From types to typological thinking: a reply to Asendorpf

We continue to disagree with Asendorpf ( 2006 ) on the best way to analyse Q‐sort data and on our priorities for personality research. We believe on statistical grounds that the large first factor found in inverse factor analyses of raw CAQ items tells us much about response norms, but little or nothing about individual differences. These emerge more clearly in analyses of standardised items, which show the familiar dimensions of the Five‐Factor Model. Based on our research on types and the mixed results reported by other researchers, we do not believe that replicable empirical types are likely to be found, and suggest that a more profitable line of research would focus on the heuristics of types and the configural interpretation of traits. Published in 2006 by John Wiley & Sons, Ltd.     

The SCM Press A–Z of Evangelical Theology – Roger E. Olson

Book reviewed:
The SCM Press A–Z of Evangelical Theology , Roger E. Olson, SCM Press 2005 (0-334-04011-6), 328 pp., pb £22.99     

The Impact of a Program of Prejudice‐Reduction Seminars in South Africa1

The influence of weekend‐long prejudice‐reduction seminars on attitudes, knowledge, and behavioral expectations of South African student leaders was assessed quantitatively and qualitatively. Pre–post comparisons indicated increases in perceived stereotyping‐caused suffering, ease of committing cross‐cultural mistakes, and comfort with approaching racially diverse strangers. The seminars did not reduce essentialist thinking, nor the in‐group favoritism found with measures of group identification and comfort approaching strangers. Similarly, they did not affect summary measures of stereotype understanding, perceived inter‐ or intragroup heterogeneity, preferred model of interethnic relations, nor attitudes toward affirmative action. Despite limited evidence of seminar impact, participants evaluated the seminars highly. Qualitative results suggest that opportunities to address racially based misperception of self and in‐group were particularly valued.     

Images of Old Men’s Masculinity: Still a Man?

Relatively little attention has been paid to later life masculinities. Separate studies were designed to identify the commonly held images of old men and then determine whether or not an old man is perceived as a man or more in terms of a gender-neutral elderly person. The first assessed the commonly held images of positive and negative later life masculinities. A second study examined if old men’s gendered character was perceived similarly in comparison to a young man or an old woman. Findings from the studies revealed age expectations and masculinity norms jointly affected people’s images of old men. Old men were favorably described more often than negatively stereotyped, and there was evidence of distinct late life masculinity expectations.     

AN EXAMINATION OF IMPRESSION MANAGEMENT USE AND EFFECTIVENESS ACROSS ASSESSMENT CENTER EXERCISES: THE ROLE OF COMPETENCY DEMANDS

We report 2 studies that examine how promotional candidates use verbal and nonverbal impression management (IM) tactics across several structured assessment center exercises that differ in the competency demands they place on candidates. Based on the competency-demand hypothesis ( Shoda, Mischel, & Wright, 1993a, 1993b ), it was predicted that IM use would occur most frequently and have the strongest effects on assessor evaluations in exercises that place greater demands on candidates' interpersonal skills than in exercises that depend primarily on technical skills. In both studies, IM tactics were generally used more frequently and there was more variability in IM use for those exercises requiring candidates to display interpersonal competencies (i.e., the role-plays and mock presentation) relative to the exercise that did not (i.e., the tactical exercise). The relationship between IM use and assessor evaluations was also influenced by the competencies assessed by the exercises, and IM use related to both interpersonal and noninterpersonal ratings of performance.