A cognitive-affective system theory of personality: Reconceptualizing situations, dispositions, dynamics, and invariance in personality structure.

Mischel, Walter; Shoda, Yuichi

doi:10.1037/0033-295x.102.2.246

Cited by 3,089 publications

(3,206 citation statements)

References 171 publications

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“…Consistent with our earlier definitional considerations of personality (Fleeson, 2001(Fleeson, , 2004Mischel & Shoda, 1995;Shoda & Mischel, 1998) -culminating in the conclusion that unemployment may give rise to stably different ways of thinking, feeling, and behaving -we would expect the duration of unemployment and whether re-employment took place to be differentially critical for personality change. Distinctly stable ways of thinking, feeling, and behaving may prevail at various stages of the unemployment experience.…”

Section: H3supporting

confidence: 77%

Personality change following unemployment.

Boyce

Wood

Daly

et al. 2015

Journal of Applied Psychology

179

121

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Unemployment has a strongly negative influence on well-being, but it is unclear whether it also alters basic personality traits. Whether personality changes arise through natural maturation processes or contextual/environmental factors is still a matter of debate. Unemployment, a relatively unexpected and commonly occurring life event, may shed light on the relevance of context for personality change. We examined, using a latent change model, the influence of unemployment on the five-factor model of personality in a sample of 6,769 German adults, who completed personality measures at 2 time points 4 years apart. All participants were employed at the first time point, and a subset became unemployed over the course of the study. By the second time point, participants had either remained in employment, been unemployed from 1 to 4 years, or had experienced some unemployment but become reemployed. Compared with those who had remained in employment, unemployed men and women experienced significant patterns of change in their mean levels of agreeableness, conscientiousness, and openness, whereas reemployed individuals experienced limited change. The results indicate that unemployment has wider psychological implications than previously thought. In addition, the results are consistent with the view that personality changes as a function of contextual and environmental factors.

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Section: H3supporting

confidence: 77%

Personality change following unemployment.

Boyce

Wood

Daly

et al. 2015

Journal of Applied Psychology

179

121

View full text Add to dashboard Cite

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“…On the contrary, the analyses reported here tended to highlight simultaneous effects for both expectancies and values. Hybrid models may best predict assertiveness by capitalizing on what social cognitive theories of personality have shown: Behavior flows from perceivers taking action on their goals in light of their idiosyncratic perceptions of circumstances (e.g., Mischel & Shoda, 1995).…”

Section: Discussionmentioning

confidence: 99%

Assertiveness expectancies: How hard people push depends on the consequences they predict.

Ames¹

2008

Journal of Personality and Social Psychology

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The present article seeks to explain varying levels of assertiveness in interpersonal conflict and negotiations with assertiveness expectancies, idiosyncratic predictions people make about the social and instrumental consequences of assertive behavior. This account complements motivation-based models of assertiveness and competitiveness, suggesting that individuals may possess the same social values (e.g., concern for relationships) but show dramatically different assertiveness due to different assumptions about behavioral consequences. Results clarify the form of assertiveness expectancies, namely that most people assume increasing assertiveness can yield positive social and instrumental benefits up to a point, beyond which benefits decline. However, people vary in how assertive this perceived optimal point is. These individual differences in expectancies are linked in 4 studies to assertiveness, including selfreported assertiveness, rated behavioral preferences in assorted interpersonal conflict scenarios, partner ratings of participants' behavior in a face-to-face dyadic negotiation, and work colleague ratings of participants' assertiveness in the workplace. In each case, the link between expectancies and behavior remained after controlling for values. The results suggest a place for expectancies alongside values in psychological models of interpersonal assertiveness.

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“…'Behavioural signatures' can be allocated to individual agents (Epstein, 2006;North and Macal, 2007) offering a social richness and behavioural realism (Mischel, 1999;Mischel and Shoda,, 1995;Shoda, 1999;2002) difficult to capture in conventional decision analytics. Our two-agent model is rudimentary, but suggests how transactions between parties might influence a recipient's receptivity towards the evidence that subsequently informs a decision on risk.…”

Section: Discussionmentioning

confidence: 99%

“…This would allow us to fully map the decision processes that have been validated by the experts and create 'behavioural signatures' to distinguish between agents in different positions within each decision hierarchy (see Mischel, 1999;Mischel and Shoda, 1995;Shoda, 1999;Shoda et al, 2002). Moreover, we have not fully explored the use of dependency in TESLA™.…”

Section: Discussionmentioning

confidence: 99%

Regulators as agents: Modelling personality and power as evidence is brokered to support decisions on environmental risk

Davies

Kendall

Soane

et al. 2014

Science of The Total Environment

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Complex regulatory decisions about risk rely on the brokering of evidence between providers and recipients, and involve personality and power relationships that influence the confidence that recipients may place in the sufficiency of evidence and, therefore, the decision outcome. We explore these relationships in an agent-based model; drawing on concepts from environmental risk science, decision psychology and computer simulation. A two-agent model that accounts for the sufficiency of evidence is applied to decisions about salt intake, animal carcass disposal and radioactive waste. A dynamic version of the model assigned personality traits to agents, to explore their receptivity to evidence. Agents with 2 'aggressor' personality sets were most able to imbue fellow agents with enhanced receptivity (with 'avoider' personality sets less so) and clear confidence in the sufficiency of evidence.In a dynamic version of the model, when both recipient and provider were assigned the 'aggressor' personality set, this resulted in 10 successful evidence submissions in 71 days, compared with 96 days when both agents were assigned the 'avoider' personality set. These insights suggest implications for improving the efficiency and quality of regulatory decision making by understanding the role of personality and power.

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A cognitive-affective system theory of personality: Reconceptualizing situations, dispositions, dynamics, and invariance in personality structure.

Cited by 3,089 publications

References 171 publications

Personality change following unemployment.

Personality change following unemployment.

Assertiveness expectancies: How hard people push depends on the consequences they predict.

Regulators as agents: Modelling personality and power as evidence is brokered to support decisions on environmental risk

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