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The fact that people differ in their tendency to engage in socially desirable responding (SDR) is a special concern to those measuring individual differences with self-reports. Individual differences in SDR make it difficult to distinguish those people with good traits who are responding factually from those distorting their answers in a ...
Consistency: The extent to which a person usually behaves in a given way. There is high consistency when a person almost always behaves in a specific way. Low consistency is when a person almost never behaves like this. Distinctiveness: The extent to which an actor's behavior in one situation is different from his/her behavior in other situations.
There are three processes of attitude change as defined by Harvard psychologist Herbert Kelman in a 1958 paper published in the Journal of Conflict Resolution. [1] The purpose of defining these processes was to help determine the effects of social influence: for example, to separate public conformity (behavior) from private acceptance (personal belief).
Also in 2016, Quizlet launched "Quizlet Live", a real-time online matching game where teams compete to answer all 12 questions correctly without an incorrect answer along the way. [15] In 2017, Quizlet created a premium offering called "Quizlet Go" (later renamed "Quizlet Plus"), with additional features available for paid subscribers.
Fritz Heider discovered Attribution theory during a time when psychologists were furthering research on personality, social psychology, and human motivation. [5] Heider worked alone in his research, but stated that he wished for Attribution theory not to be attributed to him because many different ideas and people were involved in the process. [5]
The person–situation debate in personality psychology refers to the controversy concerning whether the person or the situation is more influential in determining a person's behavior. Personality trait psychologists believe that a person's personality is relatively consistent across situations. [ 1 ]
Mnemonic device for the two theories: a person refusing to work ("X") and a person cheering the opportunity to work ("Y") Theory X and Theory Y are theories of human work motivation and management. They were created by Douglas McGregor while he was working at the MIT Sloan School of Management in the 1950s, and developed further in the 1960s. [ 1 ]
People are thought to engage in both positive and negative attention seeking behavior independent of the actual benefit or harm to health. In line with much research and a dynamic self-regulatory processing model of narcissism, motivations for attention seeking are considered to be driven by self-consciousness and thus an externalization of ...