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Lecture 3

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Department
Psychology
Course
PSYC 332
Professor
Richard Koestner
Semester
Winter

Description
Lecture 3: 2013/01/15 Question of the day: How useful are the Big 5 traits in predicting important life outcomes, in fostering the scientific study of personality, and in your own everyday life? - There is another way of organizing personality trait description. - Researcher argue that there is 2 main way of interacting with world  Systematizing (logical, analyzing) vs Empathizing  Autistic children are systematizing - However, the big 5 is the one that we have to learn and helpful Who is most extreme on each of the Big 5 traits? (Big Bang Theory) - Extroversion/Introversion (Howard) - Neuroticism/ Stability (Howard, Rosh/ Leonard) - Openness/ Rigidity (ALL except Sheldon) - Agreeableness/ Quarrelsome (Leonard) - Conscientiousness/ Careless (Penny; careless)  Self-control  Orderliness  Hard Work McAdam’s quote aboutAgreeableness (p.193) - Agreeable people are more than nice. Agreeableness incorporates expressive qualities of live and empathy, friendliness, cooperation and care. Indeed, the term agreeable may be a bit too meek for the A domain in traits, a domain that includes such concepts as altruism, affection and many of the most admirably humane aspects of the human personality - Nice to be around / likeable Aren’t the Big 5 traits too broad? - These are so broad so that it does not allow you to be precise enough to get the variance in people’s behavior - Imagine you are a counseling or clinical student who just interviewed a new client and you were asked to report on their personality  One might say “He is neurotic and not at all extroverted”  This is too broad and simple. Can you be specific?  Neurotic can imply a lot of things; depressed, anxious, angry, and impulsive?  In order to help the patient, neurotic may not be sufficient detail  For extroversion, it is really important to distinguish between social ability and assertiveness - Researchers have been trying to be more precise and they identified 6 facets for each of the Big 5. - - You can be more precise and uses facets. However, most researchers don’t actually use the facets. If you have Big 5 traits and 6 facets with in each dimension, it means we have to use 30 different categories. This is way too much. - Prof recommends use Big 5 traits and use 2 of the Big 5 and divide further - First 4 facets of N: Internalizing tendencies, feel bad about themselves. Internalizing disorder (Anxious depressed) - Last 2 facets of N: Externalizing tendencies (Impulsive-Angry) - First 3 facets of E: Being a people person (Social vitality) - Last 3 facets of E: Having energy, vitality and assertiveness (Social dominance) What can the Big 5 predict? - Daily emotions  Strong relationship between Big 5 traits  Breaks down into pleasant/unpleasant emotions that correspond to negative/positive affect  At any given moment, you are experience either positive or negative affect rather than combination of both. However, over time, it turns out that positive and negative affect are independent  Extroversion is highly related to positive affect but does not relate to have less negative affect  Neuroticism is strong related to negative affect but does not relate to have less positive affect - School and work - Marital outcomes - Social patterns - Health/Mortality The Big Personality dimensions and Job performance: AMeta-Analysis - Many companies are interested in hiring psychologist to assess personality - 150 studies examined the validity of personality measures for personnel selection purposes between 1950-1990 (Personality relate to job outcome) - Studies used a diverse and confusing array of scales  Hard to make sense of overall pattern of finding - In 1980s, The Big 5 established and results could be reorganized by adopting the Big 5 framework Key issues: 1. Occupational Group  Professionals (engineers, doctors ,lawyers, teachers)  Managers  Sales  Police  Skilled/ Semi-skilled (clerical, assemblers, operators, driver) 2. Outcome Criteria  Training proficiency  Job proficiency  Objective outcomes (tenure, promotion, sala
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