MULTIPLE-ACT CRITERIA IN THE VALIDATION OF COMMUNICATION TRAITS: WHAT DO WE GAIN AND WHAT DO WE LOSE?

Recent dissatisfaction with trait explanations of human communication has given rise to the use of multiple-act criteria in co-relational studies of trait/behavior relationships. In order to overcome the practical problems of gathering multiple-act data, researchers have relied on self-reports. It was hypothesized that the use of self-reports has led to biased estimates of the utility of the multiple-act approach. This hypothesis was generally supported and its implications examined.     

人格特质与外显自尊和内隐自尊的关系

自尊被认为与人格特质之间存在紧密的联系。近年来社会认知研究领域发现,在传统“外显自尊”以外,个体还存在一个“内隐自尊”结构。由于中国人格结构与西方“大五”人格结构存在系统性的差异,本研究试图考察在中国文化下个体的人格特质与自尊水平之间的关系。结果发现,外显自尊主要与中国人人格结构中的“自我指向”的人格特点关系紧密;内隐自尊作为一个独立于外显自尊的内隐态度结构,与各个人格特质不存在显著的相关     

BEYOND PERSONALITY TRAITS: A STUDY OF PERSONALITY STATES AND SITUATIONAL CONTINGENCIES IN CUSTOMER SERVICE JOBS

Although the interactionist approach has been applied to understanding situational influences on the expression of personality at work, examination of within‐person variation in personality trait expression in the workplace is lacking. Using experience sampling methodology, this study examined the moment‐to‐moment influences of situational characteristics on personality states (i.e., situational contingencies) during social interactions on 56 customer service employees over 10 days at work. At the within‐individual level, state Conscientiousness was associated with the immediacy of the task, and state Extraversion and Agreeableness were associated with the friendliness of the other party in the interaction. At the between‐individual level, self‐monitoring did not moderate the associations between situational characteristics and personality states but predicted the mean level of state Conscientiousness at work over and above trait Conscientiousness. Contrary to expectations, the relationship between state Extraversion and friendliness was weaker in customized service jobs than in noncustomized ones.     

GENDER-ROLE PERSONALITY TRAITS IN JAPANESE CULTURE

The etic (universal) aspect of gender-role personality traits was examined in Japanese culture. The Bem Sex Role Inventory (BSRI; Bem, 1974, 1977) was validated for the Japanese culture and modified for this study. An investigation of the personality traits among 1,227 college students using the Japanese BSRI indicated that male students scored significantly higher on the Masculine scale than the female students, whereas they did not differ from each other on the Feminine scale. It was also found that both female and male students scored significantly higher on the Femininity than on the Masculinity scale.     

上海股民的投资行为与个性特征研究

采调查分析法,对上海的股票投资者进行了有关投资行为特点和个性心理牲方面的调查研究。结果表明：投资行为表现为中小投资者众多,资产组合单一等特点;经因素分析发现,影响股票投资绩效的主要维度是性格品质、能力、社会经济环境;气质是影响投资行为的一个重要因素,但对投资绩效没有影响。最后,文中对股票投资者提出了一些心理对策。     

事故驾驶员与安全驾驶员人格特征的比较研究

本研究采用柳井晴夫等人编制的新性格检查问卷,对６０名公交车驾驶员的人格特征进行了测量．结果表明：（１）事故组驾驶员与安全组驾驶员在五个人格特征上存在显著性差异,其中事故组驾驶员攻击性、神经质倾向较强,而持久性、协调性和同情性较差．（２）男性事故组驾驶员与安全组驾驶员在四个人格特征上存在显著性差异,其中事故组驾驶员攻击性和神经质倾向较强,但持久性和协调性较差。（３）女性事故组驾驶员与安全组驾驶员在两个人格特征上存在显著性差异,前者较后者攻击性强,但缺乏同情性．（４）性别在１２项人格特征上无显著性差异．本研究结果可为设计制定专门应用于交通领域的人格测验,以及对驾驶员的选拔、培训、教育和管理提供一定的理论依据．     

SELF-MONITORING AS A MODERATOR OF THE RELATIONSHIPS BETWEEN PERSONALITY TRAITS AND PERFORMANCE

This study examined the hypothesis that self-monitoring moderates the relationship between Big Five personality traits and interpersonal performance. The findings from a sample of 102 employed Executive MBA students reveal that when self-monitoring was high the relationships between 3 of the Big Five personality traits (Extraversion, Emotional Stability, and Openness to Experience) and supervisory ratings of interpersonal performance were attenuated. These effects were replicated using peer ratings of interpersonal performance for Extraversion and Emotional Stability but not for Openness to Experience. Further, as expected, self-monitoring did not moderate the relationships between personality traits and supervisory or peer ratings of task performance. Implications for future research in the area of personality and other motivational theories are discussed.     

护士职业的人格特质研究

采用Ｙ－Ｇ性格测验问卷,对临床护士和在读护生共３９０人,进行了心理测评,展开了护士职业的人格特质研究。研究结果表明：优秀护士群体的性格类型和某些人格特质显著地优于一般护士群体;优秀护士与一般护士间所显现出显著差异的人格特质,对于护士角色人格的构成具有决定性影响;Ｙ－Ｇ性格测验的Ａ型性格类型评定对于护士职业的心理选拔显现特异性趋势;整个测评研究结果,基本支持＂护士个体人格特质与角色人格特质的匹配模式＂等理论假设．     

个性心理特点对神經衰弱及高血压病心理治療的影响

关于个性心理特点在某些疾病中的作用,长期的医疗实践已积累有丰富的經驗。如内經灵枢中的阴阳12人論,即是两千年前我国医学界在这方面的一个初步概括。本世紀初,C.A.苏哈諾夫曾以专著論述某些个性特点与不同神經官能症的联系。但科学地闡述这     

A PSYCHOPHYSICAL APPROACH TO THE STUDY OF PERSONALITY TRAITS

A total of 366 school children were rated by 12 teachers in respect of 11 personality traits. In a laboratory experiment, a group of 10 teachers estimated the degree of perceived similarity between the same traits. In a second laboratory experiment, estimates were obtained of the frequency with which the traits occur together. It was found that similarity of traits was proportional to the squared coefficient of inter-trait ccmelation. A similar relation was demonstrated for estimated co-frequency and inter-trait corre- lation. Furthermore, factor analyses of the three sets of data revealed essentially the same three factors of Intelligence, Sociability and Dependability. The results are discussed within a psychophysical framework regarding the subjects rated and traits estimated as stimuli in a person-perception experiment.     

ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS

This study investigated whether interviewers can assess Big Five personality traits during a job interview. Four raters (self, interviewer, friend, and stranger) assessed the applicant's personality. Results from ratings for 73 applicants demonstrated that interviewer ratings of applicant personality correlate higher with self-ratings ( = .28) than do stranger ratings ( = .09) but less than ratings from close friends ( = .39). However, correlations between interviewer ratings and self-ratings were smaller for the two job-relevant personality traits, Conscientiousness ( = .16, n.s.) and Emotional Stability ( = .17, n.s.) than for the other three personality traits. Variance in ratings suggested the applicants managed their self-presentation on these two traits during the interview. Thus, although interviewers can and do assess personality during the interview, they are not able to assess those traits that would best predict later job success. Finally, the moderating effect of interview design (i.e., structure and content) was assessed. The results revealed that job-relevant interviews, situational interviews, and behavioral interviews did not affect an interviewer's ability to assess personality. Although there was a small (positive) effect for more structured interviews, this affect was modest. The results of this study suggest that future research should examine whether the interview can be designed to assess personality directly, and what the gains to predictive validity are by doing so.     

BORDERLINE PERSONALITY TRAITS AND INTIMATE PARTNER AGGRESSION: AN INTERNATIONAL MULTISITE, CROSS-GENDER ANALYSIS

Although research has consistently shown that men and women use intimate partner aggression (IPA) at approximately equal rates, there is little empirical research on whether the predictors of IPA are the same for men and women. The current study investigated whether borderline personality (BP) differentially predicted the use of IPA for men and women across 67 university sites from around the world. Results showed that BP predicted several forms of IPA and that gender did not moderate the association between IPA and BP. Although the strength of the association between IPA and BP significantly differed across sites, it was in the predicted direction for the overwhelming majority of sites. Implications of these results and suggestions for future research are discussed.     

中学生人格特质、主观应激与应对风格之间的关系

旨在构建中学生的人格特质、主观应激与应对风格之间的关系模型。采用问卷的方法,被试来自成都的四所中学,共607人。探索性因素分析和路径分析结果表明：中学生的应对风格可以分为主动应对和被动应对;不同类型的主观应激之间可能存在潜在关系;主动的应对风格只受到人格特质（外向/内向性、责任心）直接作用;被动的应对风格除了受人格特质的直接和间接作用外,还受到主观应激的影响。     

中学教师的人格特点研究

采用以“大五因素”人格理论编制的NEO人格问卷修订本(NEO-PI-R),对1005名中学教师五种典型的人格特质及其教师特征因素进行分析。结果表明:中学教师五种人格特质的宜人性和尽责性得分最高,神经质特质得分最低。中老年教师的尽责性特质显著高于年轻教师。从教师特征因素来看,中学教师在人格宜人性方面存在性别差异,25岁以下的高学历教师在人格的开放性上显著高于其他年龄的教师,而不同职称的教师在人格各个特质上均不存在差异。     

RELATIONSHIP OF PERSONALITY TRAITS AND COUNTERPRODUCTIVE WORK BEHAVIORS: THE MEDIATING EFFECTS OF JOB SATISFACTION

This study used path analysis to test a model that posits that relevant personality traits will have both direct relationships with counterproductive work behaviors (CPBs) and indirect relationships to CPBs through the mediating effects of job satisfaction. Based on a sample ( n = 141) of customer service employees, results generally supported the hypothesized model for both boss- and self-rated CPBs. Agreeableness had a direct relationship with interpersonal counterproductive work behaviors (CPB-I); Conscientiousness had a direct relationship with organizational counterproductive work behaviors (CPB-O); and, job satisfaction had a direct relationship to both CPB-I and CPB-O. In addition, job satisfaction partially mediated the relationship between Agreeableness and both CPB-O and CPB-I. Overall, results show that personality traits differentially predict CPBs and that employees' attitudes about their jobs explain, in part, these personality–behavior associations.