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FSU PPE 3003 - Theoretical and Measurement Issues

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PPE 3003 1st Edition Lecture 6 Outline of Last Lecture I. Latent Personality TraitsII. Two perspectives on traitsIII. ApproachesIV. TaxonomyV. Eysenck’s Hierarchical Model of PersonalityVI. Cattell’s TaxonomyVII. Wiggins CircumplexVIII. Five Factor ModelOutline of Current Lecture I. Three Assumptions of Trait PsychologyII. People change III. Person by Situation InteractionIV. Person-Situation Interaction V. Personality Aggregation VI. Measurement Issues VII. Personality & Prediction VIII. Personnel SelectionIX. Myers-Briggs Type Indicator X. Hogan Personality Inventory Current LectureA. Three Assumptions of trait psychologya. Meaningful individual differencesb. Stability or consistency over timec. Consistency across situations B. People changea. Across situationsi. People change across situationsii. Hartshorne and May found low cross-situation consistency in honesty, helpfulness, and self-control b. Across time i. Some traits increase or decrease in intensity over time1. As people get olderii. Some traits change the way they manifest themselves1. Braveryiii. As a researcher how would you handle this?C. Person by Situation Interaction a. B = f(P x S)b. Person times Situation equals Behaviorc. Different situations may lead to different behaviors for different kinds of people d. Examplei. Attentional adhesion D. Person-Situation Interactiona. Strong situationi. Situations in which most people react similarly b. Weak/ambiguous situationi. Personality has more influence c. Situation selectioni. Selection1. People select certain situationsii. Example1. Which organizations you join and do not join2. Greek Life3. Psi Chi4. Clubs/Honor Societies d. Evocation selectioni. Evocation1. Certain traits may passively evoke specific responses from othersii. Example1. Disagreeable people bring out the disagreeable in others2. Dr. House e. Manipulation selectioni. Manipulation1. People actively influence the behavior of othersii. Example1. Being nice in order to get something E. Personality Aggregation a. Aggregationi. Averaging multiple observationsb. Longer testsi. More reliable than shorter testsii. Better measures of traits c. Single behavior/occasion may be influenced by situationi. May or may not be related to personality d. Traits are only one influence on behaviore. Personality traits predict an average level of behaviorf. Personality alone cannot predict single acts or single occasions with much accuracy F. Measurement Issuesa. The trait approach relies heavily on self-reportb. Carelessnessi. Example: Participant rushes through and does not pay attention to detail and directions1. How could you check for this?ii. Detect using an infrequency scale1. Items (embedded among others) that most people answer the same waya. Example: True or False: I haven’t seen a car in 6 weeks2. Participant answers differently than most carelessness c. Faking on Questionnairesi. Participant tries to appear better or worse than reality ii. Solution: Make a scale that, if answered in particular way, suggests faking 1. Example: True or False: I have never told a lie d. Social desirabilityi. Participant responds in ways that make them appear socially attractive/likable ii. Solutions1. Ensure anonymity/confidentiality 2. Encourage honesty3. Measure socially desirable responding and correct4. Use items with neutral wording (not too positive or too negative surrounding)iii. Two views 1. Represents distortiona. Should be eliminated b. Should be reduced2. Valid indicator of personality traitsa. Should be studied G. Personality & Predictiona. Some employers hire based on traitsb. Performance at work results from combination of personality traits and job requirements c. Traits may predict success d. Two main concernsi. Test must predict performance on specific jobsii. Test must be unbiased and avoid undue impact on persons from protected groups1. Group membership based on religion, sex, gender, ectH. Personnel Selectiona. Personality tests are used to screen out individuals form groups of applicantsi. Avoid negligent hiring1. Psychotic police officersb. Minnesota Multiphasic Personality Inventory i. MMPIii. Screens for mental illnessesI. Myers-Briggs Type Indicatora. MBTIb. Widely used in business settings c. Extrovert or Introverti. E or Id. Informationi. Intuitive or Sensing ii. I or Se. Decisionsi. Thinking or Feelingii. T or F f. Structurei. Judging or Perceivingii. J or Pg. Not often used scientificallyh. “The study found no support for the typological theory that instrument is intended to embody. There was no evidence that preferences formed true dichotomies.” (McCrae & Costa, 1989)J. Hogan Personality Inventory a. HPIb. Measures aspects of the Big Fivec. Many scientific studies suggest that it is validd. Predicts important outcomesi. Employee turnoverii. Absenteeism e. Unlike he MBTI, the HPI does not assume that there are personality


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FSU PPE 3003 - Theoretical and Measurement Issues

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