Some Personality Traits Related to Performance in a Repeated Sensory Task

Abstract

SUMMARY –Judges selected on the basis of high scores in need for achievement performed better than low scorers in flavor difference detection tests repeated 7 times in a 4‐wk period. Each test consisted of triangular, paired and degree of difference discriminations in 6 comparisons of varying difficulty devised from cakes made with fresh, dried and irradiated eggs. During the last 5 tests, high achievers showed significantly superior odd sample selection. Throughout the test period high achievers showed somewhat better discrimination of moderately difficult comparisons and a higher incidence of total responses. Degree of flavor difference expressed showed dependence on personality scores for aggression, nurturance, autonomy, harmavoidance and impulsivity.

MEAT TEXTURE: I. Subjective Assessment of the Texture of Cooked Beef

“…The latter authors emphasised that selection on repeatability alone may eliminate the more discriminating taster and include those who try to hold their scores constant regardless of sample qualities. This underlines the importance of personality traits of panel members which, although difficult to assess, have been considered by Henderson and Vaisey (1970) and have a pronounced effect in a repeated sensory task situation.…”

Correlation Between Personality Traits and Discriminative Ability of a Sensory Panel Correlación Entre Rasgos De Personalidad Y Habilidad Discriminatoria De Un Panel Sensorial

“…Screening was done through verbal interviewing. Henderson and Vaisey (1970) established rewards depending on the achievement of the judge through verbal stimulation and constant communication. In this study, care was taken as to motivate the participants by giving sweets after testing.…”

“…Discriminatory ability was chosen according to the ASTM manual (ASTM, 1981) that establishes 70 % correct answers as a criterion of acceptance. Henderson and Vaisey (1970) suggested that sensory discrimination is an ability that requires both a high degree of concentration and memory.…”

“…There have been a number of studies reporting correlation between judge performance and personality, however since none of them used the 16PF questionnaire, no comparison can be made with the results from this study. Henderson and Vaisey (1970) used the short version of the personality research form (PRF) to evaluate the personality traits of a group of people as a way of predicting judge performance.…”

“…The 16-personality factors questionnaire (16FP) was designed for basic research in psychology to describe the short-term personality traits, which predict human behavior in normal young adults (Setzer, 2000). Henderson and Vaisey (1970) studied the relationship between personality traits and judge performance in a non-trained group. They found a correlation between high motivation and high discriminatory judging ability.…”