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Personality Tests with Deep-Sounding Questions Provide Shallow Answers about the “True” You

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Have you ever clicked on a link like “What does your favorite animal say about you?” wondering what your love of hedgehogs reveals about your psyche? Or filled out a personality assessment to gain new understanding into whether you’re an introverted or extroverted “type”? People love turning to these kinds of personality quizzes and tests on the hunt for deep insights into themselves. People tend to believe they have a “true” and revealing self hidden somewhere deep within, so it’s natural that assessments claiming to unveil it will be appealing.

As psychologists, we noticed something striking about assessments that claim to uncover people’s “true type.” Many of the questions are poorly constructed – their wording can be ambiguous and they often contain forced choices between options that are not opposites. This can be true of BuzzFeed-type quizzes as well as more seemingly sober assessments.

On the other hand, assessments created by trained personality psychologists use questions that are more straightforward to interpret. The most notable example is probably the well-respected Big Five Inventory. Rather than sorting people into “types,” it scores people on the established psychological dimensions of openness to new experience, conscientiousness, extroversion, agreeableness and neuroticism. This simplicity is by design; psychology researchers know that the more respondents struggle to understand the question, the worse the question is.

But the lack of rigor in “type” assessments turns out to be a feature, not a bug, for the general public. What makes tests less valid can ironically make them more interesting. Since most people aren’t trained to think about psychology in a scientifically rigorous way, it stands to reason they also won’t be great at evaluating those assessments. We recently conducted series of studies to investigate how consumers view these tests. When people try to answer these harder questions, do they think to themselves “This question is poorly written”? Or instead do they focus on its difficulty and think “This question’s deep”? Our results suggest that a desire for deep insight can lead to deep confusion.


Having a Growth Mindset Makes It Easier to Develop New Interests

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“[T]echnology alone is not enough—it’s technology married with liberal arts, married with the humanities, that yields us the results that make our heart sing.”  — Steve Jobs

Steve Jobs’s vision for Apple was rooted in the belief that the arts and sciences do not live in isolation. They complement and enhance each other. John Lasseter, chief creative officer at Pixar, echoed this sentiment stating, “Technology inspires art, and art challenges the technology.” But even though integrating these areas can be necessary for innovation, too many people confine themselves to only one.

We wanted to understand why some people are more likely to reach across disciplines than others. So we investigated people’s “mindsets” about interest and their impact.

In our research, published in Psychological Science, we found that people vary in these mindsets. Some people lean more toward the view that interests are inherent in a person, simply waiting to be awakened or found — this is what we call a fixed mindset of interest. Others lean more toward the view that interests can be developed and that, with commitment and investment, they can grow over time — we call this a growth mindset of interest.

Researchers have identified a new personality type. Chances are you’ve had it

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Whether it’s the ancient Greeks trying to divine one’s character from the stars, or modern surveys that purport to tell you what type of person you are, experts have struggled to come up with a trustworthy personality test. Now, the largest study of its kind suggests people reliably shake out into four major personality types—including a brand new one that, surprisingly, most people will possess at some point during their life.

“I think this is an extremely impressive study,” says Richard Robins, a social psychologist at the University of California, Davis, who has been researching human personality for decades. Until now, “The field was plagued by relatively small samples and the use of different methods and data sets,” he says. “We needed somebody to come along and clean things up.”

After decades of tweaking and standardizing their methods, most Western psychologists generally agree that humans exhibit five major personality traits: neuroticism, extraversion, openness, agreeableness, and conscientiousness. Depending on the combination, these traits spawn three broad personality types: resilient, overcontrolled, and undercontrolled. Resilient people tend to be able to handle their emotions, get along with others, and bounce back from life’s adversities; “overcontrolled” individuals are aloof or shy, keeping their feelings hidden; and “undercontrolled” people can be emotionally impulsive, sometimes even acting out aggressively

Scientists identify four personality types

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Personality type tests are hugely popular, though if you ask working psychologists, they’ll tell you the results are little better than astrological signs. But a new study, based on huge sets of personality data representing 1.5 million people, has persuaded one of the staunchest critics of personality types to conclude that maybe distinct types exist, after all.

In a report published Monday in the journal Nature Human Behavior, researchers at Northwestern University in Illinois identify four personality types: reserved, role models, average and self-centered

Five myths about personality tests

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In its earliest use in the 13th century, “personality” referred to the quality, character or fact of being human. By the 18th century, the word pointed to the traits that made a person a distinctive individual. The 19th and 20th centuries saw the rise of systems designed for the mass classification of human beings, including personality tests. Today, these tests are more beloved and far-reaching than ever, especially on websites like BuzzFeed and Facebook. These tools and typologies are based on powerful, enduring myths about what personality is and how we can measure it. Here are five.

APS Past President Walter Mischel (1930-2018)

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APS Past President Walter Mischel, whose landmark experiments examining children’s ability to delay gratification spawned a rich array of research on self-control and life outcomes, has passed away.

In addition to his historic contributions to the scientific understanding of self-regulation and the fluidity of personality traits, Mischel was a major advocate for the advancement of integrative research and international collaboration.

Mischel’s contributions to the study of personality are vast, but he is widely known for the “marshmallow test” — the name tied to the experiments he designed to measure young children’s willpower. In those tests, conducted at Stanford University in the 1960s, preschool children sat alone in a room with a single marshmallow placed on the table in front of them. They were told that if they could resist the temptation to eat the marshmallow (or cookie, pretzel, or other candy in subsequent versions) for a certain amount of time, they would receive two instead of one. Only a minority of the more than 600 children who participated in the experiment ate the treat immediately, and a third waited long enough to get a second helping.

Those experiments served as the foundation for a larger course of study investigating links between childhood self-control and later achievement and well-being. In follow-up research with a subset of the children from the Stanford experiments, Mischel and his collaborators, APS Fellow Yuichi Shoda and Philip Peake, found that those who had waited to receive two treats as children tended to have higher SAT scores as adolescents compared with those who hadn’t waited.

Over the decades, research inspired by Mischel and others showed that higher self-control in childhood is correlated with higher educational achievement and lower rates of drug abuse, lower rates of divorce and marital separation, fewer legal violations, and even lower body-mass index numbers. A recent conceptual replication of the marshmallow test found something that Mischel had long predicted—that the relationship between children’s self-control and their long-term outcomes depends on environmental factors such as socioeconomic status.

An APS William James Fellow, Mischel served as the association’s president in 2008–2009, sharing memorable insights on the status and future of psychological science through his Presidential Columns in the Observer. He called for psychological researchers to get over the “toothbrush problem,” the resistance to using other scientists’ theories. And he celebrated the emergence of a cumulative, integrative science that utilized fresh, sophisticated methods and incorporated techniques from neuroscience, genetics, and other areas of biology.

“There is good reason to think that psychological science is now at the brink of what can become a golden age, opening new windows into the links and reciprocal interactions between psychological and biological phenomena and processes,” he wrote.

This vision fueled the Initiative for Integrative Psychological Science, a collaboration of APS and Pan-European scientific groups that Mischel cochaired with APS Secretary Gün R. Semin (ISPA-Instituto Universitário, Portugal, and Utrecht University, the Netherlands). The initiative’s fundamental aim is to promote crossdisciplinary research covering the broadest cultural aspects of social science to the most molecular aspects of genetics. And it culminated in the launch of the International Convention of Psychological Science, a biennial event that began in 2015 in Amsterdam.

For the second ICPS in 2017, Mischel returned to his birthplace of Vienna, Austria, which he left at age 8 after the Nazis occupied the city. There, he discussed his life and career before a live audience in an interview with APS Past President Mahzarin R. Banaji, part of APS’s Inside the Psychologist’s Studio video series. That interview is one of the most widely viewed in the series, which features conversations with some of the world’s most influential psychological scientists.

Mischel was the Robert Johnston Niven Professor of Human Letters in the psychology department at Columbia University, which he joined in 1983 following faculty positions at Harvard and Stanford Universities. He was elected to the National Academy of Sciences in 2004, and received the University of Louisville Grawemeyer Award in Psychology in 2011. In 2015, he, Shoda, and Peake received the Golden Goose Award, an honor given annually to highlight US-government-backed studies that have led to major scientific discoveries and benefits to society. The scientists were recognized for their work illuminating the lifelong benefits of self-regulation, and how it varies as a function of seemingly simple variations in the social environment.

The Observer will feature a remembrance of Mischel in an upcoming issue.

Big Data Gives the “Big 5” Personality Traits a Makeover

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From the ancient Greeks to Shakespeare to Hollywood, humans have attempted to understand their fellow man through labeling and categorization. There was Hippocrates’s blood, phlegm, yellow and black bile; the classic dramatic archetypes of hero, ingenue, jester and wise man; and, of course, Carrie, Charlotte, Samantha and Miranda from the famous HBO series

More rigorously, psychologists have worked to develop empirical tests that assess core aspects of personality. The “Big Five” traits (extroversion, neuroticism, openness, conscientiousness and agreeableness) emerged in the 1940s through studies of the English language for descriptive terms. Those categories were validated in the 1990s as a scientifically backed way to evaluate a person’s character.

Through a series of questions, researchers learn whether you are high, low, or in between in each one of those qualities. For example, a person could be low in extraversion, high in conscientiousness and openness, and medium in neuroticism and agreeableness. The combination of where you fall on the spectrum of the five traits provides a window into your general disposition and potentially your future behavior. Different combinations of trait scores could indicate aptitude for a particular kind of job, the strength of interpersonal relationships and even the likelihood of developing psychological or physical health issues.

How Accurate Are Personality Tests?

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If you’re looking for insight into the true you, there’s a buffet of personality questionnaires available. Some are silly—like the internet quiz that tells everyone who takes it that they are procrastinators at the core. Other questionnaires, developed and sold as tools to help people hire the right candidate or find love, take themselves more seriously.

The trouble is, if you ask the experts, most of these might not be worth the money. “You should be skeptical,” says Simine Vazire, a personality researcher at the University of California, Davis. “Until we test them scientifically we can’t tell the difference between that and pseudoscience like astrology.”

One famous example of a popular but dubious commercial personality test is the Myers–Briggs Type Indicator. This questionnaire divides people into 16 different “types” and, often, the assessment will suggest certain career or romantic pairings. It costs $15 to $40 for an individual, but psychologists say the questionnaire is one of the worst personality tests in existence for a wide range of reasons. It is unreliable because a person’s type may change from day to day. It gives false information (“bogus stuff,” one researcher puts it). The questions are confusing and poorly worded. Vazire sums it up as “shockingly bad.”

Personality questionnaires began evolving about a century ago, says Jim Butcher, an emeritus psychologist at the University of Minnesota. “They started asking questions about an individual’s thinking and behavior during World War I,” he says. “These were to study personality problems and mental health problems.” And importantly, he adds, the U.S. military wanted the questionnaires to help weed out soldiers who weren’t fit to fly military aircraft.


People Link Body Shapes With Personality Traits

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When we meet new people, our first impressions of their personality may depend, at least in part, on their body shape, according to research published in Psychological Science, a journal of the Association for Psychological Science.

“Our research shows that people infer a wide range of personality traits just by looking at the physical features of a particular body,” says psychological scientist Ying Hu of the University of Texas at Dallas, first author on the research. “Stereotypes based on body shape can contribute to how we judge and interact with new acquaintances and strangers. Understanding these biases is important for considering how we form first impressions.”

Previous research has shown that we infer a considerable amount of social information by looking at other people’s faces, but relatively little research has explored whether body shapes also contribute to these judgments.

“We wanted to know whether we could link personality descriptor words to body shape in predictable ways,” explains Hu. “That is, do people look at a person’s body and make snap judgments about whether the person is lazy, enthusiastic, or irritable?”

Hu and colleagues created 140 realistic body models, of which 70 were female and 70 male. The three-dimensional renderings were generated from random values along 10 different body dimensions, using data from laser scans of actual human bodies. Using these models allowed the researchers to know the precise physical measurements of each body shown in the study.

A total of 76 undergraduate participants viewed a set of models — they saw each body from two angles and indicated whether 30 trait words shown on screen applied to that body. The trait words reflected dimensions of the Big Five personality traits (a common measure of personality used in psychology research) typically seen as positive (e.g., enthusiastic, extraverted, dominant) or negative (e.g., quiet, reserved, shy).

The researchers analyzed whether participants consistently associated specific traits with certain types of bodies.

Generally, participants judged heavier bodies as being associated with more negative traits, such as being lazy and careless; they judged lighter bodies as having more positive traits, such as being self-confident and enthusiastic.

Furthermore, the participants perceived classically feminine (e.g., pear-shaped) and classically masculine (e.g., broad-shouldered) bodies as being associated with “active” traits, such as being quarrelsome, extraverted, and irritable. Male and female bodies that were more rectangular, on the other hand, were associated with relatively passive traits, such as being trustworthy, shy, dependable, and warm.

In additional analyses, the researchers found that they could reliably predict personality trait judgments from specific combinations of different body shape features.

“To our knowledge, this is the first study to consider the role of more nuanced aspects of body shape—beyond height and weight—in personality judgments about people,” says Alice O’Toole, coauthor and professor of the University of Texas at Dallas.

The tendency to infer personality traits from body shape is likely universal, the authors argue, but they note that the exact inferences people make will vary according to their culture, ethnicity, and even age. And it remains to be seen how other characteristics, such as attractiveness or gender, interact with body shape to influence the inferences that people make.

These findings add a new layer to the science behind first impressions, revealing “the complicated and value-based judgments that people make about strangers based only on their bodies,” Hu concludes.

Coauthors on the research include Connor J. Parde, Matthew, Q. Hill, and Alice J. O’Toole of the University of Texas at Dallas and Naureen Mahmood of the Max Planck Institute for Intelligent Systems.

All stimuli, data, and analysis scripts have been made publicly available via the Open Science Framework. The complete Open Practices Disclosure for this article are available online. This article has received the badge for Open Data.

The problem with ‘Type A’ personalities

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You likely know someone with a “Type A” personality – an ambitious, competitive person striving for success. Perhaps it’s how you would describe yourself.

It’s a label that has been applied to powerful, dominant people for decades. But new research suggests the Type A personality might be something of a misnomer.

Researchers from the University of Toronto in Scarborough, Canada say the term can be unhelpful and erroneous, and the way it’s usually applied represents an outdated way of thinking about personality. Here’s why you should think twice about casting yourself as Type A at your next job interview.

New Research From Psychological Science

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Read about the latest research published in Psychological Science:

High Level of Trait Anxiety Leads to Salience-Driven Distraction and Compensation

John M. Gaspar and John J. McDonald

Individuals with high anxiety levels exhibit an impaired ability to filter out irrelevant information, even when that information is emotionally neutral. Gaspar and McDonald used electroencephalograms (EEG) to measure electrical indicators of brain activity while individuals with high and low trait-anxiety scores followed instructions to search and identify the position of a yellow target and ignore a salient red target in a visual display of stimuli that varied only in their colors. Although visual search performance did not differ between individuals with high and low anxiety, electrical brain activity indicated that individuals with high anxiety paid attention to the salient distractor before they were able to suppress it, whereas individuals with low anxiety did not pay attention to the distractor. This suggests that individuals with high anxiety might be able to suppress irrelevant information only after their attention has already been diverted to it, whereas individuals with low anxiety may prevent the distraction before it happens. Therefore, in this type of task, the performance of individuals with high anxiety might be as good as the performance of individuals with low anxiety if they make the effort to compensate for their impaired ability to initially focus attention.

School or Work? The Choice May Change Your Personality
Jessika Golle, Norman Rose, Richard Göllner, Marion Spengler, Gundula Stoll, Nicolas Hübner, Sven Rieger, Ulrich Trautwein, Oliver Lüdtke, Brent W. Roberts, and Benjamin Nagengast

Our personality traits may predispose us to choose particular career paths, but can choosing a particular career path also shape our personality traits? To find out, Golle and colleagues compared the Big Five traits (i.e., neuroticism, conscientiousness, openness, agreeableness, and extraversion) and vocational interests (i.e., artistic, social, enterprising, conventional, investigative, and realistic) of German students who had chosen an academic track with those of German students who had chosen a vocational track when they were 15 to 16 years old. Participants who had similar traits at the beginning of the study seemed to diverge after choosing a path: Students who selected the vocational track were more conscientious and had less investigative, social, and enterprising interests 6 years later compared with students who continued on the academic track. Having relatively well-defined work demands and more experienced colleagues might lead those who choose a vocational path to mature faster but could also diminish their interest in activities that fall outside the scope of their work. The different environmental pressures that come with staying in school versus entering a work path may influence personality development in early adulthood, the researchers conclude.

Attentional Selection Mediates Framing and Risk-Bias Effects
Moshe Glickman, Konstantinos Tsetsos, and Marius Usher

Humans’ preferences and choices are not always rational and can change depending on how a task is framed. Glickman and colleagues examined the role of attention in these biases. Participants saw number sequences that represented payoffs from slot machines. In one experiment, they reported which sequence had a higher average payoff; in another, they reported which had a lower average payoff. In both experiments, they also indicated whether they saw a red dot on one of the numbers. Participants looking for higher average payoffs were more likely to detect the dot on higher numbers; those looking for lower average payoffs were more likely to detect the dot on lower numbers. Thus, participants allocated their attention according to the goal determined by the task framing. In another experiment, when the distribution of payoffs reflected riskier sequences (greater variance) or safer sequences (less variance), participants opted to draw an extra sample from the riskier sequences. In addition to this risk-seeking bias, they were also more likely to detect the red dot on higher payoffs. Hence, irrational choices may stem from an attentional-selection mechanism that is biased toward goal-congruent information, which can lead to risky decisions.

The Dark Triad and the Evolution of Jerks

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A great deal of recent research on evolution focuses on altruism—the tendency of creatures to help others, often at great cost to themselves. This is especially true of human beings, who help one another for a variety of good evolutionary reasons. For instance, people help kin, which is a way of preserving the genes that they share. People help others who are likely to help them back. But the prevalence of altruism also raises an evolutionary paradox: If evolution has selected humans to be nice and kind, how do we explain the high prevalence of jerks?

New Research From Psychological Science

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Read about the latest research published in Psychological Science:

Tracking Colisteners’ Knowledge States During Language Comprehension
Olessia Jouravlev, Rachael Schwartz, Dima Ayyash, Zachary Mineroff, Edward Gibson, and Evelina Fedorenko

Open Data and Open Materials badgesWhen we receive information in other people’s presence, are we sensitive to what they are able and unable to understand? Two studies suggest that we are, but only when we have cognitive resources available. In two experiments, participants saw sentences preceded by a context; the participants were alone or in the presence of a confederate who had no access to the context. The information was plausible (e.g., “the bird had a little beak and yellow tail”), implausible (e.g., “the girl had a beak and a yellow tail”), or plausible given the context (e.g., “the girl had a little beak and a yellow tail,” preceded by “the girl dressed up as a canary for Halloween”). Participants had to decide whether the sentences made sense (i.e., were plausible) while electroencephalographic (EEG) activity was recorded. Participants evaluated the context-dependent sentences as more implausible and showed more difficulty processing them (as measured by the EEG) only when the confederate was present. This effect did not occur when participants simply had to read the information or when they had to answer demanding comprehension questions. Thus, unless mental resources are limited, individuals seem able to track the perspectives of anyone present during a conversation, which is important for communicating and forming relationships.

Use of Face Information Varies Systematically From Developmental Prosopagnosics to Super-Recognizers
Jessica Tardif, Xavier Morin Duchesne, Sarah Cohan, Jessica Royer, Caroline Blais, Daniel Fiset, Brad Duchaine, and Frédéric Gosselin

Some people are better than others at recognizing faces. What lies behind that ability? In an experiment designed to address this question, Tardif and colleagues observed how participants used facial features to identify famous faces. The experimenters presented photographs of the faces using the bubbles method, in which different stimulus information is randomly sampled, and a process similar to multiple regression is used to identify the features that lead individuals to recognize a face correctly. This allowed the scientists to identify the features that lead individuals to recognize a face correctly. Individuals tended to use the eyes, eyebrows, and mouth to correctly identify the faces. Super-recognizers, who can easily recognize faces they have not seen in years, used all of these features, whereas individuals with developmental prosopagnosia, who show great difficulty recognizing faces, seemed to use only the mouth to identify the faces. Moreover, the researchers showed that during face recognition, super-recognizers and individuals with developmental prosopagnosia use different quantities of information but not different types of information compared with average face recognizers. Identifying such individual differences might offer insights for improving face processing in people with impaired face recognition and in people whose jobs require strong face-processing abilities, such as police officers or security agents.

Self–Other Agreement in Personality Reports: A Meta-Analytic Comparison of Self- and Informant-Report Means
Hyunji Kim, Stefano I. Di Domenico, and Brian S. Connelly

Open Data and Open Materials badgesIndividuals’ own assessment of their personalities seem to resemble the opinion of others, despite a long-standing notion that individuals might view themselves more positively than others see them. In a large meta-analysis, Kim et al. compiled 152 studies that used self- and informant reports of an individual’s personality on the Big Five personality traits (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) and examined the discrepancies between the reports. They found that the mean ratings for each trait were similar in the self-reports and in the reports provided by family, friends, and colleagues. However, strangers’ reports were less favorable than the self-reports, particularly for openness, suggesting that strangers may be more critical when evaluating someone. The findings suggest that people judge their own personality astutely, although individual and contextual differences in that judgment remains an open question, the authors say.

Most Personality Quizzes Are Junk Science. Take One That Isn’t.

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What’s your personality, and what can it tell you about your true self? Those questions have launched a thousand online personality quizzes. But you can do better than those specious — yet irresistible — quizzes. You can take a personality quiz backed by science.

Meet the Big Five, the way most psychologists measure and test personality. It’s a system built on decades of research about how people describe one another and themselves. (You can read more about it in this article we published last year.) There are a couple of things that make it — and this quiz — different.

First, the Big Five doesn’t put people into neat personality “types,” because that’s not how personalities really work. Instead, the quiz gives you a score on five different traits: extraversion, agreeableness, conscientiousness, negative emotionality and openness to experience. For each of those traits, you’re graded on a scale from 0 to 100, depending on how strongly you associate with that trait. So, for example, this quiz won’t tell you whether you’re an extravert or an introvert — instead, it tells you your propensity toward extraversion. Every trait is graded on a spectrum, with a few people far out on the extremes and a lot of people in the middle.

For Professionals, Personality May Be Best in Moderation

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It’s easy to see how someone with low levels of conscientiousness or extraversion might struggle in the workplace. An employee who can’t stay organized might lose track of important papers or miss a critical meeting, while those who prefer solitude can struggle to make the professional connections needed to advance in their careers.

But people who tend to score higher than average on the “Big 5” personality traits – openness, conscientiousness, extraversion, agreeableness, and neuroticism — can face hurdles of their own too, write Nathan T. Carter, a professor of industrial-organizational psychology at the University of Georgia, and colleagues in Current Directions in Psychological Science.

“Psychologists have generally operated under the assumption that for all traits, more is better,” the authors wrote. “It is possible that persons with moderate levels of [five-factor model] traits will see better work and life outcomes — across a variety of jobs and situations — than those at the extremes.”

Studies have already suggested a link between trait conscientiousness and obsessive-compulsive personality disorder (OCPD), but Carter’s research suggests that having very high levels of this widely valued trait can also create issues specific to the workplace. After collecting data on personality traits and job performance from 1,258 employees working at an international consulting firm through self-reports and and supervisor ratings, Carter and colleagues found higher conscientiousness was, in fact, positively linked with performance – except among those who scored highest for the trait, who actually performed worse than their peers.

And there is evidences that other Big 5 personality traits show this curvilinear relationship, as well, Carter said. The trusting, altruistic natures of highly agreeable people have been found to correlate with lower salary and reduced opportunities for mentorship, for example, while incredibly outgoing individuals may feel isolated or aggravate their colleagues in less socially-oriented industries. Although openness has been shown to support creative achievement and relationship building, it can contribute to difficulty distinguishing between fantasy and reality at extreme levels.

Of all of the Big 5 traits, the potential negative impacts of scoring very high in neuroticism – a trait characterized by emotional instability, anxiety, and depression — are perhaps the most self-evident. The potential drawbacks of being incredibly emotionally stable, on the other hand, have not been so thoroughly investigated, the authors note. It’s possible, they add, that a lessened ability to feel anxiety could be similarly maladaptive to the inability to feel physical pain, and may even contribute to the fearlessness of some psychopathic individuals.

Aristotle himself argued that all human qualities can be too extreme in both directions, Carter notes, and that virtues such as temperance and courage exist not at the highest levels of abstinence and bravery, but at the mean.

“I think it is really intuitive,” Carter says. “There were philosophers that really thought very hard about these types of things and some of the ways that we were measuring and operationalizing took us away from that.”

Personality traits are thought of as existing on continua with maladaptive levels at both ends, he continues, but the dominance model of measurement, which supports the view that more of a given trait is always better, prevents researchers from accounting for the full spectrum of behavior.

On a typical five-factor model (FFM) personality test, for example, a participant who disagrees with the statement “I am usually on time for my appointments” would be assumed to usually be late for their appointments. Someone extremely high in conscientiousness, however, might disagree with the statement because they are always on time for appointments.

The ideal point model of measurement, on the other hand, permits participants to indicate not only whether they disagree with a statement, but that they disagree because they perceive themselves to possess more or less of a trait than the statement allows for. It’s possible that the dominance model of measurement has created a sort of false ceiling for personality scores, Carter adds, because researchers haven’t been using items that allow them to measure extremely high levels of these traits.

That’s not to say that extreme personalities are always bad, but they do seem to be highly dependent on context for success. Otherwise extreme levels of conscientiousness may be desirable in an air traffic controller who is responsible for helping pilots navigate safely, for example. Carter’s ongoing study on agreeableness has also suggested that results can vary between individuals of different groups, with highly agreeable women tending to be better compensated than highly agreeable men.

Just because an extreme personality benefits someone professionally doesn’t mean that it isn’t maladaptive in other areas of life, however, Carter noted.

“What leads to success may not always be the best thing in general for the person,” he says.

Currently, Carter is investigating the relationship between extroversion and prosocial behavior in different workplace contexts, as well as how highly dutiful employees who are reluctant to “job-hop” may pay an economic penalty.

Reference

Carter, N. T., Dalal, D. K., Boyce, A. S., Oconnell, M. S., Kung, M., & Delgado, K. M. (2014). Uncovering curvilinear relationships between conscientiousness and job performance: How theoretically appropriate measurement makes an empirical difference. Journal of Applied Psychology, 99(4), 564-586. doi:10.1037/a0034688

Carter, N. T., Miller, Joshua D., Widiger, Thomas A. (2018). Extreme personalities in work and in life. Current Directions in Psychological Science, 27(6), 429-436. Doi:10.1177/0963721418793134


The Personality Trait That Makes People Feel Comfortable Around You

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Some people can walk into a room and instantly put everyone at ease. Others seem to make teeth clench and eyes roll no matter what they do. A small body of psychology research supports the idea that the way a person tends to make others feel is a consistent and measurable part of his personality. Researchers call it “affective presence.”

This concept was first described nearly 10 years ago in a study by Noah Eisenkraft and Hillary Anger Elfenbein. They put business-school students into groups, had them enroll in all the same classes for a semester, and do every group project together. Then the members of each group rated how much every other member made them feel eight different emotions: stressed, bored, angry, sad, calm, relaxed, happy, and enthusiastic. The researchers found that a significant portion of group members’ emotions could be accounted for by the affective presence of their peers.

It seems that “our own way of being has an emotional signature,” says Elfenbein, a business professor at Washington University in St. Louis.

Does a ‘dark triad’ of personality traits make you more successful?

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The dark side of human personality has long fascinated the public and psychologists alike. Research has linked unpleasant traits such as selfishness and a lack of empathy to a higher income and better odds of landing a date.

But critics are starting to push back. In a new study, scientists argue such work is often superficial, statistically weak, and presents an overly simplistic view of human nature. Worse, they say it could have harmful implications in the real world by downplaying the damage dark personalities can cause.

“The situation is cause for real concern,” says Josh Miller, a clinical psychologist at the University of Georgia in Athens. Researchers, he says, have focused “on attention-grabbing, provocative work without the necessary interpretative caution.”

The criticism focuses on research into the so-called dark triad of personalities. Two Canadian psychologists coined the term in 2002 to group together Machiavellianism, narcissism, and psychopathy: traits linked by callousness, manipulation, and a lack of empathy. Thousands of papers have been published on the topic since then, with 1700 last year alone.

To capture all three, studies using the dark triad ask people to agree or disagree with statements such as “I have been compared to famous people” or “It’s not wise to tell your secrets.”

Some studies have then tried to link a volunteer’s dark triad score with real-world metrics, such as salary, sexual behavior, and attitude toward co-workers. Many of these papers have been picked up by the press, with such headlines as “Why a little evil is good” and “Republicans have more psychopathic traits than Democrats.”

Companies have gotten in on the action, too. In 2016, a U.K. firm advertised for a “Psychopathic New Business Media Sales Executive Superstar! £50k – £110k.” The advert claimed one in five CEOs were psychopaths, and said it wanted to find someone with “the positive qualities that psychopaths have.”

But dark triad studies are often far too superficial to draw any meaningful conclusions, says Miller, who—with colleagues—has published a strong critique of the field on the preprint server PsyArXiv. It will soon appear in Current Directions in Psychological Science.

Most Links Between Personality Traits and Life Outcomes Are Replicable, Study Shows

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Studies showing links between personality traits and life outcomes, such as marital stability and vocational achievements, provide a reasonably accurate map of the relationship between personality and various aspects of one’s life, according to findings from a large-scale replication project. The findings are published in Psychological Science, a journal of the Association for Psychological Science.

The results of the project “provide grounds for cautious optimism about the personality–outcome literature,” says study author Christopher J. Soto, a psychology researcher at Colby College.

“Like a lot of researchers, I have been following recent discussions about the robustness of our scientific findings with great interest, but I was genuinely uncertain about how much this problem generalized to my own key area of interest: personality psychology,” he explains. To find out, Soto developed the Life Outcomes of Personality Replication (LOOPR) Project.

The LOOPR Project aimed to replicate 78 previously identified trait-outcome associations, which had been noted in a comprehensive literature review published in 2006. The project specifically examined links between the Big Five personality traits — openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism — and 48 individual, interpersonal, and institutional outcomes, which ranged from subjective well-being to personal behavior to occupational performance.

Prior to conducting the study, Soto preregistered the study hypotheses, design, materials, and analysis plans on the Open Science Framework.

A total of more than 6,100 adults, from four online samples of participants, completed surveys for the study. The surveys included a version of the widely used Big Five Inventory to measure personality traits, as well as various measures of life outcomes, such as career and relationship success, political beliefs, and criminal history.

The analyses showed that the majority of the replication attempts were successful — that is, the replication attempts reproduced previously identified trait–outcome links about 85% of the time. But the LOOPR Project results showed associations between personality traits and life outcomes that were often not as strong as those originally published.

“The key reason for optimism is that the replicability estimates from this project are pretty high — true personality–outcome associations don’t seem to be outnumbered by false positives or flukes,” says Soto. “However, the replicability estimates are still a bit lower than we would expect if the personality literature didn’t have any problems with false positive results, selective reporting, or publication bias.”

“This suggests that personality research can still benefit from current efforts to improve the robustness of our science,” he says.

Soto does note certain aspects of the LOOPR Project that may account for some of the differences in the findings. Whereas the replication attempts were based on self-report surveys completed by groups of online participants, some of the original studies collected data in a different way (i.e., following people over time), used a different method (i.e., in-person interviews), or drew from a different sample (i.e., community-based sample). When both the original study and replication attempt used self-report measures, for example, the replication effect sizes tended to be larger.

Ultimately, the study represents a first step in examining the reliability of trait–outcomes associations.

“The LOOPR Project has generated a large and rich data set, so I’m excited to collaborate with other scientists to bring these data to bear on other key issues in our field,” Soto says. “These include updating and extending our understanding of how personality relates with consequential life outcomes, and testing the degree to which these personality-outcome associations generalize across factors like age, gender, and socioeconomic status.”

All data, materials, and analysis code for this study are publicly available on the Open Science Framework. The preregistration protocol and revisions to the preregistration are also online. This article has received badges for Open Data, Open Materials, and Preregistration.

Birth order may not shape personality after all

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Birth order, according to conventional wisdom, molds personality: Firstborn children, secure with their place in the family and expected to be the mature ones, grow up to be intellectual, responsible and conformist. Younger siblings work harder to get their parents’ attention, take more risks and become creative rebels.

That’s the central idea in psychologist Frank J. Sulloway’s “Born to Rebel,” an influential book on birth order that burst, like a water balloon lobbed by an attention-seeking third-born, onto the pop psychology scene two decades ago. Sulloway’s account of the nuclear family claimed that firstborn children command their parents’ attention and resources, so later-borns must struggle to carve out their niche. Sibling behaviors then crystallize into adult personalities.

“I thought — and I still think — it’s very plausible and intuitive,” said Ralph Hertwig, a psychologist at the Max Planck Institute for Human Development in Berlin, who published a study on unequal parental investment with Sulloway in 2002.

The trouble is the growing pile of evidence, Hertwig’s included, that’s tilted against it.

Birth order does not appear to influence personality in adults, according to several ambitious studies published in the past few years. This new wave of research relied on larger data sets and more robust statistical methods than earlier reports that claimed to find a relationship between birth order and personality. Hertwig, for his part, predicted he would find evidence that later-borns are daredevils when he embarked on a recent study of risky behaviors. He did not.

The Opposite of Procrastination

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For every employee who chronically misses deadlines, there is another who completes assignments far ahead of schedule. One worker may take days to respond to an email, while another may write back so fast it’s as if they’d read the message before they even received it. A manager may treasure a staff member’s hypervigilance to deadlines and to-do lists, but those qualities may carry some business risks and opportunity costs.

Scientists have long studied the complexities of procrastination, tying it to poor perceptions of time and feeble self-regulation. But recently, behavioral researchers have begun to investigate the flip side of chronic dilly-dallying, studying people who rush to get things done even if they have to expend extra effort. Psychological scientist David A. Rosenbaum and his colleagues discovered this phenomenon in a 2014 study and dubbed it pre-crastination.

In a research review just published in Current Directions in Psychological Science, Rosenbaum (University of California, Riverside) and an international group of scientists provide a deep perspective on pre-crastination. They conclude that this habit does not just reflect simple haste or the pursuit of instant gratification; it also reduces demand on mental resources.

The 2014 experiments that introduced pre-crastination into the scientific lexicon occurred when Rosenbaum, then a professor at Pennsylvania State University, set out with colleagues to study the trade-offs between an object’s weight and the distance people were willing to carry it. In the study, university students were asked to walk down an alley and pick up either of two empty buckets. Specifically, participants were told to choose the bucket that seemed easiest to carry to the end of the alley. The researchers expected the participants to pick up the bucket close to the end, since they’d have to carry it a shorter distance. But surprisingly, most of the participants chose the bucket closest to the starting point. When interviewed after the experiment, the students said they chose the near bucket to get the task done as quickly as possible. This made no sense; the time it would take to reach the end of the alley would be the same no matter which bucket they picked up.

Rosenbaum’s team repeated the procedure in various iterations, including having the participants carry buckets filled with pennies, having them choose between one filled bucket and one empty bucket, and varying the positioning of the buckets. And in every case, participants chose to carry the bucket nearest them over the one near the end of the alley; in other words, they took the first chance to finish the task even though it required carrying the bucket a longer distance.

Other researchers have discovered effects related to pre-crastination, including the influence that looming deadlines can have on a person’s judgment and decision-making. University of Chicago psychological scientist Christopher Hsee was involved in a 2018 study, led by Johns Hopkins University consumer behavior scientist Meng Zhu, that showed a phenomenon the authors called the mere urgency effect. This concept holds that when people sense that they have a limited amount of time to complete a trivial task, they focus on that at the expense of more important tasks. Essentially, the deadline becomes salient, no matter the magnitude of the task at hand. This could translate, for example, into an employee hurrying to deliver a routine report (with typos and misspellings), rather than working to close a lucrative deal with a big client.

Rosenbaum and other researchers suggest that pre-crastination enables people to reduce cognitive demand. That can be a particularly strong motivation in the workplace. Remembering to complete that quarterly sales report by a certain deadline can be cognitively taxing — but not if you complete it right away and scratch it off your to-do list.

Research is also focusing on individual differences in pre-crastination tendencies. Kyle Sauerberger, a researcher in Rosenbaum’s UC Riverside lab, has linked certain personality traits, such as high levels of conscientiousness and agreeableness, with precrastinating behavior.

The authors of the review raise the practical questions about pre-crastination for scientists to pursue. Do people interrupt others in conversation not to simply dominate the dialogue but to reduce their mental workload? Do people multitask because their precrastinators? And does precrastinating behavior vary in different cultures and settings?

It’s also unclear whether the tendency to precrastinate generalizes across different tasks, the authors conclude. Answering that question may giving employers a better idea of the implications pre-crastination truly have in the workplace.

“If someone picks up near buckets,” they ask, “will he or she answer emails immediately, finish work too soon, and hurry on physical tasks that may lead to injury?” 

“If someone picks up near buckets,” they ask, “will he or she answer emails immediately, finish work too soon, and hurry on physical tasks that may lead to injury?” 

Reference

Rosenbaum, D.A., Fournier, L.R., Levy-Tzedek, S., McBride, D.M., Rosenthal, R., Sauerberger, K. … Zentall, T.R. (2019). Sooner rather than later: Pre-crastination rather than procrastination. Current Directions in Psychological Science, doi.org/10.1177/0963721419833652.

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