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refers to the structures and propensities inside a person that explains his or her characteristic patterns of thought, emotion, and behavior.
-creates a person's social reputation
-what people are like
-what people can do |
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defined as recurring regularities or trends in people's responses to their environment.
-responsible, critical, organized, achievement-oriented
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| shared beliefs about desirable end states or modes of conduct in a given culture, influence the expression of a person's traits |
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| conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion |
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| Longitudinal studies require participants to comlete personality assessments at multiple time periods, often separated by several years. |
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| remains quite stable throughout a person's life |
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| remains stable after a sharp increase from the teenage years to college age |
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| extraversion and openness |
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| are most dependent on genes |
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| People get more conscientious, more agreeable, and less neurotic |
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| from their teenage years into their 40s, 50s, 60s |
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dependable, organized, reliable, ambitious, hardworking, persevering
-the biggest influence on job performance of any of the Big Five
-negatively related to mortality |
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reflects a strong desire to accomplish task-related goals as a means of expressing personality
Berkeley Study- childhood conscientiousness was strongly corrleated with ratings of career success- roguhtly twice as strong as the other dimensions |
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warm, kind, cooperative, sympathetic, helpful, and courteous
-more likely to be in public places and swear less |
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strong desire to obtain acceptance in personal relationships as a means of expressing personality
- not related to performance across all jobs
-service jobs would be agreeable- reluctant to react to conflict with criticism, threats, or manipulation
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talkative, sociable, passionate, assertive, bold, and dominant
easiest to judge in zerio acquaintance - situations in which two people have only just met
-no necessarily related to performance across all jobs or occ.
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extraverted perople prioritize- reflects a strong dseire to obtain power and influence within a social structure as a means of expressing personality
-more leaders
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who tends to be more happy on the job
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extraverts
-high in positive affectivity- a dispositional tendency to experience pleasant, engaging moods as enthusiam, excitement, and elation
-extraverts are associated with more positive events |
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| nervous, moody, emotional, insecure, and jealous - second most important of job performance after conscientiousness |
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neuroticism is synonymous- a disposital tendency to experience unpleasant moods such as hostility, nervousness, and annoyance
-lower levels of job sastisfaction |
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| associated with neuroticism; exposur eto stressors, meaning that neurotic people are more likely to appraise day-to-day situations as stressful |
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| to stressors, meaning that neurotic people are less likely to believe they can cope wtih teh stressors that they experience |
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| external locus of control- attribute the causes of eents to the external environment- driven by luck, chance, fate |
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| internal locus of control |
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| associated wtih higher levels of job satisfaction and job performance; also enjoyed better health, including higher sef- reported mental well-being, fewer self-reported physical symptoms, lower blood pressure, and lower stress hormone secretion; more social support ; higher salary |
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curious, imaginative, creative, complex, refined, and sophisticated; most alternative labels- "high culture"- fine wine, art
-not beneficial to all jobs
-not related to job performacne across all occ.
-very fluid and dynamic jobs benefit
-adaptable and quick to identify when teh "old way" is bad |
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related to openness to experience; capacity to generate novel adn useful ideas and solutions
-openness to experience with cognitive ability is a key driver of creative thought |
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| Myers-Briggs Type Indicator |
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originally created to test a theory of psychological types advaced by psychologist Carl Jung based on
1. Extroversion v. Introversion
2. Sensing (clear and concrete facts) v. Intuition (hunches and speculations)
3. Thinking (logical and critical analysis) v. Feeling (others' needs and feelings)
4. Judging (planning and setting goals) v. Perceiving (flexibility and spontaneity)
16 different types
-little evidence teh MBTI is a useful tool for predicting the job satisfaction, motivation, performance, or commitment
-good for teambuilding |
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| expressions of personality that influence behavior through preferences for certain environments and activities |
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Realistic, Investigative, Artistic, Social, Enterprising, Conventional
-classified along 2 dimensions: the degree to which employees prefer to work with data v. ideas and the degree to which they prefer to work with people v. things |
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analyzed data about 88,000 IBM employees from 72 countries
- different cultural dimensions
1. Individualism-collectivism
2. Power Distance
3. Uncertainty avoidance
4. Masculinnity-femininity
5. Short-term v. long-term orientation
US. high in individualism, low on power distance, low on uncertainty avaoidnace, high on masculinity, high on short-term orientation |
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| propensity to view one's own cutlure values as "right" |
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| Conscientiousness is a key driver in... |
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| typical performance, reflecting performance in the routine conditions that surround daily job tasks. Also, citizenship behavior- they have more time to offer "extra mile" sort of contributions, engage in so much more work-related effort, less likely to engage in counterprodcutive behaviors (higher job satisfaction and their dependable and reliable nature); more comitted to their organization, less stress |
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| employee ability is a key driver of |
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| maximum performance, reflecting performance in brief, special circumstances that demand a person's best effort |
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| strong situations have clear behavioral expectations, incentives, or instructions that make differences between individuals less important, whereas weak situations lack those cues |
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| situations provide cues that trigger the express of a given trait |
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| interview study test on Big Five stated... |
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| extraversion, agreeableness, and openness were fairly consistent with the students' own ratings, as well as their friends' ratings, but, conscientiousness and neuroticism were only weakly related to the students' and friends' ratings- the 2 that are most highly related to job performance |
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"honesty tests," personality tests that focus specifically on a predispositon to engage in theft and other counterproductive behavior; come in Clear purpose tests- asks applicants about their attitudes toward dishonesty, beliefs about the frequency o fdishonesty, endorsements of common rationalizatoins for dishonesty and Veiled purpose tests- do not reference dishonesty explicitly but instead assess more general personaity traits that are associated with dishonest acts
-have a moderately stron negaitive correlation wtih counterproductive behaviors such as theft
-are more strongly related to job performacne than conscientiousness scores, largely because inegrity tests sample a blend of multiple Big 5 dimensions |
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exaggerating your responses to a personality test in a socially desirable fashion
-all fake but applicants who scored below average on the test faked a bit more than applicants who scored above average
-because everyone fakes to some degree, correlation with outcomes like theft or other counterproductive behaviors are relatively unaffected |
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