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Emotional Stability
• Measures ability to handle stress: the more stable a person, the better he (or she) can handle stress. People with high emotional stability tend to become, self-confident, and secure.
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Conscientiousness
• Measures reliability. High scorers are responsible, organized, dependable, and persistent. Low scorers are easily distracted, disorganized, and unreliable. Not surprisingly, this is the key determinant of job performance and organizational citizenship behavior (OCB) on the Big Five.
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Values
Represent basic, enduring convictions that "a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence."
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Measuring Personality Traits: Myers-Briggs Type Indicator
• Most widely used personality-assessment instrument in the world • Individuals are classified as:
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Competitive, urgent, and driven
Adjusts behavior to meet external, situational factors
Identifies opportunities, shows initiative, takes action and perseveres
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Measuring Personality
• Self-reports Surveys
Most common Prone to error
• Observer-ratings Surveys
Independent assessment May be more accurate
• Strongly supported relationship to job performance (especially Conscientiousness)
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Extraversion
• Deals with the comfort level with relationships. Scoring high in this factor means the respondent is more gregarious, assertive, and sociable. Introverts tend to be reserved, timid, and quiet.
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Agreeableness
• Measures deference towards others. High scorers are cooperative, warm, and trusting while low scores are cold, disagreeable, and antagonistic.
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Openness to Experience
• Measures the range of interests and fascination with novelty, a proxy for creativity. People who score low on this factor tend to be conventional and enjoy familiar circumstances. High scorers tend to be creative, curious, and artistically sensitive.
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The Myers-Briggs Type Indicator (MBTI)
• Thinking/Feeling (T or F). This scale is important in decision-making: thinkers use reason and logic while feelers use emotions and their own personal values to make decisions. Judging/Perceiving (J or P). Judgers are control-oriented and enjoy structure and order. Perceivers are more flexible and spontaneous.
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Major Personality Attributes Influencing OB
• Core self-evaluation
Self like/dislike
• Type A personality
• Self-monitoring • Proactive personality
• Environmental factors do have some influence • Aging influences levels of ability
Basic personality is constant
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Measuring Personality Traits: The Big-Five Model
• Five Traits:
Extraversion Agreeableness Conscientiousness Emotional Stability Openness to Experience
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The Myers-Briggs Type Indicator (MBTI)
• Extraverted/Introverted (E or I). People scoring higher on the extraverted side of the scale are more outgoing, social and assertive while those on the introvert side are quiet and shy. Sensing/Intuitive (S or N). Sensing individuals are practical, enjoy order and are detail oriented. Intuitive people are more “big picture” oriented and rely on “gut” feelings.
After studying this chapter you should be able to:
1. 2. 3. 4. 5. 6. Define personality, describe how it is measured, and explain the factors that determine an individual’s personality. Describe the Myers-Briggs Type Indicator personality framework and assess its strengths and weaknesses. Identify the key traits in the Big Five personality model and demonstrate how the traits are relevant to OB. Define values, demonstrate the importance of values, and contrast terminal and instrumental values. Compare the generational differences in values and identify the dominant values in today’s workforce. Identify Hofstede’s five value dimensions of national culture.