A dyadic personality perspective on the Michelangelo phenomenon: How personality traits relate to people’s ideal selves and their personal growth in romantic relationships

Personality matters for romantic relationships. In this study, we investigated personal growth in couples (the Michelangelo phenomenon) and targeted questions of personality effects. We explored whether traits intrapersonally predict ideal selves as well as whether traits intra- and interpersonally account for why some people are more likely to benefit from the Michelangelo phenomenon than others. We used data from a 4-year study of 163 couples (M_age = 50.72 years). Logistic regressions indicate complementarity effects for men, in that those high in neuroticism were likely to wish to be emotionally stable. Actor–partner interdependence models revealed positive actor effects of emotional stability, extraversion, and agreeableness, while few partner effects emerged. We discuss dyadic personal growth in view of individual trait differences.     

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.     

Psychological and social functioning are associated with reports of perceived weight discrimination across eight years

This research uses the Health and Retirement Study to identify psychological and social factors that prospectively predict new reports of perceived weight discrimination among individuals who measure in the obese weight category. Participants (M_age = 66.89, SD = 8.33; 58% women) reported on their personality and social isolation, had a body mass index (BMI) ≥ 30, reported no perceived weight discrimination at baseline, and completed at least one assessment over the up to 8-year follow-up (N = 3,064). Eleven percent of participants reported new experiences of perceived weight discrimination. Higher Neuroticism and loneliness at baseline were associated with new reports; Conscientiousness was protective. This research adds to models of weight stigma by identifying psychological and social factors that contribute to reporting new instances of perceived weight discrimination.     

Predicting counterproductive work behavior: Do implicit motives have incremental validity beyond explicit traits?

This study extends research on the link between personality and Counterproductive Work Behavior (CWB) by investigating whether the implicit Affiliation, Achievement, and Power motives contribute to the prediction of CWB beyond basic personality traits. Employees high in Affiliation, Achievement, and Power motives may disengage from CWB because it is not rewarding and thwarts goal attainment. In Study 1 (N = 263), we found that Affiliation predicted self-rated CWB beyond traits. In Study 2 (N = 121), we found that Affiliation and Power predicted supervisor-rated CWB. Our findings thus suggest to also consider implicit motives as personality determinants of CWB.     

The unfolding dark side: Age trends in dark personality features

Age and gender differences across the lifespan in dark personality features could provide hints regarding these features’ functions. We measured manipulation, callous affect, and egocentricity using the Dirty Dozen and their links with agreeableness in a pooled cross-sectional dataset (N = 4292) and a longitudinal dataset (N = 325). Age trends for all dark personality features were progressive through adolescence, but negative through adulthood. Men scored higher than women, but the gender gap varied with age. Trends for agreeableness partly mirrored these trends and changes in dark personality features and agreeableness were correlated. Results are discussed in light of the maturity principle of personality, gender role socialization processes, and issues regarding incremental validity of dark personality over traditional antagonism measures.     

Associations of temperament and personality traits with frequency of physical activity in adulthood

Temperament and physical activity (PA) have been examined in children and adolescents, but little is known about these associations in adulthood. Personality traits, however, are known to contribute to PA in adults. This study, which examined both temperament and personality characteristics at age 42 in relation to frequency of PA at age 50 (JYLS, n = 214–261), also found associations with temperament traits. Positive associations were found between Orienting sensitivity and overall PA and between Extraversion and vigorous PA among women and between low Negative affectivity and overall and vigorous PA among men. Furthermore, Orienting sensitivity and Agreeableness were associated with vigorous PA among men. Temperament and personality characteristics also showed gender-specific associations with rambling in nature and watching sports.     

Pictures and repeated exposure increase perceived accuracy of news headlines

Fake news, deliberately inaccurate and often biased information that is presented as accurate reporting, is perceived as a serious threat. Recent research on fake news has documented a high general susceptibility to the phenomenon and has focused on investigating potential explanatory factors. The present study examined how features of news headlines affected their perceived accuracy. Across four experiments (total N = 659), we examined the effects of pictures, perceptual clarity, and repeated exposure on the perceived accuracy of news headlines. In all experiments, participants received a set of true and false news headlines and rated their accuracy. The presence of pictures and repeated exposure increased perceived accuracy, whereas manipulations of perceptual clarity did not show the predicted effects. The effects of pictures and repeated exposure were similar for true and false headlines. These results demonstrate that accompanying pictures and repeated exposure can affect evaluations of truth of news headlines.     

参照依赖和损失规避对个体收入分配公平判断的影响

收入分配公平判断是人们对自己收入所得公平与否的主观评价。通过对参照点和收入金额的控制,探讨参照依赖和损失规避对收入分配公平判断的共同影响。结果发现,(1)民众的收入公平判断受参照点的影响,在有参照点的情景下比无参照点情景下更感觉不公平;(2)不同工资水平下,民众的公平判断具有显著差异,而且民众对低于平均工资的“受损”比高于平均工资同等金额的“受益”赋予的公平感的权重更大,即存在得失感受的不对称;(3)不同的工资参照点、多得和少得的分配结果共同影响民众的公平判断,即损失规避在参照依赖对公平判断的影响中起调节作用。     

La déférence : une norme sociale complémentaire de l’internalité en contexte de promotion professionnelle ?

Regarding evaluation, numerous researches highlighted the social valuation of the internality. From the end of 1990s, the diversification of the studied situations came to put in perspective the impact of this norm, while revealing the existence of others social norms. The present research was designed to investigate the phenomenon of social valuation of the deference in situation of annual performance review. The social valuation of the power of others was examined by two studies: one led from paradigm of autopresentation with employees and other one, conducted under legislator paradigm with Human Resources specialists (students in their final year of Institutes Business Administration). If the results indicate, in a classic way, important normative effects of the internality, the valuation of the deferential explanations is globally so obvious. These results question about the contextual expression of a norm of deference: employees and RH experts give weight to the power of others. The results show a convergent use of the internality and the power of others.