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Personality and Individual Differences (ARGUMENT Personality a predictor…
Personality and Individual Differences
OB
: field devoted to understanding, explaining, and improving the attitudes and behaviour of individuals and groups in orgs
Differences studied to predict work behaviour
Demographics (stable, but no predictive value)
Knowledge (unstable)
Cognitive ability (predicts only info processing)
Personality (relatively stable)
Idiographic
(view that there is no measurement --> use case studies/history)
Nomothetic
(view to search for universal principles --> types e.g. MBTI or traits e.g. FFM, self-monitoring, locus of control)
MODEL
Five Factor Model (OCEAN)
Extraversion
Conscientiousness
Agreeableness
Neuroticism (emotional stability)
Openness
Positives:
relatively simple + comprehensive
widespread
can be developed further
(*BLOCK, 1995)
Negatives:
lexical approach
is limiting and problematic --> single word descriptors cannot convey features of personality
reliance on laypersons to specify and provide
descriptors is inadequate
--> argues lacks validity
factor analysis
can be arbitrary (factors and # of factors chosen are arbitrary)
FFM is unstable and seems to
exist primarily w/in homogeneous and special populations
factors not based on theory (
atheoretical)
i
ncomplete
.: no need to restrict to FFM
Challenges with measurement
value judgment inherent
in personality descriptors
results biased - based on
self-presentation needs
optimal
degree of specificity is not always clear
redundant measures
often exist
ARGUMENT
Personality a predictor of beh.?
FOR
:
when correct methods are used,
cross-situational consistency is high
beh. changes w/ situ, but beh. relative to that of others stays the same (Funder, 2001)
traits
predict molar behaviour
AGAINST:
people change over time and across situations
traits do not offer causal explanation
fundamental attribution error - we exaggerate role that traits had
#
EVIDENCE
personality predicts:
job sat
tenure and productivity
mobility and promotion
motivation and perf
META-ANALYSIS (*HURTZ & DONOVAN, 2000)
conscientiousness (+ neuroticism) predict overall job perf
across all jobs
extraversion
predicts jobs w/ competitive
social component
agreeableness
predicts perf in jobs with
coopeerative demands
openness
predicts perf in
customer service jobs
STATUS STRIVING, ACCOMPLISHMENT STRIVING, COMMUNION STRIVING
(*BARRICK et al, 2002)
status & accomplishment striving mediate effects of Extraversion and Conscientiousness
on ratings of
sales perf
status striving + accomplishment striving correlates w/ job perf
communion striving positively related to agreeableness
extravertered more likely motivated by status striving; conscientiousness more accomplishment striving
(*EREZ et al, 2001)
Core Self-Evaluation model (CSE)
: neuroticism, self-esteem, locus of control and self-efficacy
locus of control
: an individual's perceptions on the failure/success of an outcome
testing of 4 traits form higher order factor
motivation partially mediated relationship b/w perf + CSE
--> CSE construct predicts better than individual traits
makes a case for other
IMPLICATIONS FOR SELECTION
(*JUDGE & LEPINE, 2007)
dark and bright sides of personality traits exist and can change based on context
benefits and costs of both
can explain modest validity of some traits
for selection, should
score on narrower traits and use training to counterbalance negatives
of bright side hiring
e.g. high in emotional stability = good for identifying threats but may be too risk averse