Genetic and Environmental Factors of Non-Ability-Based Confidence

Non-ability-based confidence is confidence in one’s ability that is not calibrated to actual ability. Here, we examine what psychological factors are associated with possessing more or less confidence relative to one’s ability and to what extent genetic and environmental processes contribute to these links. Using data from the Texas Twin Project ( N = 1,588 participants, aged 7–15 years), we apply a latent variable residual approach to calculate non-ability-based confidence as self-rated confidence net of ability on standardized cognitive tests. Non-ability-based confidence was modestly heritable (9%–28%) and strongly positively correlated with the need for cognition, mastery goal orientation, grit, openness, and emotional stability. These correlations were partly mediated by genetic factors (57% of the association on average). This widespread pattern of associations between non-ability-based confidence and several other measures of thinking, feeling, and acting suggest that non-ability-based confidence can be conceptualized as a personality attribute.

Festival Personality and How It Influences Visitor Attitude and Intention

This study explores festival personality for its impacts on visitor attitude and intention toward festivals. Two distinct and popular festivals held at a botanic park in Western Australia were selected for the research. A total of 481 local and international visitors participated in the self-administered, pen-and-paper and online surveys. The Excitement personality attribute was unique to the Chili Festival, whereas the Cheerfulness personality attribute was unique to the Tulip Festival. Both festivals embodied the Imagination personality attribute, suggesting the place in which a festival is held may embody its own attributes, which contribute to the holistic personality of the festival. For both festivals, the personality attributes had significant impact on favorable visitor attitude, resulting in their positive intention toward these festivals. The study paves the way for researchers to extend brand personality research to the event tourism domain, particularly in the niche sector of festivals. The enhanced understanding lends input into how festival organizers, brand managers, and marketers can manage the positioning, differentiation, and communication strategies of their festivals in this competitive sector.

The Impacts of the Personality Attribute of Time and Money on Customer Engagement Behavior: A Self-concept Perspective

Although recent studies have explored the antecedents of customer engagement behavior (CEB), few empirical studies have explored the mechanisms that connect these antecedents to CEB. From self-concept perspective, this research uses experimental and survey methods to explore the influence of the type of customer-invested resource (time vs. money) and customers’ regulatory focus (promotion-focused vs. prevention-focused) on CEB and the mechanisms that underlie these processes. The results of three studies show that promotion-focused customers initiate more recommendations and complaints when time (vs. money) spent in the shopping experience is emphasized, whereas this effect does not exist for prevention-focused customers. A self-concept connection mediates the moderating role of regulatory focus in the relationship between types of resources and recommendations, whereas this mediating role of self-concept connection does not exist with complaining behaviors. In summary, the influence of customer-invested resources on CEB varies according to a customer’s regulatory focus.

Relationships and Resilience in Young adults from Fragmented and Discordant Households in India

India witnesses high rates of intimate partner violence [37.7% incidence in the South East Asia zone per WHO data, 2012]. Taboos about marital separation and divorce exist across socioeconomic strata, meaning, a large number of Indian children grow up in discordant households witness chronic abuse of one or both parents. Another belief that binds many discordant partners is that separation or divorce leads to poor mental health and personality outcomes in progenies, long term. On the contrary, prior studies in Western samples have shown that there are significant negative outcomes for individuals vicariously exposed early childhood adversity including a discordant or violent household. The objective of this study was to assess whether resilience, a key personality attribute, differs among college-aged individuals who grew up in traditional two-parent households without conflict, a discordant household or a single parent household. 116 participants aged 18-24 (M=20.3 SD= 1.2, 86F) were recruited at Ashoka University. Resilience scores were calculated using The Resilience Scale. A two-way ANOVA examining the effect of family structure and gender on resilience score showed that family structure but not gender has a direct effect on resilience scores [ F (2, 116) = 3.122 p=0.048] but the effect is barely significant. Post hoc (Bonferroni) testing indicated that individuals from single-parent households (M=136, SD=19.01) or discordant households (M=134, SD= 17.81, p=0.50) tended to score higher on resilience than individuals from two-parent, non-conflicted families (M=121.05, SD= 20.53, p=0.066). Contrary to popular belief, results suggest that growing up in traditional two-parent households do not offer any significant advantage over single-parent households as far as resilience is concerned. These results provide initial evidence against existing social taboos and can be expanded upon for further cross-cultural validation. Further, a qualitative study explores the experiences of relationships of young adults from the three family types.

Uncertainty Management Theories

The subjective state of uncertainty can be understood as deriving from reduced predictability of and control over events and the world around us. There are different ways to conceptualize the nature of uncertainty, its antecedents and predictors, and the strategies that individuals use to manage & reduce uncertainty within communication science and social psychology. Prominent theories of uncertainty within communication—uncertainty reduction theory, anxiety/uncertainty management theory, and approaches to uncertainty management—focus on states of uncertainty and lowered predictability within the context of interactive communication with others. In these theories, communication with others plays a central role in the production, maintenance, and management of uncertainty. These three communication-based approaches also differ in the ways in which they conceptualize uncertainty and its management in communicative contexts. Uncertainty reduction theory treats uncertainty as an aversive state that individuals always aim to reduce. In contrast, although anxiety/uncertainty management theory and approaches to uncertainty management discuss uncertainty as an aversive state, they also provide for conditions under which uncertainty might be a desired state. Within social psychology, the construct of uncertainty has received different treatments. Some approaches have conceptualized the extent of uncertainty experienced and tolerated by individuals as an enduring individual difference or a personality attribute. Social psychologists have also conceptualized uncertainty as an aspect of a person’s identity and self-concept. For instance, uncertainty-identity theory explains uncertainty as a context-invoked aversive state associated with lowered perceived predictability of self and others—uncertainty about who one is, how one should behave, and how one will be treated by others. The theory argues that individuals are motivated to reduce such uncertainty by seeking group memberships, as groups provide a framework for self-definition that helps manage self-conceptual uncertainty.

Psychometric Properties of Personality Scale (Triguna Personality – Sat, Raj, Tam) among the Adult Person

To establish the psychometric properties of the personality scale in assessed on personality attributes for adult population. Survey type research and correlational design were use. The personality scale was administered on the adult population (N=200, Age group 30-60 years) of Raipur City, Chhattisgarh, India. The psychometric properties of the scale were established by computing Exploratory Factors analysis, reliability (Cronbach’s Alpha) and validity. The result of the exploratory factor analysis in varimax rotation model reveals that 29 items were significantly loaded in three factors out of 30 items. Each items of the scale were highly discriminate. The reliability of personality scale Cronbach’s Alpha is 0.84.The psychometric properties of the personality trigun scale confirm that it is reliable and valid measure of personality attribute (e.g. sat, raj and tam) among adult with age range of 30-60 years.

Conflict Management Styles and Personality Attributes of the Southeast Asian School Managers

School managers have to manage conflict in a way that most benefits the organization and do the least harm to conflicting parties (Gannon 1979). A manager brings his people and personality to his office. This theory signifies the indispensability of one’s personality to a leader’s performance in his official job (Davis and Newstrom 1995). This descriptive survey-correlation method of research tried to find out which conflict management styles relate significantly to the personality attributes of the Southeast Asian school managers. The findings may serve as a feedback as to how this group of school managers manages conflict in certain situations and as a partial basis for assessment to determine their conflict management styles and personality attributes. The result indicated non-significant differences between their conflict management styles used in each of the five areas of concern which was established based on the computed value of the Phi-Coefficient since there were only two conflict management styles expressed by them in each area of concern namely, Integratingand Forcing. Point-Biserial Correlation Coefficient resulted to significant relationships between their conflict management styles and personality attributes since conflict management styles of Executive Position and Career have significant relationships with Selfesteem and Risk taking personality attributes. Keywords - Conflict management, personality attribute, educational administration, organizational conflict, and organizational management.

Is there a buffering effect of flexibility for job attitudes and work-related strain under conditions of high job insecurity and regional unemployment rate?

This article explores the relationships of job insecurity and regional unemployment rate with job attitudes and work-related strain. The authors considered the personality attribute flexibility as a potential moderator. Their results revealed job insecurity to be negatively associated with job involvement and career satisfaction and positively with readiness to make concessions and strain. Moreover, with an increasing level of subjective (qualitative) job insecurity, individuals low in flexibility reported lower career satisfaction. In contrast, where objective job insecurity (unemployment rate) was high, these low flexibility participants showed higher career satisfaction. They were also more ready to make concessions and more involved with their job than those high in flexibility. Finally, the study found the proposed buffering effect, as those high in flexibility experienced less health impairment when perceived (quantitative) job insecurity and regional unemployment rate were high. Strategies of coping with uncertainty as well as options regarding strengthening flexibility are discussed.

Personality‐relevant attribute‐nouns: a taxonomic study in the Italian language

The present study was based on psycholexical approach premises and explored the structure of a large set of personality attribute‐nouns in the Italian language. Content inspection (based on Big Five categories) and quantitative indices were used to interpret the attribute‐noun dimensions. Results showed (a) a stable three‐component solution which replicated the Big Three; (b) an unstable five‐factor solution which did not reproduce the Big Five; (c) an unstable six‐factor solution which represented deviations from the Big Five system, which have been found in most psycholexical studies conducted in the Italian language. The six lexical dimensions were interpreted as follows: Conscientiousness (replicating the III of the Big Five); Self‐Assurance (combining the Big Five I assertiveness and IV fearfulness subcategories); Sociability (defined by the Big Five I sociableness and I impulse expression subcategories); Placidity (combining the Big Five II peacefulness, II unassertiveness, and IV irritableness subcategories); Honesty and Humility (comprising the Big Five II modesty and II helpfulness subcategories plus integrity values); Cleverness and Sophistication (defined by the Big Five V subcategories). The conclusion was that personality word organisation in the Italian language reflects the psycholexical Big Three and Big Six, but not the Big Five. Copyright © 2005 John Wiley & Sons, Ltd.