Teacher personality traits and student instructional ratings in six types of university courses.

Colleague ratings of 29 personality traits were studied in relation to student ratings of teaching effectiveness in a sample of 46 psychology teachers. Instructors were evaluated in six different types of university courses, ranging from freshman lecture classes to graduate research seminars. Major findings were as follows: (1) Rated teaching effectiveness varied substantially across different types of courses for a given instructor; (2) teaching effectiveness in each type of course could be predicted with considerable accuracy from colleague ratings of personality; and (3) the specific personality traits contributing to effective teaching differed markedly for different course types. It was concluded that psychology instructors tend to be differentially suited to different types of courses and furthermore that the compatibility of instructors to courses is determined in part by personality characteristics. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceptions of engineering, nursing, and psychology students' personalities.

30 male and 30 female undergraduate student judges completed a personality measure indicating how they believed male and female students in engineering, nursing, or psychology (considered to be historically male dominated, female dominated, and sex neutral, respectively) would complete the inventory. The accuracy of the student judges was assessed by comparing their judgments with those of 66 upper year students in each of the 6 target conditions. Three personality traits distinguished the 3 faculties both in self-ratings and peer ratings. Engineering students were found to be high on cognitive structure and endurance. Nursing students were generally high on nurturance. Psychology students consistently fell between the 2 other faculties. Results suggest that differences exist in the personalities of students in these faculties and that these differences can be perceived by others. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The personality of familiar and significant people: The lay perceiver as a social–cognitive theorist.

When are perceivers guided more by implicit social-cognitive theories of personality and when more by trait theories? As perceivers become more familiar with a person they infer relatively more psychological mediating variables (e.g., construals, goals) that underlie the person's behavior and relatively fewer broad, uncontextualized traits such as aggressive or friendly (Study 1). The effects of familiarity are moderated by the importance of the target to perceivers (Study 2). Specifically, perceivers make relatively more inferences using mediating variables and fewer inferences with traits as the target becomes more familiar, if and only if the target plays an important role in their lives. The findings indicate that psychological mediating variables play a significant role in lay perceptions of people and specify conditions in which perceivers function like implicit social-cognitive theorists, namely, when the perceived is familiar and important to the perceiver. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Validity of observer ratings of the five-factor model of personality traits: A meta-analysis.

Conclusions reached in previous research about the magnitude and nature of personality–performance linkages have been based almost exclusively on self-report measures of personality. The purpose of this study is to address this void in the literature by conducting a meta-analysis of the relationship between observer ratings of the five-factor model (FFM) personality traits and overall job performance. Our results show that the operational validities of FFM traits based on observer ratings are higher than those based on self-report ratings. In addition, the results show that when based on observer ratings, all FFM traits are significant predictors of overall performance. Further, observer ratings of FFM traits show meaningful incremental validity over self-reports of corresponding FFM traits in predicting overall performance, but the reverse is not true. We conclude that the validity of FFM traits in predicting overall performance is higher than previously believed, and our results underscore the importance of disentangling the validity of personality traits from the method of measurement of the traits. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The letter of recommendation effect in informant ratings of personality.

In most studies using informant reports of personality, the informants are recruited by the targets. Such informants may tend to like the targets and thus portray them in specific ways (e.g., too positively). Study 1 (N = 403) demonstrated the necessity to distinguish between “liking” and “knowing” in studying the relationships between informants and targets. Informants who liked their targets better described them more positively (i.e., as being more extraverted, agreeable, open, conscientious, and less neurotic). The association between personality ratings and liking was moderated by item evaluativeness. Liked targets were also described as being more similar to each other (range restriction), which would lower correlations of informant ratings of personality with external variables. Study 2 (N = 90) used a within-subjects design to disentangle actual personality differences between targets (substance) from the informants’ specific views on the targets (style). Ninety informants were asked to nominate targets they did not like. These targets then nominated informants of their own choice. Target-nominated informants liked the targets very much and described the targets’ personalities very positively and in ways that were highly redundant with the average target’s self-rating. There was evidence that lower liking may be associated with better accuracy. Higher subjective levels of knowing were not associated with better interrater agreement but with a greater willingness to describe targets negatively. Implications for the field of recruiting are discussed. Where possible, the choice of informants and referees should be made independent of the targets’ preferences. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Refining the relationship between personality and subjective well-being.

Understanding subjective well-being (SWB) has historically been a core human endeavor and presently spans fields from management to mental health. Previous meta-analyses have indicated that personality traits are one of the best predictors. Still, these past results indicate only a moderate relationship, weaker than suggested by several lines of reasoning. This may be because of commensurability, where researchers have grouped together substantively disparate measures in their analyses. In this article, the authors review and address this problem directly, focusing on individual measures of personality (e.g., the Neuroticism-Extroversion-Openness Personality Inventory; P. T. Costa & R. R. McCrae, 1992) and categories of SWB (e.g., life satisfaction). In addition, the authors take a multivariate approach, assessing how much variance personality traits account for individually as well as together. Results indicate that different personality and SWB scales can be substantively different and that the relationship between the two is typically much larger (e.g., 4 times) than previous meta-analyses have indicated. Total SWB variance accounted for by personality can reach as high as 39% or 63% disattenuated. These results also speak to meta-analyses in general and the need to account for scale differences once a sufficient research base has been generated. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A first large cohort study of personality trait stability over the 40 years between elementary school and midlife.

This report provides some initial findings from an investigation of the relations between childhood Big Five personality traits assessed by elementary school teachers and similar traits assessed 40 years later by self-reports at midlife (N = 799). Short-term (1-3 years) test-retest reliabilities were lower (.22-.53) in childhood when personality was developing than they were in adulthood (.70-.79) when personality stability should be at its peak. Stability coefficients across the 40-year interval between the childhood assessment and the 2 measures of adulthood personality were higher for Extraversion (e.g., .29) and Conscientiousness (e.g., .25) than for Openness (e.g., .16), Agreeableness (e.g., .08), and Neuroticism (e.g., .00). Construct continuity between childhood and adulthood was evaluated by canonical analysis and by structural equation modeling and indicated continuity at both a broad, two-dimensional level and at the level of the Big Five. The findings are discussed in relation to A. Caspi, B. W. Roberts, and R. L. Shiner's (2005) principles of rank-order personality stability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The five-factor model of personality and managerial performance: Validity gains through the use of 360 degree performance ratings.

This study investigated the usefulness of the five-factor model (FFM) of personality in predicting two aspects of managerial performance (task vs. contextual) assessed by utilizing the 360 degree performance rating system. The authors speculated that one reason for the low validity of the FFM might be the failure of single-source (e.g., supervisor) ratings to comprehensively capture the construct of managerial performance. The operational validity of personality was found to increase substantially (50%–74%) across all of the FFM personality traits when both peer and subordinate ratings were added to supervisor ratings according to the multitrait–multimethod approach. Furthermore, the authors responded to the recent calls to validate tests via a multivariate (e.g., multitrait–multimethod) approach by decomposing overall managerial performance into task and contextual performance criteria and by using multiple rating perspectives (sources). Overall, this study contributes to the evidence that personality may be even more useful in predicting managerial performance if the performance criteria are less deficient. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The grateful disposition: A conceptual and empirical topography.

In four studies, the authors examined the correlates of the disposition toward gratitude. Study 1 revealed that self-ratings and observer ratings of the grateful disposition are associated with positive affect and well-being, prosocial behaviors and traits, and religiousness/spirituality. Study 2 replicated these findings in a large nonstudent sample. Study 3 yielded similar results to Studies 1 and 2 and provided evidence that gratitude is negatively associated with envy and materialistic attitudes. Study 4 yielded evidence that these associations persist after controlling for Extraversion/positive affectivity, Neuroticism/negative affectivity, and Agreeableness. The development of the Gratitude Questionnaire, a unidimensional measure with good psychometric properties, is also described. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychological response styles and cardiovascular health: Confound or independent risk factor?

Using results from 2 large cardiovascular studies, the authors examined the utility of treating psychological response styles as confounds (e.g., factors undermining relationships with other self-report variables) versus distinct personality traits in the prediction of cardiovascular health. Study 1 consisted of a 3-year prospective study of ambulatory blood pressure levels in healthy adults (N?=?125). Study 2 comprised a 12-week drug treatment program for ischemic heart disease patients (N?=?95). Participants completed measures of psychological factors and self-deception and impression management in each study. Results consistently favored using response styles as direct predictors. Self-deception scores predicted elevated 3-year diastolic and systolic blood pressure changes in Study 1 and poorer treatment outcomes in Study 2. Statistically controlling for response style effects within the psychological factors generally did not improve predictions. These findings argue against the conceptualization of response styles as stylistic confounds. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

e-Perceptions: Personality Impressions Based on Personal Websites.

This research examined the accuracy of personality impressions based on personal websites, a rapidly growing medium for self-expression, where identity claims are predominant. Eighty-nine websites were viewed by 11 observers, who rated the website authors' personalities. The ratings were compared with an accuracy criterion (self- and informant reports) and with the authors' ideal-self ratings. The websites elicited high levels of observer consensus and accuracy, and observers' impressions were somewhat enhanced for Extraversion and Agreeableness. The accuracy correlations were comparable in magnitude to those found in other contexts of interpersonal perception and generally stronger than those found in zero-acquaintance contexts. These findings suggest that identity claims are used to convey valid information about personality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The nature and structure of correlations among Big Five ratings: The halo-alpha-beta model.

In light of consistently observed correlations among Big Five ratings, the authors developed and tested a model that combined E. L. Thorndike’s (1920) general evaluative bias (halo) model and J. M. Digman’s (1997) higher order personality factors (alpha and beta) model. With 4 multitrait–multimethod analyses, Study 1 revealed moderate convergent validity for alpha and beta across raters, whereas halo was mainly a unique factor for each rater. In Study 2, the authors showed that the halo factor was highly correlated with a validated measure of evaluative biases in self-ratings. Study 3 showed that halo is more strongly correlated with self-ratings of self-esteem than self-ratings of the Big Five, which suggests that halo is not a mere rating bias but actually reflects overly positive self-evaluations. Finally, Study 4 demonstrated that the halo bias in Big Five ratings is stable over short retest intervals. Taken together, the results suggest that the halo-alpa-beta model integrates the main findings in structural analyses of Big Five correlations. Accordingly, halo bias in self-ratings is a reliable and stable bias in individuals’ perceptions of their own attributes. Implications of the present findings for the assessment of Big Five personality traits in monomethod studies are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Microtraining of forensic psychiatric patients for empathic counseling skills.

Assessed the usefulness of a 7?-hr microtraining package for peer counselors in a therapeutic community of forensic psychiatric patients. 10 female and 6 male 17–38 yr old volunteers who were patients in a minimum-security forensic ward were randomly assigned to (1) the skills group, in which they were trained in the cognitive correlate of empathy and counseling skills; or (b) the attention group, in which they viewed counseling films. Multiple modes of measurement—written (e.g., the Carkhuff Communication Index [CCI]), observer ratings (e.g., staff ratings, a feeling checklist), and oral (e.g., a critical-incidents audiotape)—were used to assess knowledge acquisition, counseling effectiveness, and generalization to personality and behavior functioning. In comparison with the attention group, the skills group showed significantly greater written knowledge acquisition on the CCI and significantly greater use of counseling skills in oral responses to critical-incidents audiotapes and in counseling interviews. Effects did not generalize to a personality measure or to ward behavior, nor did increased use of counseling skills affect helpee self-disclosure in peer interviews. Longer training periods may be needed to effect broader changes. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender-stereotype accuracy as an individual difference.

Accuracy of participants' ratings of gender differences on 77 behaviors and traits was assessed by correlating participants' ratings with actual gender differences based on meta-analyses. Accuracy at the group level was impressively high in 5 samples of participants. Accuracy of individuals showed wide variability, suggesting that ability to accurately describe gender differences is an individual difference. Analysis of correlations between individual accuracy and a battery of psychological measures indicated that accuracy was negatively related to a tendency to accept and use stereotypes, negatively related to a rigid cognitive style, and positively related to measures of interpersonal sensitivity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in personality: a meta-analysis

Four meta-analyses were conducted to examine gender differences in personality in the literature (1958-1992) and in normative data for well-known personality inventories (1940-1992). Males were found to be more assertive and had slightly higher self-esteem than females. Females were higher than males in extraversion, anxiety, trust, and, especially, tender-mindedness (e.g., nurturance). There were no noteworthy sex differences in social anxiety, impulsiveness, activity, ideas (e.g., reflectiveness), locus of control, and orderliness. Gender differences in personality traits were generally constant across ages, years of data collection, educational levels, and nations.     

Do comparative self-appraisals during young adulthood predict adult personality?

Archival data from the University of North Carolina Alumni Heart Study were used to assess whether positive, neutral, and negative social comparisons assessed during college predicted the expression of personality during adulthood. College students in 1966 rated themselves relative to peers on several personal attributes. For men and women, these attributes produced 3 similar yet distinct variables reflecting gregariousness, achievement striving, and expressiveness. These students were contacted 20 years later and completed the NEO Personality Inventory and M. Rosenberg's (1965) self-esteem measure. In general, persons with comparatively positive self-evaluations during college viewed themselves as possessing more positive and less negative personality traits during adulthood and were also less likely to report poorer self-esteem during middle adulthood. The implications of social comparison processes for personality development are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When dispositional and role power fit: Implications for self-expression and self–other congruence.

Integrating and extending the literatures on social power and person–environment fit, 4 studies tested the hypothesis that when people's dispositional beliefs about their capacity to influence others fit their assigned role power, they are more likely to engage in self-expression—that is, behave in line with their states and traits—thereby increasing their likelihood of being perceived by others in a manner congruent with their own self-judgments (i.e., self–other congruence). In Studies 1–3, dispositionally high- and low-power participants were randomly assigned to play a high- or low-power role in an interaction with a confederate. When participants' dispositional and role power fit (vs. conflicted), they reported greater self-expression (Study 1). Furthermore, under dispositional-role power fit conditions, the confederate's ratings of participants' emotional experiences (Study 2) and personality traits (Study 3) were more congruent with participants' self-reported emotions and traits. Study 4's results replicated Study 3's results using an implicit manipulation of power and outside observers' (rather than a confederate's) ratings of participants. Implications for research on power and person perception are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Nonverbal and verbal content behaviors in the prediction of interviewer effectiveness.

Assessed the ecological validity of previous research (e.g., M. B. LaCrosse, 1975; J. R. Graves and J. D. Robinson, 1976) that has suggested that an interviewer's nonverbal behaviors predominate over verbal content in the prediction of interviewer effectiveness ratings. In contrast to earlier investigations, the current study assessed naturally occurring rather than manipulated interviewer behavior and used "client" ratings of effectiveness rather than observer ratings. Data were collected from analog interviews conducted by 40 counseling students with 80 undergraduates. Results indicate that nonverbal interviewer behaviors do not clearly predominate over verbal content behaviors in the prediction of effectiveness ratings. It is suggested that earlier findings of nonverbal superiority are not generalizable to more ecologically valid interview settings. (9 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Executive Blind Spots: Discrepancies Between Self- and Other-Ratings.

Scholars and practitioners have suspected that higher level managers and executives have larger discrepancies between self-assessments and other-ratings (e.g., peers, managers, direct reports) than lower level employees. However, very little research has specifically tested this relationship, and the findings from the few studies that have are inconsistent. The present study examined this relationship with a 360-degree survey instrument administered to 1,214 individuals from a wide variety of organizations and industries. Results showed that higher level employees (e.g., senior executives) had greater discrepancy between self- and other-ratings than lower level individuals (e.g., managers and individual contributors). Implications are significant because research has shown that self-awareness is positively associated with important management and leadership outcomes. Suggestions for leaders and practitioners are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)