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| Structures and propensities inside people that explain their caracteristic pattern of thought, emotion, and behavior. (Personaility is a collection of traits) *CULTURE SHAPES PERSONALITY |
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| Personality is decribed by traits...recurring reularities or trends in people's responses to their environment. |
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| Shared beliefs about desired end states or codes of conduct in a given culture. |
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The BIG 5 traits that can be used to summarize our personalities?
(C.A.N.O.E) |
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1)Conscientiousness
2)Agreeableness
3)Neuroticism
4)Openness
5)Extraversion |
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| Big 5 trait: Conscientiousness |
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Definition
Dependable, organized, hardworking, attention to detail, reliable
*it's what you care about in job performance...associated with living longer, negative correlation to smoking and alcohol (No shit hypothesis)
*Accompishment striving (desire to accomplish task-related goals) |
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| Big 5 trait: Agreeableness |
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Definition
cooperative, warm, courteous, helpful
*Communion striving: strong desire for acceptance in personal relationships
-associated with being out more in public than at home
-use fewer swear words
-Weak correlation to job performance but STRONG in customer service jobs. |
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talkative, sociable, energized by others, assertive.
*Positvie affectivity: tendency to experience pleasant moods & ethusiasm.
*status driving: desire to obtain power and influence with a social structure.
-most likely to become leaders
-happier in job satisfaction and life satisfaction
** Easiest to judge in zero acquaintance situations (when two ppl. have just met...only takes 5 mins!) |
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Nervous, anxious, moody, insecure
*Negative affectivity: tendency to experience unpleasant moods, hostility, nervousness, annoyance.
-Find things more stressful and have harder time dealing with stress.
-External locus of control
-Type A personality
-Negative correlation to job performance |
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| genes have a significant impact on people's Big 5 profile |
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Curious, inquisitive, creative, imaginative.
*Weak correlation to job performance
*But high correlation to jobs that require creativity, jobs that are fluid and dynamic, with rapid changes in job demands. |
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Meyers-Briggs Type Indicator (MBTI)
-Carl Jung |
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Definition
Evaluates individuals on four types of preferences:
1)Introversion (peace/reflection) vs. Extroversion (social interactions/collaboration)
2)Sensing (facts/data) vs. Intuition (gut feeling)
3)Thinking (Logic/abstract principles) vs. Feeling (approaching decisionswith emphasis on others needs and feelings)
4)Judging(planning/setting goals)vs. Percieving (Flexible/spontaneity) |
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| Meyers-Briggs Type Indicator (continued..) |
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Definition
Good for building teams.
NOT good for: predicting satisfaction, motivation, performance, commitment, ocucpation choice. |
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Term
Holland's RIASEC model
(Occupational interests into six types) |
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Definition
1) Realistic: enjoy practical, hands-on real-world tasks.
2)Investigative (enjoy abstract, analytical tasks)
3)Artistic
4)Social
5)Enterprising (enjoy persuading, leading, or outperforming others)
6) Conventional (enjoy organizing, counting..) |
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| Hofstede's Dimensions of Cultural Values |
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Definition
1)Individualism vs. Collectivism
U.S. vs. China
*Cultural Findings: collectivism is associated with increased performance, citizenship behavior, fewer counter-productive behavior |
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| What personality traits would help if you were an expatriate for a company? |
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Definition
1)Empathy
2)Sense of Humor |
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| Correlation of Conscientiousness |
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Definition
| -moderate positive effect on job performance and organizational commitment. but strong effect on task performance. |
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