Personality research has long been an area of interest in the study of consumer behavior. Currently, common practice is to segment prospective audiences by demographic variables (age, gender, and race) instead of psychographics (values, attitudes, personality). In this research, the author investigates the relationship between personality type (introversion/extraversion) and message recall. Using 122 undergraduate and graduate students, recall was examined across two forms of stimulus (incongruent and congruent messages). Results indicated that while there is no relationship between personality type and message recall, there is a relationship between the frequency of advertising messaging and recall. Results are discussed individually by messaging frequency and personality type with further suggestions for future research. / text

Thesis (Ph. D.)--University of Wisconsin--Madison, 1969. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliography.

För att uppnå självförverkligande är det generellt fördelaktigt att vara initiativtagande,utåtriktad och pratglad, snarare än tillbakadragen, tystlåten och eftertänksam. Har dessa olikapersonlighetsegenskaper betydelse för människors välmående? Syftet med denna studie varatt undersöka 1) om personlighetsdraget extroversion-introversion kan förklaralivstillfredsställelse och känsla av sammanhang (KASAM) hos svenska studenter och 2) omKASAM har en modererande effekt på sambandet mellan extroversion-introversion ochlivstillfredställelse. En enkätundersökning utfördes med 163 svenska universitetsstudenter.Resultatet av regressionsanalyser visade att extroversion predicerar både livstillfredsställelseoch KASAM, och att KASAM har en modererande effekt på sambandet mellan extroversionoch livstillfredsställelse. Vi kan dra slutsatsen att extroverta personer känner högrelivstillfredsställelse, och att hög KASAM har en modererande effekt på detta samband. Merspecifikt, att extroverta personer med hög KASAM, troligen också känner höglivstillfredsställelse. Huruvida man är utåtriktad eller tillbakadragen har således betydelse förmänniskors välmående.

Syftet med studien var att undersöka om introverta och extroverta individer har samma förutsättningar för att nå arbetstillfredsställelse i aktivitetsbaserade arbetssätt. Studien genomfördes som en explorativ, kvalitativ fallstudie av två IT-företag. Ett målstyrt urval tillämpades och data samlades in med hjälp av enkäter, vilka besvarades av 13 medarbetare på respektive företag. Detta resulterade i totalt 26 enkätsvar lika fördelade mellan extroverta och introverta individer. För att bearbeta och analysera det insamlade materialet användes en tematisk analysmetod vilken resulterade i två huvudteman och fem underteman. Resultatet visade att både introverta och extroverta individer efterfrågade fler, och större variation av, tysta zoner. Det framkom att extroverta individer uppskattade socialt utbyte och interaktion i högre grad än introverta. Introverta individer betonade istället vikten av regler, stördes mer av distraktioner som inte innebar någon direkt interaktion med andra människor och hade ett större behov av en arbetsmiljö med färre distraktioner. Sammantaget visade fallstudien att introverta och extroverta individer har olika förutsättningar för att nå arbetstillfredsställelse, men att deras olika behov kan tillgodoses i aktivitetsbaserade arbetssätt.

‘Survival of the fittest’ aptly describes the work environment. Employees and the organisations for which they work are therefore required to have various skills sets to afford them a competitive advantage in the job market. This is one of the many reasons why private and public organisations make use of the assessment center, and specifically the behaviour observation exercise to evaluate and select future personnel. Although the behaviour observation exercise provides the rater with rich information regarding a candidate’s skills, rater errors that are often inadvertent can result from a rater’s inherent subjectivity. One such error, central to this study, is Introversion/Extraversion bias. This type of bias plays out when raters rate candidates with personality types similar to their own more favorably than other candidates when the candidate’s degree of introversion or extraversion should not be considered relevant to the selection criteria. This study aims to explore the effect of Introversion/Extraversion bias on the scores of behaviour observation exercises performed during a leadership assessment center in a security environment. The sample consists of 103 participants (14 raters and 89 candidates) all belonging to the same security organisation. The researcher conducts a cross-sectional, non-experimental field study. Candidate as well as rater Introversion/Extraversion preferences are measured by the Jung Personality Questionnaire (JPQ). The scores of two behaviour observation exercises are used to explore the interaction effect between rater Introversion/Extraversion and candidate Introversion/Extraversion. Point-biserial correlations, independent t-tests as well as a one-way ANOVA are used to test the hypotheses. No interaction effect is identified between rater Introversion/Extraversion and candidate Introversion/Extraversion, indicating that raters did not score candidates with similar personality types to their own more favorably. However, the results indicate that extraverted candidates were rated higher by both introverted and extraverted raters and are consequently perceived to have performed better in both behaviour observation exercises. The study postulates that the nature of the exercises, which require high levels of engagement with fellow team members (a typical strength of extraverts), is one of the main contributors to the perception that extraverted individuals are better performers. The results of this study not only contribute to the lacuna in research on the topic, but also to the development of an unbiased behaviour observation exercise within this security organisation. Copyright 2011, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: De Beer, E 2011, The influence of introversion/extraversion bias on leadership assessment with behaviour observation, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-03302012-154446 / > C12/4/136/gm / Dissertation (MCom)--University of Pretoria, 2011. / Human Resource Management / unrestricted

Sixty-five college students completed the Profile of Nonverbal Sensitivity (PONS) and the Eysenck Personality Questionnaire. The results did not support the hypothesis that introverts would be found to be relatively more sensitive to negative nonverbal cues than to positive cues, and that this difference would be greater for introverts than for extroverts. The outcome did not support predictions concerning the relationship between sensitivity to nonverbal communication and extroversion- introversion based on either Gray's fear-frustration hypothesis or Eysenck's general conditionability hypothesis of extroversion-introversion.

This study investigated the effects of extraversion and maintenance strategy choice on perceived relational satisfaction in marital dyads. Three research questions were addressed in this study. RQ #1 examined the relationship between extraversion and maintenance strategy preference. RQ #2 examined the various introvert/extravert (i/e) combinations to determine if satisfaction was reported higher or lower in any of the dyad combinations. RQ #3 investigated the correlation between maintenance strategy choice and satisfaction. Participants (71 married couples with diverse ages and lengths of marriage) were administered three measures for evaluation: a marital satisfaction measure, an i/e measure, and a maintenance strategy assessment. It was anticipated that individuals characterized by different degrees of extraversion would rely on different relational maintenance strategies to restore marital equity. Out of five groupings of relational maintenance strategies (assurances, positivity, reliance on social networks, openness, and sharing tasks), a statistically significant correlation was found to exist only between extraversion and reliance on social networks. The correlation suggests that the more extraverted a person is, the more he/she will attempt to use communication and disclosure techniques with common friends and family to help maintain the marital relationship. Within the context of reported marital satisfaction, no statistically significant differences were found to exist between any of the four marital pairings for i!e in marital dyads. This finding informs us that marital satisfaction, in and of itself, does not appear to have any significant relationship to the i/e dynamic. Finally, three of the maintenance strategies (positivity, networking, and assurances) were significantly correlated with marital satisfaction. The assurances strategy, in particular, was an especially strong correlate, revealing that couples who use assuring maintenance strategies in their communication report higher satisfaction in their marriages.

This study seeks to explain performance differences in demographically diverse settings by examing introverted and extraverted individuals and using the Inverted-U-Theory developed by Hans J. Eysenck.

The proposed study explores the cognitive miser approach to perception formation in job interviews, as well as factors that may motivate people to not act as cognitive misers. Personality type (introverted and extraverted) and gender are characteristics of people that are associated with many stereotypes (Heilman, 2001; Andersen & Klatzky, 1987), and can have a large influence on an employer’s perception of an applicant, particularly when the employer is acting as a cognitive miser. It is hypothesized that in longer interviews, employers will be motivated to not act as cognitive misers, because they have more information about the applicant, have more of an opportunity to disconfirm any biases they may hold about the applicant, and experience greater liking toward the applicant. To test this, participants will conduct interviews with job applicants (who are actually confederates) and rate their perceptions of the applicants’ expected job performance. Participants will either conduct a long or short interview with a male introvert, a female introvert, a male extravert, or a female extravert. Job applicants will provide participants with the same information, although the information about personality type and the amount of information given will depend on the condition. It is predicted that participants who conduct shorter interviews will rate the applicants in line with popular stereotypes that favor extraverts over introverts, and males over females. Conversely, participants in longer interviews will be motivated to thoroughly think through their evaluations of the applicants, and there will be no significant difference in their ratings of male extraverts, female extraverts, male introverts, and female introverts.

An exploration of introversion and creativity through collage, digital assemblage, and curation