Download - OB Chap005 Personality and Attitudes
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Personality andAttitudes
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Definition:The unique qualities of an individual and
how those qualities affect understanding of
themselves and othersThe Role of Heredity and the Brain
External appearance due to genetics
Internal characteristics nature vs. nurture Twin Studies show that 40% are fixed60% developable
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How would you describe it?
Is it inherited?
Are you more like your mom or dad?
Does it change over time?
Does it change depending on who you arewith?
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Trait Theory -understandindividuals by breaking downbehavior patterns into observable
traitsPsychodynamic Theory -
emphasizes the unconsciousdeterminants of behavior
Humanistic Theory -emphasizesindividual growth and improvement
Integrative Approach -describes
personality as a composite of anindividuals s cholo ical
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The Four Perspectives on Personality
Perspective Behavior Springs From Assessment Techniques Evaluation
Psychoanalytic Unconscious conflicts Projective tests aimed at A speculative, hard-to-testbetween pleasure-seeking revealing unconscious theory with enormous cul-impulses and social restraints motivations tural impact
Trait Expressing biologically (a)Personality inventories A descriptive approach crit-influenced dispositions, such that assess the strengths icized as sometimes under-as extraversion or introversion of different traits estimating the variability
(b)Peer ratings of behavior of behavior from situationpatterns to situation
Humanistic Processing conscious feelings (a)Questionnaire A humane theory thatabout oneself in the light of assessments reinvigorated contemporaryones experiences (b)Empathic interviews interest in the self; criticized
as subjective and sometimesnaively self-centered andoptimistic
Social-cognitive Reciprocal influences between (a)Questionnaire assessments Art interactive theory that in-people and their situation, of peoples feelings of control tegrates research on learning,colored by perceptions of (b) Observations of peoples cognition, and social behavior,control behavior in particular criticized as underestimating
situations the importance of emotionsand enduring traits
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How much of your personality
was developed, learned,
strengthened over time?
Socialization trains us how to act
in relationship to others.
Parents are our first teachers.
How much of personality
is based on genetics?
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30
30
40genetics
trained-permanent
trained-adjustable
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Challenging jobsRelevant TrainingTimely and consistent feedbackMentoring relationshipsOrientation programsWork group morale
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Thousands of TraitsSignificant OverlapFutile to Study PersonalityBarrick and Mount Propose the Big
5Big 5 now Widely Accepted and Used
Other Personality Traits or IndividualDifferences Still Researched
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Extraversion Gregarious, assertive,sociable
Agreeableness Cooperative, warm,
agreeableConscientiousness Hardworking, organized,
dependable
Emotional stability Calm, self-confidant, cool
Openness toexperience
Creative, curious,cultured
Sources: P. T. Costa and R. R. McCrae, The NEO-PI Personality Inventory (Odessa, Fla.: Psychological Assessment Resources, 1992); J. F. Salgado, The
Five Factor Model of Personality and Job Performance in the European Community, Journal of Applied Psychology 82 (1997): 30-43.
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Self-EsteemYour belief as to your competence and your
image
High self-esteem positive attitudes, feelings,and satisfaction
Locus of Control
Generalized Self Efficacy
Neuroticism (emotional stability)
Core Self Evaluation Traits
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Self-EsteemFeelings of Self
Worth
Success tendsto increaseself-esteem
Failure tendsto decreaseself-esteem
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Locus of Control
Internal External
I control whathappens to me!
People andcircumstances
control my fate!
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Learned HelplessnessLearned Helplessness
Uncontrollablebad events
Perceivedlack of control
Generalizedhelpless behavior
Important IssueImportant Issue Nursing Homes PrisonsColleges
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Generalized Self-Efficacy - beliefs andexpectations about ones ability to accomplish aspecific task effectively
Sources of self-efficacy
Prior experiences and prior success
Behavior models (observing success)
Persuasion
Assessment of current physical & emotionalcapabilities
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Self-MonitoringBehavior based on cues from people & situations
High self monitors flexible: adjust
behavior accordingto the situation andthe behavior ofothers
can appearunpredictable &
inconsistent
Low self monitors act from internal
states rather thanfrom situationalcues
show consistency less likely to
respond to work
group norms orsu ervisor
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Low-self
monitors
High-self
monitors
Get promoted
Change employers
Make a job-relatedgeographic move
Accomplish tasks, meet othersexpectations, seek out centralpositions in social networks
Self-promote
Demonstrate higher levels of managerialself-awareness; base behavior on others
cues and the situation
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Positive Affect -an individualstendency to accentuate thepositive aspects of oneself, otherpeople, and the world in general
Negative Affect - an individualstendency to accentuate thenegative aspects of oneself, other
people, and the world in general
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A strongsituation can
overwhelm the effectsof individual personalitiesby providing strong cues
for appropriatebehavior
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Strongpersonalities
will dominatein a weak
situation
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Projective Test - elicits an individualsresponse to abstract stimuli
Behavioral Measures - personalityassessments that involve observing anindividuals behavior in a controlledsituation
Self-Report Questionnaire - assessmentinvolving an individuals responses toquestions
Myers-Briggs Type Indicator (MBTI) -
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Based on Carl Jungs work People are fundamentally different
People are fundamentally alike
People have preference combinations forextraversion/introversion, perception,
judgmentBriggs & Myers developed the MBTI
to understand individual differences
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Preferences Represents
Extraversion Introversion How onere-energizes
Sensing Intuiting How one gathersinformation
Thinking Feeling How one makesdecisions
Judging Perceiving How one orients to theouter world
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Big 5, CSET, MBTIMatter in:
Certain jobs (sales, QA, leadership)
At certain times (e.g., status quo, crisis)
More than performance?
Honesty
Theft
Absenteeism
Turnover
Commitment/Satisfaction
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Do you feel organizations should hire peoplebased upon their personality characteristics?
What are the issues with this?
When people are hired into a job (e.g.,engineering) do you think the personality isattracted to the job, or the job shapes the
personality? Why?
I didnt used to me this way until I startedworking here.
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Describe the meaning of attitudesand their emotional,
informational, and behavioralcomponents.
Explain the antecedents of work-
related attitudes, the functionsthey perform, and how they arechanged.
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Attitudes Persistent tendency to feel and behave in a
particular way towards some object
Characteristics of AttitudesThey tend to persist unless something isdone to change them.
They can fall anywhere along a continuumfrom very favorable to very unfavorable.
They are directed toward some object aboutwhich a person has feelings and beliefs.
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Informational/
Cognitive
(i.e. beliefs)
Affective
(i.e. emotions)
Attitude Behavior
genetics
socialization
observable
learning
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Job Attitudes and Actual Behavior
The belief, attitude, intention sequence ispresumablyfollowed by actual behavior.
This traditional model suggests that behaviors(including job performance) are largelyinfluenced by job attitudes. (e.g., absenteeism)
Recently, this traditional model has been
questioned as being too simple and some morecomprehensive alternatives have beendeveloped.
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Components of Attitudes Emotional feelings about an object
Informational beliefs and information
about the object Behavioral tendencies to behave in a
particular manner towards an object (usuallybehavioral intentions)
Only behavioral can be directly observed
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Antecedents of Work-RelatedAttitudes: PA/NA Positive affect overall sense of well-being,
engaged, and experience positive attitudes Negative affect nervous, tense, anxious,
and distressed
(Continued)
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Based in history of Job SatisfactionFormal research began in mid-1930s
1932 I/O textbooks had no mention of job
satisfaction or organizationalcommitment
By 1972 over 3000 articles publishedspecifically exploring worker attitudes
Why interest developed Methodological breakthroughsSurvey methods
Statistical techniques
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Most Americans like their jobs overallPeople are relatively satisfied with the
nature of the work itself: How interesting it is
Having lots of contact with peoplePeople less happy with rewards
Pay Benefits
Chances for promotion
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Copyright 1999 by Brent Smith,Ph.D.
Determinants of Job SatisfactionDeterminants of Job Satisfaction
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Influences on Job Satisfaction Mental challenge in the work itself
Pay
Promotions Supervision
Work Group
Working Conditions
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Cultural interest Something most of us believe we are
entitled to or at least desire from our work
Functional (practical) reasons Link to important organizational outcomes
Performance
TurnoverAbsenteeism
Counterproductive behaviors
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Outcomes of Job Satisfaction Satisfaction and Performance
Satisfaction and Turnover
Satisfaction and Absenteeism Other Effects and Ways to Enhance
Satisfaction
(Continued)
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The Meaning of OrganizationalCommitment Affective
Continuance Normative
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Organizational Commitment
OrganizationalCommitment
Overall job
satisfaction
.53
Performance .11
Turnover -.28
Conscientiousness .67
Job involvement .50
Organizational Commitment hasbeen related to many differentjob outcomes
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Guidelines to Enhance OrganizationalCommitment People-first
Communication Mission Org. Justice Create a community Support employee development
Organizational Citizenship Behaviors(OCBs)
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Do we care if employees are satisfiedas long as they do their job well?
Describe your current job: what stepscould be taken to enhance jobsatisfaction?
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Questions
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What is personality?
What are some common personality traits?
Why should knowledge of personality matter to todays
managers?
Would you say it is better to train personality or to selectfor personality?
Describe Big 5, CSET, MBTI, Job Satisfaction,Organizational Commitment
What are the components of an attitude?