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Copyright 2011 by The McGraw-Hill Companies, Inc. All rights reserved.

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Chapter9Personality

and Cultural

Values

Copyri ght 2011 by the McGraw-H il l Companies, Inc. Al l r ights reserved.McGraw-Hill/Irwin


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Learning Goals

What is personality? What are cultural values?

What are the Big Five?

Is personality driven by nature or by nurture?

What taxonomies can be used to describe personality,other than the Big Five?

What taxonomies can be used to describe culturalvalues?

How does personality affect job performance andorganizational commitment?

Are personality tests useful tools for organizationalhiring?


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Personality and Cultural Values

Personalityrefers to the structures andpropensities inside a person that explain his orher characteristic patterns of thought,

emotion, and behavior.Personality captures what people are like.

Traitsare defined as recurring regularities or trendsin peoples responses to their environment.

Cultural values, defined as shared beliefs aboutdesirable end states or modes of conduct in a givenculture, influence the development of a personspersonality traits.


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Discussion Question

How would you describe your first college

roommate to one of your classmates?


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Trait Adjectives Associated with the Big

Five

Figure9

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Personality Determinants

How does personality develop?

Nature

Study of identical twins

Genes

Nurture

Surrounding

Experiences


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Changes in Big Five Dimensions over the

Life Span

Figure9

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The Big Five Personality Traits

Conscientiousness - dependable, organized, reliable,ambitious, hardworking, and persevering.

Conscientiousness has the biggest influence on jobperformance.

Conscientious employees prioritize accomplishmentstriving, which reflects a strong desire to accomplish task-related goals as a means of expressing personality.

OB on Screen

The Break-Up


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The Big Five Personality Traits, Contd

Agreeableness - warm, kind, cooperative,

sympathetic, helpful, and courteous.

Prioritize communion striving, which reflects a

strong desire to obtain acceptance in personal

relationships as a means of expressing personality.

Beneficial in some positions but detrimental in others.

Agreeable people focus on getting along, notnecessarily getting ahead.


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Extraversion - talkative, sociable, passionate,

assertive, bold, and dominant.

Easiest to judge inzero acquaintancesituations

situations in which two people have only just met.Prioritize status striving, which reflects a strong desire to

obtain power and influence within a social structure as a

means of expressing personality.

Tend to be high inpositive affectivity a dispositionaltendency to experience pleasant, engaging moods such as

enthusiasm, excitement, and elation.


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Extraversion, Neuroticism, and Typical

Moods

Figure9

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Neuroticism - nervous, moody, emotional, insecure,and jealous.

Synonymous with negative affectivitya dispositionaltendency to experience unpleasant moods such as

hostility, nervousness, and annoyance.

Associated with a differential exposureto stressors,meaning that neurotic people are more likely to appraiseday-to-day situations as stressful.

Associated with a differential reactivityto stressors,meaning that neurotic people are less likely to believe theycan cope with the stressors that they experience.


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Neuroticism, continued

Neuroticism is also strongly related to locus ofcontrol, which reflects whether people attribute

the causes of events to themselves or to theexternal environment.

Tend to hold an externallocus of control, meaning thatthey often believe that the events that occur aroundthem are driven by luck, chance, or fate.

Less neurotic people tend to hold an internallocus ofcontrol, meaning that they believe that their ownbehavior dictates events.


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External and Internal Locus of Control

Table

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Openness to experience - curious, imaginative,creative, complex, refined, and sophisticated.

Also called Inquisitiveness or Intellectualness or

even Culture.Openness to experience is also more likely to be

valuable in jobs that require high levels of creativeperformance,where job holders need to be able to

generate novel and useful ideas and solutions.Highly open individuals are more likely to migrate

into artistic and scientific fields.


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Openness to Experience and Creativity

Figure9

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Tests of Creative Thinking

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Other Taxonomies of Personality

Myers-Briggs Type Indicator(or MBTI) evaluates individualson the basis of four types of preferences

Extraversion (being energized by people and social interactions)versus Introversion (being energized by private time andreflection).

Sensing (preferring clear and concrete facts and data) versusIntuition (preferring hunches and speculations based on theoryand imagination).

Thinking (approaching decisions with logic and critical analysis)versus Feeling (approaching decisions with an emphasis on

others needs and feelings).

Judging (approaching tasks by planning and setting goals) versusPerceiving (preferring to have flexibility and spontaneity whenperforming tasks).


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Other Taxonomies of Personality, Contd

Hollands RIASEC modelsuggests that interests canbe summarized by six different personality typesRealistic: Enjoy practical, hands-on, real-word tasks.

Investigative: Enjoy abstract, analytical, theory-oriented

tasks.Artistic: Enjoy entertaining and fascinating others using

imagination.

Social: Enjoy helping, serving, or assisting others.

Enterprising: Enjoy persuading, leading, or outperforming

others.Conventional: Enjoy organizing, counting, or regulating

people or things.


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Hollands RIASEC Model

Figure9

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Cultural Values

Cultureis defined as the shared values,beliefs, motives, identities, and interpretationsthat result from common experiences of

members of a society and are transmittedacross generations.

Employees working in different countriestended to prioritize different values, and thosevalues clustered into several distinctdimensions.


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Hofstedes Dimensions of Cultural Values

Table

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Hofstedes Dimensions of Cultural Values,

Contd

Table

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Cultural Values, Contd

Project GLOBE (Global Leadership and

Organizational Behavior Effectiveness)is a

collection of 170 researchers from 62 cultures

who have studied 17,300 managers in 951organizations since 1991.

Main purpose is to examine the impact of culture

on the effectiveness of various leader attributes,behaviors, and practices.


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Project GLOBE

Power Distance and Uncertainty Avoidance

Institutional Collectivism

Formalized practices encourage collective action and collective

distribution of resources

In-group Collectivism Individuals express pride and loyalty to specific in-groups

Gender Egalitarianism

The culture promotes gender equality and minimizes role differences

between men and women.

Assertiveness

The culture values assertiveness, confrontation, and

aggressiveness in social relationships.


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Project GLOBE, contd

Future Orientation

The culture engages in planning and investment in the futurewhile delaying individual or collective gratification.

Performance Orientation

The culture encourages and rewards members for excellenceand performance improvements.

Humane Orientation

The culture encourages and rewards members for beinggenerous, caring, kind, fair, and altruistic.

Ethnocentrismis defined as a propensity to view onesown cultural values as right and those of other culturesas wrong.

H C W D ib Wh E l


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How Can We Describe What Employees

Are Like?

Figure9

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Importance of Personality and Cultural

Values

Conscientiousness affects job performance.

It is a key driver of whats referred to as typical

performance, reflecting performance in the routine

conditions that surround daily job tasks.

More likely to engage in citizenship behaviors.

Tend to be more committed to their organization.

An employees ability is a key driver ofmaximum

performance, reflecting performance in brief, specialcircumstances that demand a persons best effort.


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Importance of Personality and Cultural

Values, Contd

The principle ofsituational strengthsuggests that

strong situations have clear behavioral

expectations, incentives, or instructions that make

differences between individuals less important,whereas weak situations lack those cues.

The principle oftrait activationsuggests that some

situations provide cues that trigger the expression of

a given trait.


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Effects of Personality on Performance and

Commitment

Figure9

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A Sampling of Well-Validated Measures of

the Big Five

Table 9-4


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Application: Personality Tests

Integrity testsfocus specifically on a predispositionto engage in theft and other counterproductivebehaviors.

Integrity test scores are more strongly related to job

performance than conscientiousness scores.

Clear purpose testsask applicants about their attitudestoward dishonesty, beliefs about the frequency ofdishonesty, endorsements of common rationalizations for

dishonesty, desire to punish dishonesty, and confessions ofpast dishonesty.

Veiled purpose tests assess more general personality traitsthat are associated with dishonest acts.


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Sample Integrity Test Items

Table

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Personality Tests, Contd

Research suggests that almost everyone engages insome form offakingexaggerating your responsesto a personality test in a socially desirable fashion.

Because everyone fakes to some degree, correlationswith outcomes like theft or other counterproductive

behaviors are relatively unaffected.

Experts on personnel selection agree that personality

and integrity tests are among the most useful toolsfor hiringmore useful even than the typical version

of the employment interview.


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The Effects of

Faking on

Correlations withIntegrity Tests

Figu

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Takeaways

Personality refers to the structures and propensities inside people

that explain their characteristic patterns of thought, emotion, and

behavior. It also refers to peoples social reputationsthe way they

are perceived by others. In this way, personality captures what

people are like (unlike ability, which reflects what people can do).Cultural values are shared beliefs about desirable end states or

modes of conduct in a given culture that influence the

development and expression of traits.

The Big Five include conscientiousness (e.g., dependable,

organized, reliable), agreeableness (e.g., warm, kind, cooperative),

neuroticism (e.g., nervous, moody, emotional), openness to

experience (e.g., curious, imaginative, creative), and extraversion

(e.g., talkative, sociable, passionate).


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Takeaways, Contd

Although both nature and nurture are important,personality is affected significantly by genetic factors.Studies of identical twins reared apart and studies ofpersonality stability over time suggest that between

35 and 45 percent of the variation in personality isgenetic. Personality can be changed, but suchchanges are only apparent over the course of severalyears.

The Big Five is the dominant taxonomy ofpersonality; other taxonomies include the Myers-Briggs Type Inventory and Hollands RIASEC model.


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Takeaways, Contd

Hofstedes taxonomy of cultural values includeindividualismcollectivism, power distance, uncertaintyavoidance, masculinityfemininity, and short-term vs.long-term orientation. More recent research by ProjectGLOBE has replicated many of those dimensions andadded five other means to distinguish among cultures:gender egalitarianism, assertiveness, future orientation,performance orientation, and humane orientation.

Conscientiousness has a moderate positive relationshipwith job performance and a moderate positiverelationship with organizational commitment. It hasstronger effects on these outcomes than the rest of theBig Five.

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