chapter 5 - personality and individual differences Flashcards
define productive narcissist and what are narcissistic leaders and ceos more likely to do?
which are leaders with a certain degree of narcissism that allows them to achieve their influential leaders in history
Narcissistic leaders and CEOs are more likely to engage in fraud and white-collar crime
john holland’s personality-job fit theory (on exam)
is a theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover. is the effort to match job requirements with personality characteristics
6 types: realistic, investigative, artistic, social, enterprising, conventional
john holland’s personality-job fit theory - 1. realistic (on exam)
realistic: prefers physical activities that require skill, strength and coordination
personality: shy
occupations: mechanic or farmer
john holland’s personality-job fit theory - 2. investigative (on exam)
prefers activities that involve thinking, organizing and understanding
personality: analytical and original
occupations: biologist or economist
john holland’s personality-job fit theory - 3. artistic (on exam)
artistic: prefers ambiguous and unsystematic activities that allow creative expression
personality: imaginative and emotional
occupation: painter or musician
john holland’s personality-job fit theory - 4. social (on exam)
social: prefers activities that involve helping and developing others
personality: sociable and friendly
occupation: social worker or teacher
john holland’s personality-job fit theory - 5. enterprising (on exam)
enterprising: prefers verbal activities in which there are opportunities to influence others and attain power
personality: self-confident and energetic
occupation: lawyer or real estate agent
john holland’s personality-job fit theory - 6. conventional (on exam)
conventional: prefers rule-regulated, orderly and unambiguous activities
personality: conforming and efficient
occupation: accountant or corporate manager
individualistic vs. collectivistic countries and the job fit
In individualistic countries where workers expect to be heard and respected by management, increasing person–job fit by tailoring the job to the person increases the individual’s job satisfaction.
However, in collectivistic countries, person–job fit is a weaker predictor of job satisfaction because people do not expect to have a job tailored to them, so they value person–job fit efforts less.
person-organization fit
Person-organization fit essentially means that people are attracted to and are selected by organizations that match their values and they leave organizations that are not compatible with them
EX: extroverts fit well with organizations that value relationships and socialization
Should yield employees who fit better with the organization
person-group fit
Person–group fit is important in team settings, where the dynamics of team interactions significantly affect work outcomes.
person-supervisor fit
Person–supervisor fit has become an important area of research because poor fit in this dimension can lead to lower job satisfaction and reduced performance. There is even some truth to the phrase “misery loves company,” as some research suggests that congruence between leader and follower cynicism predicts follower job performance”
person-environment fit
All dimensions of fit are sometimes broadly referred to as person–environment fit.
the dimensions of person–organization and person–job fit are the strongest predictors of positive work attitudes and performance
personality (on exam)
in ob we organize these characteristics (lazy or fun etc.) into overall traits describing a person’s personality
Personality is the sum of ways in which an individual reacts to and interacts with the world around them. We often describe personality in terms of the measurable traits a person exhibits
personality traits (maybe on exam)
When someone frequently exhibits these characteristics (like fun or lazy) across many situations and when they are relatively enduring over time, we call them personality traits
The more consistent the characteristic over time and the more frequently it occurs in various situations, the more important the trait is in describing the individual
personality assessment: self-report survey
which individuals evaluate themselves on a series of factors, such as “I worry a lot about the future.”
In general, when people know their personality scores are going to be used for hiring decisions, they rate themselves much higher on desirable traits
This presents a problem of applicants and candidates “faking” their responses to the personality test
personality frameworks/ assessment: Myer-Briggs Type Indicator (on exam)
Little empirical support for its use bt is the most used in the world
The Myers-Briggs Type Indicator (MBTI) is a personality test that taps four characteristics and classifies people into one of sixteen personality types.
Classifications:
Extroverted (E) versus Introverted (I). Extroverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy.
Sensing (S) versus Intuitive (N). Sensing types are practical and prefer routine and order, and they focus on details. Intuitives rely on unconscious processes and look at the big picture.
Thinking (T) versus Feeling (F). Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions.
Judging (J) versus Perceiving (P). Judging types want control and prefer order and structure. Perceiving types are flexible and spontaneous.
problems with the myer-briggs type indicator (on exam)
- developed in a rather unscientific, subjective way based on Carl Jung’s neo-Freudian theories.
- evidence does not support the validity of the MBTI as a measure of personality/evidence against it
- forces a person into one type or another; that is, you are either introverted or extroverted. There is no in-between
- When people retake the assessment, they often receive different results.
- MBTI does not predict job performance or other important organizational outcomes
personality frameworks/ assessment: big five model (on exam)
is a personality model that proposes five basic dimensions encompass most of the differences in human personality
does a good job on predicting how people will behave and remains stable over time
classifications:
Conscientiousness. a measure of personal consistency and reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable.
Emotional stability. taps a person’s ability to withstand stress. People with emotional stability tend to be calm, self-confident, and secure. High scorers are more likely to be positive and optimistic and experience fewer negative emotions (e.g., nervousness, anxiety, insecurity); they are generally happier than low scorers.
Extroversion. captures our relational approach toward the social world. Extroverts tend to be gregarious, assertive, and sociable. They experience more positive emotions than do introverts, and they more freely express these feelings. On the other hand, introverts (low extroversion) tend to be more thoughtful, reserved, timid, and quiet.
Openness to experience. addresses the range of a person’s interests and their fascination with novelty. Open people are creative, curious, and artistically sensitive. Those at the low end of the category are conventional and find comfort in the familiar.
Agreeableness. refers to an individual’s propensity to defer to others. Agreeable people are cooperative, warm, and trusting. You might expect agreeable people to be happier than disagreeable people. They are, but only slightly. When people choose organizational team members, agreeable individuals are usually their first choice. In contrast, people who score low on agreeableness are cold and antagonistic.
what is conscientiousness?
Conscientiousness. a measure of personal consistency and reliability. A highly conscientious person is responsible, organized, dependable, and persistent. Those who score low on this dimension are easily distracted, disorganized, and unreliable.
how do the big five traits predict behavior at work? (on exam)
conscientiousness:
best predictor of job performance
score high = develop high level of job. knowledge and job performance –> OCB
emotional stability:
life satisfaction and job satisfaction
high score = adapt to most things
low score = hard to cope with change
extroversion:
extroverts = experience advantage in careers
extroverts = adapt well and high job satisfaction
risk taking however
openness:
innovative and effective leaders
high score: less of a decline in performance over time
agreeableness:
good at customer service and less work-family conflict and turnover
lower levels of career success however
personality frameworks/ assessment: the dark triad (on exam)
three other socially undesirable traits, which we all have in varying degrees: Machiavellianism, Narcissism, and Psychopathy. usually when someone is under stress.
Machiavellianism (often abbreviated Mach):
An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes ends can justify means. “If it works, use it” more power and status
is consistent with a high-Mach perspective.
They are more likely to act aggressively and engage in CWBs in acquiring more power or status
Narcissism:
describes a person who has a grandiose sense of self-importance, requires excessive admiration, and is arrogant. Narcissists often have fantasies of grand success, a tendency to exploit situations and people, a sense of entitlement, and a lack of empathy.
Psychopathy:
is defined as a lack of concern for others and a lack of guilt or remorse when actions cause harm.
One review found little correlation between measures of psychopathy and job performance or CWBs
related to the use of hard influence tactics (threats, manipulation), bullying work behavior (physical or verbal threatening), and inappropriate interpersonal behavior during meetings and suggests that such employees do not feel remorseful for their actions.”
the DiSC framework
is a circumplex model (similar to the affective circumplex; see the chapter on emotions and mood), which suggests that personality characteristics can be represented on a circle with more similar traits in closer proximity, whereas more dissimilar traits are positioned farther apart.
dominating (D), influencing (i), steadiness (S), and conscientiousness (C),
the HEXACO model
is composed of a new trait, honesty-humility (H), and emotionality (E; i.e., emotional stability), extroversion (X), agreeableness (A), conscientiousness (C), and openness to experience (O).
cross cultural studies
