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Additionally, the popularity of the Big Five-Factor Model of Personality within the field of psychology has overshadowed the theory of situationism. Because this model of personality identifies specific personality traits and claims they can explain behavior and decisions of an individual, situationism has become a bit obsolete. [6]
Situationists, opponents of the trait approach, argue that people are not consistent enough from situation to situation to be characterized by broad personality traits. The debate is also an important discussion when studying social psychology, as both topics address the various ways a person could react to a given situation.
Situational strength is defined as cues provided by ... The major theme was rather that the trait approach to personality was not as sensitive to the influence of ...
Trait activation theory is based on a specific model of job performance, and can be considered an elaborated or extended view of personality-job fit. Specifically, it is how an individual expresses their traits when exposed to situational cues related to those traits.
In his 1968 book Personality and Assessment, Walter Mischel asserted that personality instruments could not predict behavior with a correlation of more than 0.3. Social psychologists like Mischel argued that attitudes and behavior were not stable, but varied with the situation. Predicting behavior from personality instruments was claimed to be ...
He argued that these individual differences would not be expressed in consistent cross-situational behavior, but instead, he suggested that consistency would be found in distinctive but stable patterns of if-then, situation-behavior relations that form contextualized, psychologically meaningful "personality signatures" (e.g., "s/he does A when ...
According to this theory, people tend to think of their personality in terms of a specific social context when they are asked to rate them. Whichever environment is cognitively salient at the time of the personality measurement will influence the respondent's ratings on a trait measure. [ 23 ]
The theory holds that the effectiveness of a task group or of an organization depends on two main factors: the personality of the leader and the degree to which the situation gives the leader power, control, and influence over the situation or, conversely, the degree to which the situation confronts the leader with uncertainty. [1]