelligence, mood and somatic complaints. Study 2 (N = 230) defines the quadrants in relation to goals about appearance and, separately, in relation to goals about popularity, and replicates the findings of the first study. Strategies and requirements for testing belimp theory are presented, as are a number of theoretical and practical advantages that it can potentially offer.     

An application of belief–importance theory in the domain of academic achievement

Background. Belief–importance (belimp; Petrides, 2010a,b ) theory posits that personality traits confer on the individual a propensity to perceive convergences and divergences between their belief that they can attain goals and the importance that they place on these goals. The theory suggests that these convergences and divergences have important implications for affect, motivation, and action. Aims. To test belimp theory using performance‐based criteria relating to academic achievement and constructs from the personality domain. Samples. Two hundred and forty‐two students, of whom 121 were male and 117 were female (4 unreported). They were approximately 18 years old at the time of testing. Methods. Data were collected on the belief and importance of academic achievement, the Giant Three personality dimensions, and trait emotional intelligence (trait EI). Academic achievement was operationalized via Key Stage 3 and A‐level assessment results. Results. Four hypotheses concerning academic achievement were tested and confirmed, with the Motivation quadrant scoring higher than the other three belimp quadrants (Hubris, Depression, and Apathy). Four hypotheses concerning personality were tested, of which two were confirmed, with the Hubris quadrant scoring highest on psychoticism and the Depression quadrant scoring highest on neuroticism. Four hierarchical regressions demonstrated the incremental validity of the belief and importance belimp coordinates over the Giant Three personality dimensions in the prediction of academic achievement. Conclusions. The results are encouraging for belimp theory and complement similarly supportive findings in Petrides (2010b,c) .     

The Roles of Personality Traits and Vocational Interests in Explaining What People Want Out of Life

Life goals reflect people’s aspirations of what they want to become and what kind of life they want to live. In two student samples from the United States (N = 385) and Iceland (N = 1338), we used hierarchical regression and relative weights analyses to first replicate Roberts and Robins (2000) finding that Big Five personality traits predict major life goals, and then to test whether vocational interests have incremental validity in explaining major life goals over and above personality traits. Overall, vocational interests explained larger amounts of variance in major life goals than personality traits, and added incremental validity above and beyond personality traits. Expectations about specific linkages were largely confirmed across the two samples, providing implications for theory and practice.     

Predictors of volitional personality change in younger and older adults: Response surface analyses signify the complementary perspectives of the self and knowledgeable others

Goals to change personality traits have been linked to self-rated Big Five traits. Extending previous research, we investigated the associations between change goals and diverse personality characteristics (e.g., self-esteem), other-rated Big Five traits, and self-other agreement in an age-heterogeneous sample (N = 378). Results replicated previous associations of change goals with age and self-rated traits. Additionally, change goals were stronger when others rated a person’s traits as low and when self-other agreement about traits was greater for extraversion, agreeableness, and conscientiousness. Associations of additional personality characteristics with change goals diminished when we controlled for the Big Five traits. We conclude that goals to change personality traits primarily reflect the perspective of the self and, for some traits, of knowledgeable others.     

Cybernetic Big Five Theory

Cybernetics, the study of goal-directed, adaptive systems, is the best framework for an integrative theory of personality. Cybernetic Big Five Theory attempts to provide a comprehensive, synthetic, and mechanistic explanatory model. Constructs that describe psychological individual differences are divided into personality traits, reflecting variation in the parameters of evolved cybernetic mechanisms, and characteristic adaptations, representing goals, interpretations, and strategies defined in relation to an individual’s particular life circumstances. The theory identifies mechanisms in which variation is responsible for traits in the top three levels of a hierarchical trait taxonomy based on the Big Five and describes the causal dynamics between traits and characteristic adaptations. Lastly, the theory links function and dysfunction in traits and characteristic adaptations to psychopathology and well-being.     

Where birds flock to get together: The who,what, where,and why of mate searching

An understudied area of personality psychology is how personality traits might facilitate structuring of one’s environment toward goals like mating. In four studies (N = 1325), we examined (1) self-reports of where individuals go to find long-term and short-term mates, (2) how personality traits are associated with the use of these locations, and (3) how the sexes differ in their selection of mate search locations. Men were more likely than women were to use short-term (e.g., bars) than long-term (e.g., community events) niches, but did not differ in success in those niches and agreed on the nature of those niches. Slow life history traits, conscientiousness and agreeableness, were linked to preferences for long-term niches whereas, fast life history traits, narcissism and dishonesty, were linked to preferences for short-term mating niches.     

Inside the happy personality: Personality states,situation experience,and state affect mediate the relation between personality and affect

Personality traits are strongly related to affect, but the mechanisms accounting for this association remain mostly unclear. We test a new theoretical model that proposes that personality states, situation characteristics, and affective states mediate the relation between personality traits and trait affect. Data from an experience sampling study (N = 206; 4381 observations) indicate that personality traits are associated with personality states and experienced situation characteristics, personality states and experienced situation characteristics are associated with state affect, state affect is associated with trait affect, and that these variables indeed mediate the relation between personality traits and trait affect. These results emphasize the importance of daily experiences for trait-level variables and call for further research on the interplay between personality, behavior, situations, and affect.     

How our work influences who we are: Testing a theory of vocational and personality development over fifty years

This study examines the developmental influences of occupational environments on personality traits from childhood to adulthood. We test aspects of a theory of vocational and personality development, proposing that traits develop in response to work experience following corresponsive and noncorresponsive mechanisms. We describe these pathways in the context of situations of vocational gravitation and inhabitation. In a sample from the Hawaii personality and health cohort (N = 596), we examined associations of childhood and adulthood personality traits, with occupational environments profiled on the RIASEC model. Mediations tests confirmed that work influenced personality development from childhood to adulthood for Openness/Intellect. We observed multiple reactivity effects of occupation environments on adulthood traits that were not associated with corresponding selection effects.     

Who wants to become more conscientious,more extraverted,or less neurotic with the help of a digital intervention?

Desires to increase in extraversion and conscientiousness as well as to decrease in neuroticism are the three most prevalent personality change goals. This study describes characteristics of people who wanted to change one of these personality traits (total N = 1196) with the help of a digital personality change intervention. The extent to which characteristics predicted the selection of one change goal over the other two was explored using machine learning. Individuals desired to change traits with lower (in case of desires to increase) or higher (in case of desires to decrease) self- and observer-reports and with greater self-other discrepancies. This identification of characteristics of people who desired to change certain personality traits informs future interventions.     

From personal goals disclosed to personality judgments composed: Trait perceptions made on the basis of idiographic goals

Traits and goals represent discrete units of personality. Here, we examined the consensus, validity, and cues of trait judgments made on the basis of targets’ goals. Targets (N = 409) generated lists of personal goals and rated their traits. Observers were provided with targets’ (a) lists of goals, (b) first goals, or (c) fifth goals, and then reported trait judgments of targets. Perceptions of targets, which were formed on the basis of the emotional content of goals, were largely consistent among observers. Furthermore, observer reports made on the basis of participants’ lists of goals converged with self-reports of all traits whereas reports made on the basis of single goals converged with self-reports of certain (e.g., extraversion), but not all, traits.     

Goals and plans for Big Five personality trait change in young adults

Four studies were conducted on young adults’ goals and plans to change personality traits. In Study 1, a new trait change goal assessment tool, the BF-TGI, found Neuroticism to be the most frequently cited trait for a change goal. In Study 2, data was gathered from the UK, Iran and China. Iran showed a higher prevalence of normative change goals than the UK and China. Study 3 investigated plans to change traits. Extraversion and Conscientiousness plans were more specific than for the other traits. Study 4 investigated whether goals and plans to change predict change over 12 months, and found that goals and plans to change Conscientiousness and Neuroticism predicted change in the opposite direction to the goal.     

Gratitude,forgivingness, and well-being in adulthood: Tests of moderation and incremental prediction

Following recent guidelines for moral personality research, this study sought to provide insights into how moral personality traits influence well-being in adulthood. Using a large sample of Swiss adults (N?=?962), we examined the roles of gratitude and forgivingness on well-being in adulthood (assessed as positive affect, negative affect, optimism, pessimism, and satisfaction with life). Our results point to three primary findings. First, grateful and forgiving adults report greater well-being in adulthood and these effects are not moderated by age, gender, or marital status. Second, both traits uniquely predict well-being when controlling for each other, suggesting the importance of studying multiple moral personality variables. Third, these two traits largely remained significant predictors of well-being when controlling for the Big Five traits. Results are discussed with respect to their place within current directions in moral personality research as well as how they provide a foundation for future work.     

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.     

Goal and personality trait development in emerging adulthood

The present research examined continuity and change in the importance of major life goals and the relation between change in goals and change in personality traits over the course of college (N = 298). Participants rated the importance of their life goals 6 times over a 4-year period and completed a measure of the Big Five personality traits at the beginning and end of college. Like personality traits, life goals demonstrated high levels of rank-order stability. Unlike personality traits assessed during the same period and in the same sample, the mean importance of most life goals decreased over time. Moreover, each goal domain was marked by significant individual differences in change, and these individual differences were related to changes in personality traits. These findings provide insights into the relatively unstudied question of how life goals change during emerging adulthood.     

Personality,dangerous driving,and involvement in accidents: Testing a contextual mediated model

The present study tested the role of various personality traits in explaining dangerous driving and involvement in accidents, using a contextual mediated model (N = 311). We initially found direct effects of personality traits on dangerous driving indicators (Big-5, Dark Triad, sensation seeking, aggression, and impulsivity). Subsequently, personality variables with predictive power were tested in the mediation model. Indirect effects of anger, psychopathy and sensation seeking on the history of involvement in traffic accidents were found, which was predicted directly by risky driving. The results are discussed based on the characteristics of each trait. Overall, our research replicates and extends previous findings and highlights the importance of psychological evaluations (e.g., personality test) when prospective drivers are applying for a driver license.     

The validity of formal and informal personality assessments

Two recent articles by M. Burisch (1984, American Psychologist, 37, 214–227; 1984, Journal of Research in Personality, 18, 81–98) have presented data bearing on the traditional methods by which personality is assessed. Based on a review of selected empirical studies and analyses of new data, Burisch has concluded that (a) single-item global self-ratings generally yield greater coefficients of criterion validity than questionnaire measures of the same traits, and (b) most existing personality questionnaires can be shortened considerably without any consequent loss in validity. These conclusions stand in direct contrast to previous appeals by Epstein and others for the use of extensive aggregate measures of personality derived according to the axioms of psychometric theory. In response to Burisch, we describe measurement artifacts and strategies of test item selection that account for some of his conclusions and we reiterate the need for the application of conventional construct-based questionnaires in the assessment of personality.     

General causality orientations are distinct from but related to dispositional traits

This study examines overlaps and distinctions between concepts of individual differences in the five-factor model and self-determination theory. Participants were 223 Danish adults (age M = 43.74; 60.09% women) originating in a national probability sample. Participants completed questionnaires of personality traits (NEO-FFI) and general causality orientations (GCOS). Distinct and overlapping latent models were tested using structural equation modeling, statistical re-sampling, and confirmatory factor analysis. Results indicate that all three causality orientations are distinct from but related to traits. From a perspective of integrative personality psychology, general causality orientations can be conceived of as characteristic adaptations.     

Reinforcement sensitivity theory as a predictor of senior-executive performance

This paper develops and tests links between the reinforcement sensitivity theory of personality and senior-executive job performance, hypothesising that the theory’s personality traits, known as ‘BIS’ and ‘BAS’, will interact to predict performance. 167 chief and second-tier executives completed Carver and White’s (1994)BIS/BAS Scales, and had their overall performance rated by a superior or peer using four items. Structural equation modeling showed that while BAS has no main effect and BIS has a marginally significant effect on performance (p = 0.07), BIS and BAS interact to predict performance (p = 0.01), the optimal scenario being a combination of high BAS and low BIS. These results show the importance of testing traits’ interactions in applied personality research.     

Dreaming and personality: Wake-dream continuity,thought suppression,and the Big Five Inventory

Studies have found relationships between dream content and personality traits, but there are still many traits that have been underexplored or have had questionable conclusions drawn about them. Experimental work has found a ‘rebound’ effect in dreams when thoughts are suppressed prior to sleep, but the effect of trait thought suppression on dream content has not yet been researched. In the present study participants (N = 106) reported their Most Recent Dream, answered questions about the content of the dream, and completed questionnaires measuring trait thought suppression and the ‘Big Five’ personality traits. Of these, 83 were suitably recent for analyses. A significant positive correlation was found between trait thought suppression and participants’ ratings of dreaming of waking-life emotions, and high suppressors reported dreaming more of their waking-life emotions than low suppressors did. The results may lend support to the compensation theory of dreams, and/or the ironic process theory of mental control.