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Personality Development and Person Perception (disposition and trait) -…
Personality Development and Person Perception (disposition and trait)
Can personality change over time?
Rank-order stability: The extent to which people retain their rank-orders in a trait dimension over time (relative change); does this person remain in the same rank relative to his peers?
Cumulative continuity principle: As people become older, rank-order stability increases
Influence of life experiences: People with similar personalities and job demands will reinforce your personality
Corresponsive principle: Life experiences can make us more of who we are
Niche-picking: People with certain personalities may self-select themselves into certain environmental niches, get rewarded by those experiences, and may thus further fortify their own personalities over time
Mean-level stability: The extent to which people, as a
group
, exhibit constancy in the mean trait level over time (absolute change); comparing mean 1 to mean 2
Individual-level change: Looking at stability of individuals (does the score change for one individual? Is this change significant enough?) Changes are mostly subtle
Social vitality and openness increase during adolescence, retain stability over adult years, then decline in old age
Social dominance, conscientiousness, emotional stability change the most significantly during young adulthood
Agreeableness changes gradually, greatest increase between 50-60
Social investment hypothesis: Role changes in life transitions facilitate personality moving towards maturity
Careers and families: Increase in social assertiveness, emotional stability, responsibility, and conscientiousness
Late adulthood onwards: Less competitive and antagonistic, less socially active, less open to new experiences (selective investment)
Can we change our personalities?
There is a universal desire to change our personalities
Motivation is key: If you act out of character, you spend a lot of resources. You need strong perseverance
How: Life circumstances, taking on new roles, psychotherapy or interventions (to modulate initial emotional reactions), change the trait-relevant micro-behaviours rather than the trait itself (bottom-up approach) such as by being punctual, forming new habits
Person perception: How do we know about other people's personality?
Consensus: Do the judges agree on the traits of the targets?
Accuracy: How accurate are people in perceiving others?
Knowledgeable informants: 0.30-0.50. Moderators are acquaintanceship and how visible the traits are (some traits are more observable than other traits)
The Lens Model
Left: Target's own ratings of personality
Center: Cues to personality. Cues that are reflective of the same trait should be correlated with one another
The more valid cues available, the more accurate and consensus the judgements. Cues can correlate, but must be unique (cannot be redundant)
Right: Trait inferences made by the judges
Judges have to be aware of the cues and use them correctly (cue utilisation)
Zero-acquaintance paradigm: Small degree of consensus and accuracy
Cues
Physical attributes and behaviour
Physical environment: Office, bedrooms
Personal websites
Realistic Accuracy Model (RAM)
:
Relevant: Target must do something relevant to the trait being judged
Available: This information must be available to the judge
Detect: The judge must detect this information
Utilise: The judge must utilise this information correctly
AI as perceivers: Digital footprints as behavioural data, Big Data, computer algorithms, prediction of personality characteristics
Computers can predict personality better than humans
Advantages: Self-reports no longer needed, actual behaviour as data points, improved predictions, tailored online persuasion
Concerns: Black box issue, exploitation