Browsing by Author "Mudgett, Bradford Otis, Jr"
Now showing 1 - 2 of 2
Results Per Page
Sort Options
Item Individual and situational influences on distortion of personality tests(2000) Mudgett, Bradford Otis, Jr; Quinones, Miguel A.Individual and situational influences on distortion of personality tests were investigated. It was expected that individuals would use different distortion strategies in different situations and that individual differences would influence distortion. Two laboratory studies were conducted. The first experiment showed that the desirability of personality traits varied for different situations and different jobs. The second experiment showed that self-monitoring influenced distortion. It also found that when told to respond as if applying for a job individuals distorted in the direction that was desirable for that job, and not in a uniformly socially desirable manner. Overall the results indicate that individuals can distort personality tests, socially desirable responding is not the same as distortion, the amount and direction of distortion can vary with different jobs, and individual differences can influence distortion. Therefore, meta-analyses that attempt to equate distortion with social desirability, or that fail to account for the effect of the situation, may reach erroneous conclusions. Researchers need to understand the potential variation in distortion strategies for different situations and use this information to determine what type of distortion is expected rather than assuming distortion will occur in a uniform manner.Item The effects of feedback type and feedback sign on performance(1997) Mudgett, Bradford Otis, Jr; Quinones, Miguel A.This study investigated feedback sign's relationship with performance, satisfaction, and self-efficacy. It was expected that the magnitude of feedback sign's influence would differ by feedback type, personality, and with feedback repetition. The magnitude of feedback sign's influence on performance and self-efficacy was stronger for norm feedback than absolute feedback for individuals with high Conscientiousness or high Extraversion. The magnitude of feedback sign's influence became stronger over trials for self-efficacy, but its effect on satisfaction became weaker over trials for individuals with a high level of Conscientiousness. The direction of feedback sign's effect also varied. Negative feedback led to higher performance than positive feedback for individuals given norm feedback who had a high level of Conscientiousness or a low level of Extraversion, in all other cases positive feedback led to higher performance. These results indicate that feedback type, feedback sign, personality, and feedback repetition can influence reactions to feedback.