MAN ch 5 Personality

Which Big Five trait is associated with better leadership emergence and a slight career advantage in earnings?

Extroversion

inductive reasoning

specific ability to find patterns and logical sequences

In the context of values, what does 'Intensity' refer to?

how important a specific value is to an individual

What is one potential downside of having 'High Core Self-Evaluations'?

can be viewed as arrogant or over confident by others

Personality

enduring characteristics that describe an individual’s behavior (think measurable traits)

ways an individual reacts to and interacts with world around them

what does personality in the workforce intertwin with?

abilities and values

Person - job fit

proposes that the fit between personality type and occupational environment determines satisfaction, commitment, and turnover

what are Hollands 6 personality types?

realistic

investigative

artistic

social

enterprising

conventional

what does research support with the theory about person - job fit?

job satisfaction, organizational commitment, and intentions to quit

which culture do workers expect to be heard and respected by management?

individualistic

which culture is weaker in person-job fit?

collectivistic cultures

personality of ‘realistic’ and job description

shy, genuine

mechanic, farmer

personality of ‘investigative’ and job description

thinking, organizing, analytical

biologist, writer

personality of ‘social’ and job description

helping, friendly, understanding

social worker, teacher

personality of ‘enterprising’ and job descprition

influence others and obtain power, self confident, ambitious

lawyer, real estate

personality of ‘conventional’ and job description

rules, conforming, practical

accountant, manager, bank manager

person-organization fit

suggests that people are attracted to and selected by organizations that match their values and leave when there is no match

if companies hire using person organization fit, what would they expect?

higher employee satisfaction and reduced turnover.

Person group fit

how well employee fits w team or coworkers

person-supervisor fit

how well person fit w managers and supervisors

person-enviroment fit

umbrella term for all the “fits”

personality traits

enduring characteristics that describe individuals behavior

what is the most common means of measuring personality?

self-reports

what are observer rating surveys?

independent assessment of personality where someone observes and does the rating

Myers-Briggs Type Indicator

Extroverted/Introverted

Sensing/Intuitive

Thinking/Feeling

Perceiving/Judging

sensing vs intuitive

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 vs Feeling

Thinking types use reason and logic to handle problems.

Feeling types rely on their personal values and emotions.

Judging vs Perceiving

Judging types want control and prefer order and structure.

Perceiving types are flexible and spontaneous.

whats the downside of MBTI

unscientific, evidence does not support the validity, forces you into categories

which personality test is used for job selection tests

big five model

Big Five Model

Openness to experience

conscientiousness

extraversion

agreeableness

neuroticism/emotional stability 

conscientiousness

personal consistency and reliability. A highly conscientious person is responsible, organized, dependable, and persistent

emotional stability

person’s ability to withstand stress. People with emotional stability tend to be calm, self-confident, and secure.

extraversion

relational approach toward the social world. Extraverts tend to be gregarious, assertive, and sociable. They experience more positive emotions than introverts do, and they more freely express these feelings.

openness to experience

range of a person’s interests and their fascination with novelty. Open people are creative, curious, and artistically sensitive

agreeableness

individual’s propensity to defer to others. Agreeable people are cooperative, warm, and trusting

which trait is the strongest predictor of job performance?

conscientiousness, they are less likely to engage in counterproductive work

which trait is is most strongly related to life satisfaction and job satisfaction as well as reduced burnout and intentions to quit

emotional stability

Which Big Five trait is associated with a small but persistent career advantage, higher job satisfaction, reduced burnout, and leadership emergence?

extraversion

Which Big Five trait is associated with creativity, innovation, adaptability, effective leadership, and less work-family conflict?

openness

Which Big Five trait is associated with success in interpersonal jobs, high OCBs, low CWBs, and lower turnover?

agreeableness

the dark triad

socially undesirable traits

machiavellianism

narcissism

psychopathy

Machiavellianism

is pragmatic, maintains emotional distance, and believes ends can justify means

Narcissism

person who has a grandiose sense of self-importance, requires excessive admiration, and is arrogant

psychopathy

lack of concern for others and a lack of guilt or remorse when actions cause harm

DiSC framework

dominating (D), influencing (i), steadiness (S), and conscientiousness (C); however, the framework recognizes that “people are not their types.”

HEXACO model

honesty-humility H

Emotionality E

extraversion X

agreeableness (A)

conscientiousness (C)

openness to experience O

Core Self-Evaluations (CSEs)

are bottom-line conclusions individuals draw about their capabilities, competence, and worth as a person

positive vs negative CSE

like themselves and see themselves as effective and in control of their environment

dislike themselves, question their capabilities, and view themselves as powerless over their environment

Self-monitoring

an individual’s ability to adjust behavior to external, situational factors

high vs low self-monitors

show considerable adaptability in adjusting their behavior to external situational factors. Sensitive to external cues and can behave differently in varying situations, sometimes presenting striking contradictions between their public personae and their private selves

display their true dispositions and attitudes in every situation; so, there is high consistency between who they are and what they do.

Proactive Personality

identify opportunities, show initiative, take action, and persevere until meaningful change occurs. Less likely to burn out when faced with challenge stressors and more likely to feel drained and disengaged when faced with hindrance stressors

Situation Strength Theory

proposes that the way personality translates into behavior depends on the strength of the situation. By situation strength, we mean the degree to which norms, cues, or standards dictate appropriate behavior

components of situation strength

clarity

consistency

constraints

consequences

clarity

degree to which cues about work duties and responsibilities are available and clear

consistency

the extent to which cues regarding work duties and responsibilities are compatible with one another

constraints

the extent to which individuals’ freedom to decide or act is limited by forces outside their control

consequences

the degree to which decisions or actions have important implications for the organization or its members, clients, suppliers, and so on

Trait Activation Theory

predicts that some situations, events, or interventions “activate” a trait more than others. (genes or environment)  

Ability

is an individual’s current capacity to perform the various tasks in a job.

what are the two sets of factors that ability is made up of?

intellectual and physical

intellectual abilities

capacity to perform mental activities such as thinking, reasoning, and problem solving

general mental ability

overall factor of intelligence as suggested by the positive correlations among specific intellectual abilty dimension

Wonderlic Ability Test

A 12-minute, 50-question intelligence test used by many employers to measure General Mental Ability (GMA). It measures both speed (limited time) and power (questions become harder) and is used alongside, not instead of, interviews and applications.