OB Chap005 Personality and Attitudes

8/14/2019 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?

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OB Chap005 Personality and Attitudes