Beyond Present-Day Personality Assessment: An Encouraging Exploration of the Measurement Properties and Predictive Power of Subjective Lifetime Personality

Life-span theory suggests that one possible extension to standard personality instruments would be to instruct subjects to respond to items with reference to specific time periods within their lives. Such extension we suggest labeling as subjective lifetime personality. Adding to previous research demonstrating mean-level differences in responses to such instructional lifetime variations, the present study explored two psychometric properties (measurement structure, predictive power) of such instructional variations. Using abbreviated versions of a standard assessment of the five-factor model of personality (NEO, Costa & McCrae, 1989) and of a personality instrument sensitive to adult-developmental change (Ryff, 1989), 398 adult women and men (age range: 26 to 64) described their personality or psychological well-being under three conditions: standard (present reports of present-day personality), retrospective (present reports of personality when 20–25 years old), and anticipative (present reports of personality when 65–70 years old). Results showed that measurement properties of personality scales were only minimally affected by instructional variation. Most importantly, present retrospections of past lifetime personality and anticipations of future lifetime personality predicted unique variance in a variety of current-day outcomes beyond that predicted by standard self-reports of present-day personality.     

The combined effect of ratee's bodyweight and past performance information on performance judgments

Few studies have examined how various biases operate in combination to influence performance judgments. Along these lines, the current study used experimental methods to test four competing models of the combined influence of ratee's bodyweight and past performance information on performance judgments. Results were consistent with an additive model, such that ratee's bodyweight and information about ratee's past performance combined independently to affect performance judgments. Consistent with a double disadvantage effect, the least favorable performance judgments were made for an overweight ratee with poor previous performance. Finally, mixed evidence was obtained for the interaction of ratee's bodyweight and perceptions of ratee's physical attractiveness, such that high‐perceived attractiveness buffered against the otherwise negative performance ratings associated with overweight status.     

The Fascination of Wisdom: Its Nature, Ontogeny, and Function

ABSTRACT— Wisdom has intrigued both scholars and laypersons since antiquity. On the one hand, its seemingly ethereal yet obvious qualities are timeless and universal. On the other hand, these same qualities are evolving and responsive to historical and cultural change. Novel societal and personal dilemmas emerge over time, and the ways and means to deal with recurring dilemmas are revisited and updated with prudence. Building on philosophical analyses of the role of theoretical and practical wisdom in good conduct and judgment about life matters, psychologists have begun to apply scientific methods to questions about the nature, function, and ontogeny of wisdom. We outline these research directions and focus on the Berlin Wisdom Paradigm, which was one of the first attempts to bring wisdom into the laboratory. Future research on wisdom would profit from interdisciplinary collaboration and creative application of new methods drawn from developmental, social, and cognitive psychology.     

Innovative Ideas on How Work-Family Research Can Have More Impact

The commentaries on our focal article agreed with its main premise that work-family research should follow new strategies to improve its practical impact, and made suggestions clustering into three main themes. The first theme built on our suggestion to improve the research focus, terminology, and framing of work-family research. These essays offered additional ideas such as decoupling work-family from work-life research, and examining contextual factors more deeply. The second theme focused on how to better apply the findings from work family research. These commentaries provided social change approaches for making work-family issues more central to key stakeholders and to organizations. The third theme focused on broadening our scope to the societal level. These editorials advocated tactics supporting the development of basic rights of work-life balance within and across nations.     

Wisdom-related knowledge: affective, motivational, and interpersonal correlates

This study investigated the connection between wisdom as a body of expert knowledge about the meaning and conduct of life and indicators of affective, motivational, and interpersonal functioning. Structural equation analyses showed that individuals higher on wisdom-related knowledge reported (a) higher affective involvement combined with lower negative and pleasant feelings, (b) a value orientation that focused conjointly on other-enhancing values and personal growth combined with a lesser tendency toward values revolving around a pleasurable life, and (c) a preference for cooperative conflict management strategies combined with a lower tendency to adopt submissive, avoidant, or dominant strategies. These findings corroborate the theoretical notion that wisdom involves affective modulation and complexity rather than the predominant seeking of pleasure and also a joint motivational commitment to developing the potential of oneself and that of others.     

Reduction of work-family conflict through the use of selection, optimization, and compensation behaviors

Prior research has examined both the antecedents to and outcomes of work-family conflict. However, little is known about the existence and efficacy of behavioral strategies that may be used by individuals to reduce the amount of stressors experienced both on the job and at home, which result in work-family conflict. The purpose of this study was to examine the role of selection, optimization, and compensation (SOC) behaviors in relation to both job and family stressors and work-in-family (WIF) conflict and family-in-work (FIW) conflict. Results suggest that the use of general SOC behaviors in both the work and family domains are related to lower amounts of job and family stressors and subsequently lower amounts of WIF conflict and FIW conflict. In general, these results held true even when additional variables (e.g., hours worked, gender, job involvement, family involvement, social support, and supervisor support) were controlled. Implications of these results are discussed.     

The strong connection between sensory and cognitive performance in old age: not due to sensory acuity reductions operating during cognitive assessment

Cognitive aging research has documented a strong increase in the covariation between sensory and cognitive functioning with advancing age. In part, this finding may reflect sensory acuity reductions operating during cognitive assessment. To examine this possibility, the authors administered cognitive tasks used in prior studies (e.g., Lindenberger & Baltes, 1994) to middle-aged adults under age-simulation conditions of reduced visual acuity, auditory acuity, or both. Visual acuity was lowered through partial occlusion filters, and auditory acuity through headphone-shaped noise protectors. Acuity manipulations reduced visual acuity and auditory acuity in the speech range to values reaching or approximating old-age acuity levels, respectively, but did not lower cognitive performance relative to control conditions. Results speak against assessment-related sensory acuity accounts of the age-related increase in the connection between sensory and cognitive functioning and underscore the need to explore alternative explanations, including a focus on general aspects of brain aging.     

A meta-analysis of empirical studies of weight-based bias in the workplace

For nearly 30 years researchers have investigated how bodyweight affects evaluative workplace outcomes, such as hiring decisions and performance appraisals. Despite this, no meta-analytic review has been undertaken to quantify the negative impact that bodyweight has on such outcomes. The results of this meta-analytic study suggest that in relation to non-overweight individuals in the workplace, overweight individuals may be disadvantaged across evaluative workplace outcomes (d = −.52). Further, differences in magnitude of the effects of weight-based bias were found for hiring (d = −.70) and performance (d = −.23) outcomes.     

Understanding and Removing the Effects of Performance Cues on Behavioral Ratings

Previous research has demonstrated that performance information (e.g., prior supervisor ratings) can bias behavioral ratings. However, research has not fully explored the effects of performance cues on raters' memory. In addition, no studies have attempted to eliminate this performance cue effect. This study addressed these deficiencies by collecting both free recall and recognition memory measures while testing an unstructured free recall intervention. Results indicate that performance cues do affect the recall of performance relevant behaviors from memory. Contrary to expectations, free recall did not prove to be an effective intervention. Implications of these findings for future attempts to remove the performance cue effect are discussed.