Form: Quote Commentary

http://www.people.vcu.edu/~mamcdani/Publications/AOM_as_of_8%201%202008.pdfRACIAL DIFFERENCES IN PERSONALITY ARE EXACTLY WHAT YOU’D EXPECT FROM THE STEREOTYPES. (AND OTHER RESEARCH)

(note that this is a huge sample size)

—“Using 567 effect sizes and a total sample size of over

one million, the present meta-analysis estimates the magnitude of White-Black differences found in scores of Big 5 personality measures as well as measures of locus of control and self-efficacy.

We offer seven primary conclusions.

1 – First, we conclude that the magnitudes of the White –Black differences are very small. (Curt says: yep.)

2 – Our second conclusion is that the magnitude of the White –Black differences for the Big 5 is moderated by the cognitive loading of the personality scales. (Curt says: yep)

3 – Our third conclusion is that most of our results are primarily consistent with the nil hypothesis which is that there are no differences between Blacks and Whites on four of the seven personality constructs.

( Curt interjects and says: yep, we differ in extroversion/introversion, differ in neuroticism/stability, we differ in agreeableness or what HBDchick would call Clannishness. My view again, is that introversion and neuroticism and intelligence are related expressions. in other words it comes down to IQ and distributions.)

Blacks are slightly more extroverted and emotionally stable, and Whites are slightly more agreeable. (Curt Says: double-yep. )

4 – Fourth, we conclude that journal data often suppress results that disfavor Blacks. ( Curt says: yep, and conversely, heaps undue praise on what criticizes whites ).

5 – Fifth, we conclude that Black college students have a slightly more favorable standing on personality variables than White college students. (ie: the black kids tat get to college are more emotionally stable, and pliable.)

6 – Our sixth conclusion is that mean racial difference in incumbent samples are not smaller than mean racial differences in applicant samples.

Finally, we conclude that personnel researchers pay far too little attention to the representativeness of their samples.”—