Personality trait perception as a function of skin tone in French-speaking Senegalese people

What does your favourite colour say about your personality? Not much

Personality Science ◽

10.5964/ps.6297 ◽

2021 ◽

Vol 2 ◽

Author(s):

Domicele Jonauskaite ◽

Amber Gayle Thalmayer ◽

Lauriane Müller ◽

Christine Mohr

Keyword(s):

Personality Trait ◽

Personality Assessment ◽

Practical Utility ◽

Scientific Support ◽

Orange Yellow ◽

French Speaking ◽

The Media ◽

Colour Preferences ◽

Two Stages ◽

Big Six

The claim that favourite colours reveal individuals’ personalities is popular in the media yet lacks scientific support. We assessed this claim in two stages. First, we catalogued claims from six popular websites, and matched them to key Big Six/HEXACO trait terms, ultimately identifying 11 specific, systematic, testable predictions (e.g., higher Extraversion among those who prefer red, orange, yellow, pink, or turquoise). Next, we tested these predictions in terms of the Big Six personality trait scores and reports of favourite and least favourite colours from 323 French-speaking participants. For every prediction (e.g., red-extraversion), we compared trait scores between participants who chose or did not choose the predicted colour using Welch’s t-tests. We failed to confirm any of the 11 predictions. Further exploratory analyses (MANOVA) revealed no associations between colour preferences and personality trait. Favourite colours appear unrelated to personality, failing to support the practical utility of colour-based personality assessment.

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Psychometrical Properties of a French Version of the General Self-Efficacy Short Scale (ASKU)

Swiss Journal of Psychology ◽

10.1024/1421-0185/a000233 ◽

2020 ◽

Vol 79 (1) ◽

pp. 15-25

Author(s):

Jean Philippe Décieux ◽

Philipp Emanuel Sischka ◽

Anette Schumacher ◽

Helmut Willems

Keyword(s):

Self Efficacy ◽

Factor Model ◽

German Version ◽

French Version ◽

Context Variable ◽

Confirmatory Factor ◽

French Speaking ◽

German Speaking ◽

Valid Instrument ◽

General Self Efficacy

Abstract. General self-efficacy is a central personality trait often evaluated in surveys as context variable. It can be interpreted as a personal coping resource reflecting individual belief in one’s overall competence to perform across a variety of situations. The German-language Allgemeine-Selbstwirksamkeit-Kurzskala (ASKU) is a reliable and valid instrument to assess this disposition in the German-speaking countries based on a three-item equation. This study develops a French version of the ASKU and tests this French version for measurement invariance compared to the original ASKU. A reliable and valid French instrument would make it easy to collect data in the French-speaking countries and allow comparisons between the French and German results. Data were collected on a sample of 1,716 adolescents. Confirmatory factor analysis resulted in a good fit for a single-factor model of the data (in total, French, and German version). Additionally, construct validity was assessed by elucidating intercorrelations between the ASKU and different factors that should theoretically be related to ASKU. Furthermore, we confirmed configural and metric as well as scalar invariance between the different language versions, meaning that all forms of statistical comparison between the developed French version and the original German version are allowed.

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The Vienna Risk-Taking Test - Traffic

Journal of Individual Differences ◽

10.1027/1614-0001.28.4.198 ◽

2007 ◽

Vol 28 (4) ◽

pp. 198-204 ◽

Cited By ~ 11

Author(s):

Andreas Hergovich ◽

Martin E. Arendasy ◽

Markus Sommer ◽

Bettina Bognar

Keyword(s):

Construct Validity ◽

Personality Trait ◽

Risk Taking ◽

Personality Test ◽

Educational Levels ◽

Item Level ◽

Degree Of Risk ◽

And Gender ◽

Homeostasis Theory

Abstract. The study reports results regarding the dimensionality and construct validity of a newly developed, objective, video-based personality test that assesses the willingness to take risks in traffic situations. On the basis of the theory of risk homeostasis developed by Wilde, different traffic situations with varying degrees of objective danger were filmed. During the test the respondents are asked to indicate at which point the action that is contingent on the described situation will become too dangerous to carry out. Latencies at the item level were recorded as a measure for the subjectively accepted degree of a person's willingness to take risks in the sense of the risk homeostasis theory by Wilde. In a study on 274 people with different educational levels and gender, the unidimensionality of the test as corresponding to the latency model by Scheiblechner was investigated. The results indicate that the Vienna Risk-Taking Test - Traffic assesses a unidimensional, latent personality trait that can be interpreted as subjectively accepted degree of risk (target risk value).

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Self-Promoting and Modest Job Applicants in Different Cultures

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000034 ◽

2011 ◽

Vol 10 (2) ◽

pp. 70-77 ◽

Cited By ~ 15

Author(s):

Marianne Schmid Mast ◽

Denise Frauendorfer ◽

Laurence Popovic

Keyword(s):

Cultural Background ◽

Job Applicants ◽

Presentation Style ◽

Interview Situation ◽

French Speaking ◽

Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

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