Can simply imagining a better future truly attract your dream partner, wealth, and happiness? While the idea of manifestation has taken the world by storm, the science behind it tells a different story. New research by Dixon, Hornsey, and Hartley (2023) reveals a shocking truth: believing in the power of manifestation may actually increase your risk of going bankrupt. And that’s not all—earlier studies by Gabriele Oettingen (2016) suggest that while positive fantasies can make you feel good in the short term, they might lead to depression in the long run.

Discover the hidden dangers of manifesting your dreams, backed by hard science. Watch now before you make your next vision board!

Featured Studies:

– Dixon, L. J., Hornsey, M. J., & Hartley, N. (2023). “The Secret” to Success? The Psychology of Belief in Manifestation. Personality and Social Psychology Bulletin.

– Oettingen, G. (2016). Positive Fantasies: A Fast Track to Depression? Psychological Science.

– Pham, L. B., & Taylor, S. E. (1999). From Thought to Action: How Mental Simulations Impact Performance. Personality and Social Psychology Bulletin.

Dive into the research and uncover the truth behind the manifestation craze.

By now, almost everyone has understood: We pay for the free use of services like Facebook, Tiktok, Google and Co. with our personal data. But what can the big tech companies do with this data? In a groundbreaking study researchers at Stanford University were able to provide a (somewhat creepy) answer: it is easy to predict the most important personality traits (including the Big Five: openness, agreeableness, conscientiousness, extraversion and neuroticism) using only Facebook likes (Youyou et al., 2015).

The results of this study show that Facebook Likes are a valuable source for predicting personality traits and that machine learning models are capable of predicting these traits with high accuracy (Kosinski, Stillwell, & Graepel, 2013). However, there are also ethical concerns about privacy and the possibility that this technology could be abused (keyword: Cambridge Analytica).

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Studies (small sample only):

Kosinski, M., Stillwell, D., & Graepel, T. (2013). Private traits and attributes are predictable from digital records of human behavior. Proceedings of the National Academy of Sciences, 110(15), 5802-5805.

Markovikj, D., Gievska, S., Kosinski, M., & Stillwell, D. (2013). Mining facebook data for predictive personality modeling. In Proceedings of the International AAAI Conference on Web and Social Media (Vol. 7, No. 2, pp. 23-26).

Matz, S. C., Kosinski, M., Nave, G., & Stillwell, D. J. (2017). Psychological targeting as an effective approach to digital mass persuasion. Proceedings of the national academy of sciences, 114(48), 12714-12719.

Matz, S., Kosinski, M., Stillwell, D., & Nave, G. (2017). Psychological framing as an effective approach to real-life persuasive communication. ACR North American Advances.

Matz, S. C., Kosinski, M., Nave, G., & Stillwell, D. J. (2018). Reply to Eckles et al.: Facebook’s optimization algorithms are highly unlikely to explain the effects of psychological targeting. Proceedings of the National Academy of Sciences, 115(23), E5256-E5257.

Matz, S., & Kosinski, M. (2019). Using consumers’ digital footprints for more persuasive mass communication. NIM Marketing Intelligence Review, 11(2), 18-23.

Matz, S. C., Kosinski, M., Nave, G., & Stillwell, D. J. (2018). Reply to Sharp et al.: Psychological targeting produces robust effects. Proceedings of the National Academy of Sciences, 115(34), E7891-E7891.

Youyou, W., Kosinski, M., & Stillwell, D. (2015). Computer-based personality judgments are more accurate than those made by humans. Proceedings of the National Academy of Sciences, 112(4), 1036-1040.

Is personality irrelevant? – The Big Five and Career Success (Psychology, Personnel Selection, Business Psychology, Recruitment)

More than 100 years of research have impressively shown: Based on the Big Five personality factors, career success can be predicted surprisingly poorly on average (Schmidt, Oh & Shaffer, 2016). For example, a huge meta-analysis showed that the personality traits extroversion and emotional stability explain only 0.8% and 1.4% of the variance in job performance, respectively. By comparison, cognitive performance (intelligence) explained 42.5%!

So are personality traits really largely irrelevant at work? Get the answer in the video…

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Studies (small sample only):

Schmidt, F. L., Oh, I.-S., & Shaffer, J. A. (2016). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 100 years of research findings. Working paper retrieved from www.researchgate.net. doi: 10.13140/RG.2.2.18843.26400

Van Aarde, N., Meiring, D., & Wiernik, B. M. (2017). The validity of the Big Five personality traits for job performance: Meta‐analyses of South African studies. International Journal of Selection and Assessment, 25(3), 223-239.

Wilmot, M. P., & Ones, D. S. (2019). A century of research on conscientiousness at work. Proceedings of the National Academy of Sciences, 116(46), 23004-23010.

Wilmot, M. P., Wanberg, C. R., Kammeyer-Mueller, J. D., & Ones, D. S. (2019). Extraversion advantages at work: A quantitative review and synthesis of the meta-analytic evidence. Journal of Applied Psychology, 104(12), 1447.

Zell, E., & Lesick, T. L. (2022). Big five personality traits and performance: A quantitative synthesis of 50+ meta‐analyses. Journal of Personality, 90(4), 559-573.