Chapter 11. Personality: “What’s Your Personality?”

11.1

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You must read each slide, and complete any questions on the slide, in sequence.
What’s Your Personality?
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Your Situation
Dr. Taryn A. Myers, Virginia Wesleyan College
Reliability
The ability of an assessment to provide consistent, reproducible results.
Validity
The degree to which an assessment measures what it intends to measure.
Test–retest reliability
How consistent results are when the same person takes the test more than once.
Interrater reliability
Refers to the consistency across people scoring an assessment.
Predictive validity
A test can predict future scores on tasks related to the trait being measured.
Five-factor model of personality
A trait approach to explaining personality, including dimensions of openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism; also known as “the Big Five”.
Openness to experience
The degree to which someone is willing to try new experiences.
Conscientiousness
A person’s attention to detail and organizational tendencies.
Extraversion
An individual’s degree of sociability and outgoingness.
Neuroticism
A person’s emotional stability (the degree to which a person is calm, secure, and even tempered).
Agreeableness
Refers to how trusting and easygoing a person is.
Reciprocal determinism
According to Bandura, multidirectional interactions among cognitions, behaviors, and the environment.
Self-efficacy
Beliefs one has regarding how effective he or she will be in reaching a goal.
Minnesota Multiphasic Personality Inventory (MMPI-2-RF)
The most commonly used objective personality test, this self-report questionnaire includes 338 statements. Since the original purpose of the MMPI was to identify disorders and abnormal behavior, it includes 10 clinical scales. It also has validity scales to assess the degree to which the results are useful.
Website psychquizees dot com home page with the question “Which personality theorist are you?”. Which personality theorist are you? Let’s go!

Browsing one of your favorite websites, psychquizzes4u.com, you come across a quiz about personality theorists. Because the quiz looks relevant to what you learned in class and you like to know more about yourself, you click the link to take the quiz.

Which personality theorist are you?

Click NEXT to take this quiz to see which personality psychologist you are. This short quiz will tell you more information about your personality!

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Which personality theorist are you?

Question

Answer the following questions:

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What You Need to Know

Although this quiz was fun, it wasn’t very scientific. When psychologists actually assess personality, their tests must possess certain qualities that make these measures effective. Any time you think about taking a personality test, or are asked to take one, you should be thinking about two factors: the reliability and validity of these tests. If a test is not reliable, it means it will not give the same answer more than once (test-retest reliability) or regardless of who scores it (interrater reliability). If it is not valid, it means the test is not actually measuring what it says it does or cannot predict what someone will do in the future (predictive validity).

True personality assessments used for important tasks like assessing psychological disorders or pre-employment screening must possess both reliability and validity in order to establish both these qualities. In contrast, the quiz you just took was made up by someone using descriptions of the theories endorsed by those four personality theorists discussed in the chapter.

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matching_test

Question

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Completed personality trait matching exercise

Although the quiz you took wasn’t an accurate way to assess personality, you know from reading your text that there are personality assessments that do have adequate reliability and validity. Curious, you start to research these online. In your searching, you find the following website.


Assessing Personality the Scientific Way

Personality can be assessed in many different ways. One of the most common ways to discuss and assess personality is the five-factor model of personality, which is also called the Big 5. The traits in the Big 5, which are seen across many cultures and may have grounding in genetics, include openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism.

Question

Match each of the Big 5 personality traits to its characteristics below: Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism. Create matches by selecting the circle next to an option in the left column. Then click on the circle next to the option in the right column where you want to make the match.

Question

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You scroll down the page on the same website, and you see there is another personality “quiz,” only this time it may be a bit different.

Ten-Item Personality Scale (TIPI)

Below are a number of personality traits that may or may not apply to you. Please rate each statement, using the scale below, to indicate the extent to which you agree or disagree with that statement. You should rate the extent to which the pair of traits applies to you, even if one characteristic applies more strongly than the other.

Author note: This scale has adequate test-retest reliability and predictive validity ().

Gosling, S. D., Rentfrow, P. J., and Swann, W. B., Jr. (2003). A very brief measure of the Big Five personality domains. Journal of Research in Personality, 37, 504–528.

Question

Scale: 1 = Disagree strongly; 2 = Disagree moderately; 3 = Disagree a little; 4 = Neither agree nor disagree; 5 = Agree a little; 6 = Agree moderately; 7 = Agree strongly

I see myself as:

lyMvpIp0/t+50gQmUTDjjkr96/JO2UDFk2BkiVe3AL9ly31WL5bWHvvymM3K0g1IMikESU/6wn6CvppIwcS+B2E2bIfyDzmGXEDeEVR9ZnxR550IoEOxMFJ95IDzAOV+ePjHberEQvDRg9VQhKbH5V9gc57LHmxE/K5Pskp+R4Gs3RpPMzd8tuzAdkK7lK4Yqe+MS+/RYxud4iAk4Q0+t0y8ewyNJ82qQPz9jA== SnO1X7rJx1fZvSOWb4Bev79ycrNW3TUWUMQ1hq8noy/oS2wVvaBvYZCVuCIwZGVTq05sxfPgt9N94Yef9j+kUuuTwnHtAUzU/yfg8vRJJzVmoRJG/dNHfusa0cZqMwLUYzPlxlV/F9xVhx4pwq3dXKAHfY5mlZ/ACrskj8dIv8+Rj3A/FrFjYMxU98Uu28F/8O6/do8T2Uwy4XUzYV7Y9k6YHhS2I4tp LO59wHY8ECbqNI0eVcGk29PC1p/ApsOtpilHfj57X5hQFRF5doWfdkgklL08EkPpcep75kd1Pm71MkYaxOd18sIitZJG0XvXI2xHN6m9JQSc/n9F8435bj9cpwag7CSvwNrQnRKOQhxHfOHvjqs091Z/tdUFa5vnRuBx/9Ly4zLFpl5uvpgxOK3epchxFbr+Fr4QFd/nkt238k9ITFECQNQoHqKwiJ4pFpb8xErL/tg= uMlawRrBVv/i8Ab/MHvjKi7ha2beXr0HBquHtGCi/J8FNyMjStHufU0bx1AIkKz4JvaIdc9zT3CW4ity9IffaOJA6Bt5AYl3TR6oOqnzE9xL/DZtyuiHKXG/qhcebjXURfAmK2Kj+LikmWZIoZjsBYRAMONpqS//gipp5DIgUjLPaMFzEY6k7F4iseSzyXO27ES961/7YTyjIH4Waxr07WJdsnyN8hPk /L+gp4SNhdllGLYDD7tJkGxF/OqdtsG1o1i86g4RKj2epO7cs0dW8Z7Mrb1io/RXXKK/nylhIyQVaouA7rbOMxHCnv2lSZsHlBpP7TMgvbtEkZexVEzrjH4yCCXZdCQcE4RIhsZA/WlV9Zo20iQJEFX0rc/zWfPFxxXroJFQigmwtQcDz6u4iLj+6xBygaTEhe5nlEYfHN5UPBDNqqAnU3BaZkAtg9KmeNZaM2bbsvi9uTHf vKVnMG4hM+zQBX7kGsBRAhVAPbR3tS6yFS1oAUIN9gtYGW/qjoyAmDcg/q/JvLhGew9qeKxIXouGXow25K56wCbZ4rDorOlKibBcDJGUgqRbGMn3MXnyd3BiObIjeaKjOC1nh8wiYdKxPs+r+8TYd6ecVZNQJPLl/7tPHIb92mqgcB9DmW+2B8S004PizVKjRt0DBiXWRj+JzSmEwif9bw== DYaTgvDJNjtaBjOu6jJTgGfO1FBF2S9bO5dMcvauD74+Fvsm39gv5rgC5vHQK6cYG4opXCY7xAP6+HobzQRc91nz7XPUBj3/9LSu5zK5mSHDy/w43LQEzmX+nucpH/Z/b/5ie2mjtjMB8KCftdy/RaKgqvQq1bJH2S/rrDfG06GldDPgK5qfGl12Rr6P3VK1uJLjILgVDXb1e25ikhOlErGPis0= RaBD/GwSmUClASuxbBrXysxXnB/l2drOCnUUdwq1yR94GDUcBE8hzDoLd5rSBfAwRYGvqWdR6Ll6aS1RRNqVj5t7D8srkKNXlCbUNTDCRmgpccJ78tERMDZAxKIkSRW/Nc8+d26Nmj31ujJU9elviFGyGmAM8CeYxtiO9P/MyyUQWTTSGioJw4RRfqBn+mWkrgKMWGVAsDABfpBtZ1DDOVTAXmGhBPi7 zl8ivbMDNQVZiJtmeiT0XjiyqDBsbpTBhgE/uapMD9MpXSWuKJD7DDD0cP+6JmVL363sFxFKEA3p8oyU63CYNVNDkom1zLyWAFv6LACTdrhEjxPM3ZEz0K/b5cSJ8bYjHUeLzyh2NUx3wUTeqI4WOpcUJ29tuO6lyjlsabqvr1ygSwh/0rdaZeB4OliBKUi5ZDKrqlTfBW+UiKLKr2/WIm6K9Mq7F/OvAqpaQA== ghQ675yd11px7AgrcjU4vaj3CAi0IOktT2vWHQoRsYYxZgAU4VjGgpGovE8vdTKSzY/8Ib3nd6AfNcCIetRJN4RoCsb9T289mznxMrib1/+osGiTKxB4QdF+coE/MMgHqijzcdWpmLvyRe9VwQH4swqo/t2staaKNK+IqGpnkBWonTz1KDvDuzKbOicOHfzMHBgOp092wB1wN95tYHXEErKcIjTTLq9kJjkTkw==
{true} setModel("q1", qqMC1)
{true} setModel("q2", qqMC2)
{true} setModel("q3", qqMC3)
{true} setModel("q4", qqMC4)
{true} setModel("q5", qqMC5)
{true} setModel("q6", qqMC6)
{true} setModel("q7", qqMC7)
{true} setModel("q8", qqMC8)
{true} setModel("q9", qqMC9)
{true} setModel("q10", qqMC10)
Below are your scores on the TIPI. Your scores for each dimension are listed first. The scores that are listed in parentheses after each of your scores are the norms for each trait based on a sample of 1,813 participants (Gosling, Rentfrom, & Potter, 2014).

Question

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Answers will vary but should include the point that the TIPI was clearly created by psychologists who report that it has adequate reliability and validity in the author note. Also, the TIPI gives information on five known personality traits or dimensions rather than one response based on your agreement with a personality theorist.

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Skills You Can Use

You’ve grown more curious about the Big 5 and how they are used, so you do more searching online. This time you find the video below on the Wall Street Journal website, which discusses how employers might use personality assessments in hiring.

Video transcript

News studio interview on personality testing with Eliza Gray. Headers of various magazines about personality testing are shown.

REPORTER 1: Many companies now believe personality testing is best to measure applicants friendliness, curiosity, and independence. Not everyone agrees. The cover story of Time magazine this week takes a close look at the trend. The story is by Times staff writer, Eliza Gray, who joins us with more. Good morning, Eliza.

ELIZA: Hi, good morning.

REPORTER 1: So, it's interesting. More than 450 of the top Fortune 500 companies are now using this kind of personality testing. What insights are these employers gaining?

ELIZA: You know, they're learning is-- what they're looking for is a fit for a job, so, you know, you can imagine, you might want a different kind of person to be a Wall Street trader than to be a nurse in a neonatal unit, right? But, you know, a lot of what they're really looking for is correlations to their bottom line. If you're a call center employer, and you look at your best applicants-- I mean your best employees and look at their traits, you can measure them against the people who are applying for the job and say this correlates to lower turnover and higher success, let's use this data and get these people in here.

The text on the screen states that according to Wall Street journal 57% of large employers tested applicants in 2013, that increased from 26% in 2001 and according to Time magazine the results of testing for personality traits that will lead to success in particular role.

REPORTER 2: This isn't just being used for executives now, it's being used sort of across the board right.

ELIZA: Yeah, absolutely. You know, that was the thing in my reporting that I found most fascinating. In fact, it's across all jobs. And for people who are hourly workers, waitresses and things like that, this can be the most confounding for them. I talked to one woman, who's a working mother, in school, and she was up until 2:00 in the morning answering hundreds of these questions for a test.

The text on the screen states that according to Business Insider the reasons for using personality tests are as follows. First, they erase the ‘know it all’ mindset. Second, they are used for extremely new positions. Third, they are used to find a good fit for the team. Fourth, they are applied to know if new skills can be learned. And last, they are used to understand if a well-balanced team can be achieved.

REPORTER 2: Obviously, employers are convinced now that these tests actually work and reveal the trends they're looking for.

The text on the screen shows a set of personality test statements that the person should answer True or False. The first statement is that I follow my instincts wherever they lead me. Second statement is that planning is one of my best abilities. Third statement is that my friends would describe me as impulsive.

ELIZA: Sure. I mean, what the tests do, often, I would say is for turnover, and sometimes even in sales numbers. Like, they can show-- at Jetblue, for example-- that if you fit their personality profile to a T, customers are 15% to 25% more likely to compliment that particular employee. So they're seeing real benefits from it. It's sort of a legacy of our big data obsession. You know, this idea that you can collect all this data about someone and you can use it to make predictions about how they're going to do.

Video provided by BBC Worldwide Learning.

Question

true
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Watching this video makes you start to think about job prospects after college. Although you may not graduate for several years, you still get anxious when you think about going out into a job market that you have heard is very difficult in the current economy. It seems like there are many tasks you need to accomplish in order to get a job—so many that you feel overwhelmed and don’t know where to start.

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11.8

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In this chapter, you learned about Bandura’s idea of reciprocal determinism, which also relates to his idea of self-efficacy. Essentially, this idea says that our beliefs, behaviors, and the environment interact to allow us to succeed.

Scheme of Bandura’s idea of reciprocal determinism showing multidirectional interactions among cognitions, behaviors, and the environment.

Question

true
1
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Question

true
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Question

true
3
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11.9

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Think It Through!

After everything you have learned so far, you are getting very interested in how reliable and valid the personality tests that are used in pre-employment evaluations are. After going on YouTube, you find the following video of Dr. Yossef Ben-Porath of Kent State University discussing how the Minnesota Multiphasic Personality Inventory (MMPI-2-RF) is used to help select candidates for public safety positions, such as police officers. Dr. Ben-Porath is one of the authors of this personality inventory and has published extensive research using this assessment.

Copyright © 2016 for all MMPI®, MMPI®-2, and MMPI-2-RF® materials are held by the Regents of the University of Minnesota. Adapted and Reproduced with permission. All rights reserved.
Video transcript

YOSSEF S. BEN-PORATH: The MMPI-2-RF is used in public safety settings, primarily in pre-employment evaluations, although it can also be used in fitness for duty assessments. In pre-employment evaluations, one of the challenges when using the MMPI-2-RF is that we're not dealing with the clinical population. Instead, we're dealing with a highly pre-selected population, because in order to even be referred for a pre-employment evaluation for, say, law enforcement or other public safety positions, you need already to have been offered the job. You need to have been given a conditional offer of employment. That's part of the requirement of the requirements of the Americans with Disabilities Act.

So, we wind up seeing a psychologically healthy population, by and large, when doing these pre-employment evaluations. We shouldn't expect to, nor will we find, many clinically significant elevations on the MMPI-2-RF. Fortunately, we have a very solid and comprehensive body of research that helps guide use of the tests in these settings.

And this research has indicated that non-elevated, not clinically elevated, but still significantly above the norm for, say, police candidate scores on the MMPI-2-RF are associated with negative outcomes in police candidates. And we can rely on this literature to help use the test as part of the pre-employment evaluation for identifying risk factors associated with hiring a given candidate.

Question

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Question

true
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Question

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3
Answers will vary but should include the point Dr. Ben-Porath emphasizes that there are specific norms for use in assessing this population and that there is plenty of research supporting its use in this population.

11.10

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In Your Own Words
Scantron test sheet with pencil
CSP_mybaitshop/AGE Fotostock

Question

Think back on your scores from both the psychquizzes4u.com quiz and the TIPI.

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Answers will vary, but you should be alarmed if asked to take the psychquizzes4u.com quiz as part of a job application because of its lack of reliability and validity. If you are asked to take the TIPI, you now know that there are employers using the Big 5 to help match candidates to the right jobs. You could apply what you have learned by using reciprocal determinism to help you prepare to apply for jobs; also, just by completing this activity, you will now be prepared if you are asked to take a psychological test or inventory as part of a job application.

11.11

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Show What You Know!

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Question

true
2
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Question

true
3
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Question

true
4
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Question

true
5
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