Person-environment intersections: Everyday settings and common trait dimensions.

Kenrick, Douglas T.; McCreath, Heather; Govern, John; King, Robert Allen; Bordin, Jeffrey

doi:10.1037/0022-3514.58.4.685

Cited by 39 publications

(27 citation statements)

References 32 publications

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“…For example, leadership was more applicable at work than at home and the capacity to love and be loved was more applicable at home. This result is in line with previous research stipulating that situations differ in their suitability for the expression of certain traits (Ten Berge and De Raad 1999;Kenrick et al 1990). …”

Section: Discussionsupporting

confidence: 82%

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The Application of Signature Character Strengths and Positive Experiences at Work

2012

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We hypothesized that the amount of positive experiences at work (job satis-faction, pleasure, engagement, meaning) is a function of the extent to which the situational circumstances at the workplace allow for the application of an individual's signature character strengths. For the description of the individual a reliable and valid instrument already exists, but not for the environment. Hence, the newly developed Applicability of Character Strengths Rating Scales (ACS-RS) with information on its reliability and validity were also presented. A sample of 1,111 adults filled in the ACS-RS and measures for possession of character strengths and positive experiences at work. The ACS-RS was reliable by means of internal consistency and inter-rater reliability. It proved to be valid in several ways being sensitive to: (a) the differences in the applicability of trait-relevant behavior in formal versus informal situations by showing higher applicability of the character strengths in the latter; (b) the differences between traits regarding their appli-cability across situations; (c) people's disposition to choose situations fitting their dispo-sitions by showing positive relationships between the degree of possession and applicability. Moreover, correlations between applicability of strengths and positive experiences increased with the individual centrality of the strengths. The more signature strengths were applied at the workplace, the higher the positive experiences at work. This study showed that character strengths matter in vocational environments irrespective of their content. Strengths-congruent activities at the workplace are important for positive experiences at work like job satisfaction and experiencing pleasure, engagement, and meaning fostered by one's job. Abstract We hypothesized that the amount of positive experiences at work (job satisfaction, pleasure, engagement, meaning) is a function of the extent to which the situational circumstances at the workplace allow for the application of an individual's signature character strengths. For the description of the individual a reliable and valid instrument already exists, but not for the environment. Hence, the newly developed Applicability of Character Strengths Rating Scales (ACS-RS) with information on its reliability and validity were also presented. A sample of 1,111 adults filled in the ACS-RS and measures for possession of character strengths and positive experiences at work. The ACS-RS was reliable by means of internal consistency and inter-rater reliability. It proved to be valid in several ways being sensitive to: (a) the differences in the applicability of trait-relevant behavior in formal versus informal situations by showing higher applicability of the character strengths in the latter; (b) the differences between traits regarding their applicability across situations; (c) people's disposition to choose situations fitting their dispositions by showing positive relationships between the degree of possession and applicability. Moreover, cor...

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Section: Discussionsupporting

confidence: 82%

“…Kenrick et al (1990) found that some traits could be observed across more situations than others. This was found for character strengths as well; bravery and religiousness were the strengths least often applicable, and honesty and social intelligence were the ones most often applicable with the rest of the strengths ranging in between.…”

Section: Discussionmentioning

confidence: 98%

The Application of Signature Character Strengths and Positive Experiences at Work

2012

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“…Likewise, two studies showing that religious settings require a high degree of self-control and involve strong public approval and disapproval for appropriate and inappropriate forms of behavior (Kenrick, McCreath, Govern, King, & Bordin, 1990;Price & Bouffard, 1974) suggest that public religious involvement may influence self-regulation through chronic contact with moralistic, evaluative audiences. Finally, two experiments show that awareness of one's religious shortcomings (i.e., discrepancies between one's religious goals and one's actual religious behavior) leads to a redoubling of religious goal-directed effort (Wenger, 2007).…”

Section: Discussionmentioning

confidence: 99%

“…Relative to other social settings (e.g., parks, streets, and even places of work), relatively few behaviors are appropriate in religious settings. Indeed, in one study, U.S. undergraduate psychology students reported that among six relatively comprehensive personality dimensions (i.e., adjustment, likeability, self-control, social inclination, intellectance, and dominance), self-control is the most appropriate trait to express in religious settings (Kenrick, McCreath, Govern, King, & Bordin, 1990). Price and Bouffard (1974) also found that among 15 common settings in which students find themselves (e.g., church, job interviews, movies, restrooms, dorm lounges, and their own rooms), "church" was the setting in which 15 behaviors (e.g., eating, talking, laughing, writing, and crying) were judged by U.S. university students to be, on average, least appropriate (one's own room was the setting in which the 15 behaviors were judged to be most appropriate).…”

Section: Proposition 3b: Religious Communities As Moralistic Audiencmentioning

confidence: 99%

“…As noted above, religious congregations are high-constraint settings (Kenrick et al, 1990;Price & Bouffard, 1974) that may provide social incentives for self-regulation and impose social sanctions for self-regulatory failures. Being a good religious per-son, then, may therefore require large, regular expenditures of self-regulatory effort.…”

Section: Proposition 4a: Involvement In Religious Communities Fostersmentioning

confidence: 99%

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Religion, self-regulation, and self-control: Associations, explanations, and implications.

McCullough

Willoughby

2009

Psychological Bulletin

911

773

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Many of the links of religiousness with health, well-being, and social behavior may be due to religion's influences on self-control or self-regulation. Using Carver and Scheier's (1998) theory of self-regulation as a framework for organizing the empirical research, the authors review evidence relevant to 6 propositions: (a) that religion can promote self-control; (b) that religion influences how goals are selected, pursued, and organized; (c) that religion facilitates self-monitoring; (d) that religion fosters the development of self-regulatory strength; (e) that religion prescribes and fosters proficiency in a suite of self-regulatory behaviors; and (f) that some of religion's influences on health, well-being, and social behavior may result from religion's influences on self-control and self-regulation. The authors conclude with suggestions for future research.Keywords: religion, self-control, self-regulation, motivation, personalityReligion is a potent social force. History testifies to religion's ability to focus and coordinate human effort, to create awe and terror, to foster war and peace, to unify social groups, and to galvanize them against each other. In addition to religion's social power, however, religion is a psychological force that can influence the outcomes of individual human lives. Indeed, the range of health-related, behavioral, and social outcomes with which religiousness is associated is both provocative and puzzling.Consider these well-replicated findings. First, religiousness (measured variously as high levels of traditional religious belief; frequent involvement in religious institutions such as churches, synagogues, mosques, and temples; and engagement in religious practices such as reading scripture, worship, and prayer) has a small, positive association with longevity. In a meta-analytic review of 42 independent effect sizes, McCullough, Hoyt, Larson, Koenig, and Thoresen (2000) discovered that people who were highly religious were, on average, 29% more likely to be alive at any given follow-up point than were less religious people (95% confidence interval: 1.20 to 1.39). In a traditional narrative review of studies considered by the authors to be of high quality (e.g., studies with large, representative samples and adequate statistical control of potential confounds), Powell, Shahabi, and Thoresen (2003) likewise concluded that frequent religious service attendance was associated with a 25% reduction in mortality.Studies published after McCullough et al.'s (2000) and Powell et al.'s (2003) reviews have yielded similar conclusions in random samples of U.S. adults (Musick, House, & Williams, 2004); older Mexican Americans (T. D. Hill, Angel, Ellison, & Angel, 2005); and adults in Denmark (la Cour, Avlund, & Schultz-Larsen, 2006), Finland (Teinonen, Vahlberg, Isoaho, & Kivela, 2005), and Taiwan (Yeager et al., 2006). These latter studies have also revealed 25% to 30% reductions in mortality for religiously active people, even after controlling for reasonable sets of potential confounds...

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Taxonomies of situations from a trait psychological perspective. A review

1999

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In this article we review studies of situations and situation taxonomies from the perspective of trait psychology. Objections to trait psychology are discussed and several refutations are recapitulated. The relation between traits and situations is analysed, as well as the anity that both concepts demonstrate. Some taxonomic properties are discussed, exempli®ed by one of the most common and detailed trait taxonomies to date, the Abridged Big Five Circumplex, and by seven situation taxonomies. Personality psychologists, besides trait psychologists, have stressed the need to no longer debate the existence of traits, but to specify their nature with increasing precision in dierent situations. What is needed is a taxonomy of personality characteristics that systematically incorporates situational information, so that traits can be questioned in their context, that is, in a context that allows for individual dierences in the expression of trait-relevant behaviour.

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Person-environment intersections: Everyday settings and common trait dimensions.

Abstract: We thank Nora Hutsko and Jennifer Ryan for their help with Study 1.

Cited by 39 publications

References 32 publications

The Application of Signature Character Strengths and Positive Experiences at Work

The Application of Signature Character Strengths and Positive Experiences at Work

Religion, self-regulation, and self-control: Associations, explanations, and implications.

Taxonomies of situations from a trait psychological perspective. A review

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