If you are exaggerating your responses to a personality test in a socially desirable fashion, you are
- exhibiting ethnocentrism.
- faking.
- displaying neuroticism.
- creative.
- using negative affectivity.
Exaggerating your responses to a personality test in a socially desirable fashion is called faking.
Faking: Exaggerating responses to a personality test in a socially desirable fashion.
________ do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts.
- Clear purpose tests
- Differential reactivity tests
- Positive affectivity tests
- Veiled purpose tests
- Aptitude inventories
Veiled purpose tests do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts.
Veiled Purpose Tests: Integrity tests that do not directly ask about dishonesty, instead assessing more general personality traits associated with dishonest acts.
Which of the following asks applicants about their attitudes toward dishonesty, the desire to punish dishonesty, and confessions of past dishonesty?
- a clear purpose test
- differential reactivity
- positive affectivity
- a veiled purpose test
- a Big Five Inventory
Clear purpose tests ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty.
Clear Purpose Tests: Integrity tests that ask about attitudes toward dishonesty, beliefs about the frequency of dishonesty, desire to punish dishonesty, and confession of past dishonesty.
Haley wants to accurately gauge the conscientiousness and neuroticism of people applying to work in her convenience store. What is the best way for Haley to assess these qualities in prospective employees before she hires them?
- interview the applicants in person
- interview the applicants over the telephone
- ask the employees to submit to a polygraph test
- use a written personality test to assess the applicants
- ask friends of the applicants to rate them on these qualities
Interviewers' ratings of extraversion, agreeableness, and openness were fairly consistent with the students' own ratings, as well as their friends' ratings. In contrast, interviewers' ratings of conscientiousness and neuroticism were only weakly related to the students' and friends' ratings. This study therefore shows that interviewers are unable to gauge the two Big Five dimensions that are most highly related to job performance. Rather than using interviews to assess personality, more and more companies are relying on paper-and-pencil "personality tests".
Conscientiousness: One of the “Big Five” dimensions of personality reflecting traits like being dependable, organized, reliable, ambitious, hardworking, and persevering.
Lucky administers an integrity test at Garden Haven, a supplier of lawn and garden supplies, in order to screen out potential thieves or dishonest workers. Howard, another Garden Haven employee, frantically finds Lucky and tells him the test is no good because several applicants just told him they faked their answers. What should Lucky do?
- nothing because faking is common and does not influence the correlation between scores and performance
- do away with unreliable integrity tests and ascertain the qualities of applicants from face-to-face interviews
- stop using the integrity test and switch to the more reliable and less invasive polygraph test instead
- hire a group of proctors who are trained to catch cheaters to oversee test administration
- invalidate all of the tests taken during the testing period referred to by Howard
Because everyone fakes to some degree, correlations with outcomes like theft or other counterproductive behaviors are relatively unaffected.
Correlation: The statistical relationship between two variables. Abbreviated r, it can be positive or negative and range from 0 (no statistical relationship) to 1 (a perfect statistical relationship).
Holland's RIASEC model focuses on people's vocational interests.
Holland's RIASEC model focuses on people's vocational interests.
RIASEC Model: An interest framework summarized by six different personality types including realistic, investigative, artistic, social, enterprising, and conventional.
Artistic people tend to enjoy abstract, analytical, theory-oriented tasks.
Artistic people tend to enjoy entertaining and fascinating others using imagination. They are usually original, independent, impulsive, and creative.
Theory: A collection of verbal and symbolic assertions that specify how and why variables are related, as well as the conditions in which they should (and should not) be related.
Holland's RIASEC model includes the personality dimensions of conscientiousness and neuroticism.
Conscientiousness and neuroticism are part of the Big Five model.
RIASEC Model: An interest framework summarized by six different personality types including realistic, investigative, artistic, social, enterprising, and conventional.
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior.
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior. Personality creates people's social reputations-the way they are perceived by friends, family, coworkers, and supervisors.
Personality: The structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior. Personality reflects what people are like and creates their social reputation.
The principle of ________ suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues.
- situation awareness
- situational strength
- situational prevention
- situational ethics
- situation specificity
The principle of situational strength suggests that "strong situations" have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas "weak situations" lack those cues. Personality variables tend to be more significant drivers of behavior in weak situations than in strong situations.
Situational Strength: The degree to which situations have clear behavioral expectations, incentives, or instructions that make differences between individuals less important.
Christina is attending a business meeting at a client's office. Some of the other attendees are formally dressed; others are in shorts and T-shirts. The table is round instead of rectangular, so there is no head to let her know who the most important person at the meeting is. There is no agenda to let her know what the important topics are today. Her personality is most likely to drive her behavior in this situation.
This example describes a weak situation, one with few behavioral cues. Personality variables tend to be more significant drivers of behaviors in weak situations where there are few clues as to the expected behavior.
Personality: The structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior. Personality reflects what people are like and creates their social reputation.
Which of the following scenarios demonstrates personality?
- Dalton can perform any mechanical task well.
- Lulu scores extremely well on an intelligence test.
- Monte lacks coordination and performs poorly in all sports.
- Shanda is generally friendly, likable, and calm under pressure.
- Phoebe volunteers in the crisis shelter like everyone in her church.
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior. It creates people's social reputation-the way they are perceived by friends, family, coworkers, and supervisors.
Personality: The structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior. Personality reflects what people are like and creates their social reputation.
Personality tests are valid and reliable assessments that have been subjected to scientific investigation.
There is no guarantee that the personality tests used by a company are actually valid assessments because few of them have been subject to scientific investigation.
________ refer(s) to the structures and propensities inside a person that explain his or her characteristic patterns of thought, emotion, and behavior.
- Personality
- Cultural values
- Attributions
- Ethnocentrism
- Perception
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior. It creates people's social reputation-the way they are perceived by friends, family, coworkers, and supervisors.
Chance lives in Louisiana on a boat he built. Chance is good at carpentry and electrical work. According to the RIASEC model, the ________ type of personality dimension best describes Chance.
- artistic
- realistic
- enterprising
- conventional
- investigative
Realistic people enjoy practical, hands-on, real-world tasks. They tend to be frank, practical, determined, and rugged.
Reality Shock: A mismatch of information that occurs when an employee finds that aspects of working at a company are not what the employee expected it to be.
Zenda's psychology curriculum required her to study an individual's personality type using the process of interviewing. She selected Evan, her brother's roommate, as her test subject. The highlighted points of her research were that Evan is a law graduate, who is a musician in his spare time. He is an independent person who paid his own way through law school. His friends get annoyed with his impulsive behavior. According to the RIASEC model, Zenda classified Evan under the ________ type of personality dimension.
- artistic
- realistic
- enterprising
- investigative
- conventional
According to the RIASEC model, artistic people enjoy entertaining and fascinating others using imagination. They tend to be original, independent, impulsive, and creative.
Heuristics: Simple and efficient rules of thumb that allow one to make decisions more easily.
According to the RIASEC model, an investigative person enjoys
- practical, hands-on, real-world tasks.
- persuading, leading, or outperforming others.
- abstract, analytical, and theory-oriented tasks.
- organizing, counting, or regulating people or things.
- entertaining and fascinating others using imagination.
Investigative people enjoy abstract, analytical, theory-oriented tasks. They tend to be analytical, intellectual, reserved, and scholarly.
RIASEC Model: An interest framework summarized by six different personality types including realistic, investigative, artistic, social, enterprising, and conventional.
________ are expressions of personality that influence behavior through preferences for certain environments and activities.
- Values
- Beliefs
- Tests
- Interests
- Ethics
Interests are expressions of personality that influence behavior through preferences for certain environments and activities. They reflect stable and enduring likes and dislikes that can explain why people are drawn toward some careers and away from others.
Interests: Expressions of personality that influence behavior through preferences for certain environments and activities.
Kevin fidgets and taps on things, sighs often, squirms, constantly checks the time, and yells at people when they ask him how a project is going. The people who work with Kevin perceive him as uptight, mean, anxious, and rude. These perceptions are primarily formed by Kevin's
- abilities.
- perception.
- personality.
- ethnocentrism.
- cultural values.
Personality refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior. It creates people's social reputation-the way they are perceived by friends, family, coworkers, and supervisors.
Felix started his new job about a month ago. When asked, he says he likes most of his coworkers. One of them, though, is mean-spirited, obnoxious, petty, and belligerent. Felix is describing his coworker's social traits.
Felix is describing his coworker's personality traits. Traits are defined as recurring regularities or trends in people's responses to their environment.
Personality traits are a function of both your
- values and beliefs.
- beliefs and environment.
- environment and genes.
- genes and perceptions.
- culture and beliefs.
Personality traits are a function of both your genes and your environment.