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Organisational Behaviour > 3- Personality at Work > Flashcards

3- Personality at Work Flashcards

1
Q

Personality definition

A

“Those characteristics of the person that
account for consistent patterns of experience and action” (Pervin, Cervone, & John, 2004)

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2
Q

Reasons for key differences in personality

A
  1. Genetic Inheritance
  2. Family Experience
  3. Culture
  4. Life experience
    ➔Product of all of these
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3
Q

Nature vs Nuture debate

A

Nature
– Determined at birth
– Stable and unchanging
Nurture
– Determined by experience
– Evolves through life

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4
Q

Type personality theory

A
  • Distinct
  • One is either introvert or extrovert
  • Bimodally distributed
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5
Q

Trait personality theory

A
  • Idea that people differ in amount on a single continuim
  • Normally distributed
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6
Q

What are the Big 5 (Costa and McCrae, 1992)

A
  • Openess
  • Conscientiouness
  • Extraversion
  • Agreeable
  • Neuroticism
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7
Q

Overview of the big 5

A
  • Developed since 1960s; major progress in 1980s.
  • Relatively independent of each other.
  • Normal distribution for each trait- most in the middle
  • Measured via self reported inventories.
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8
Q

Openness to experience

A

Like working with ideas and possibilities, ready to re-examine attitudes and values

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9
Q

Conscientiousness

A

Highly organised and thorough in one’s approach to tasks, a desire to do things well

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10
Q

Extraversion

A

Quantity and intensity of energy directed
outwards into the social world, outgoing, assertive.

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11
Q

Agreeableness

A

Being helpful to others, mindful of
others’ feelings, preferring cooperation to competition, kind, sympathetic.

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12
Q

Neuroticism

A

Prone to worry and self-doubt, highly
affected by their emotions in stressful situations.

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13
Q

Psychometric Criteria role

A

Helps judge psychological tests.

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14
Q

Psychometric Criteria categories

A
  • Reliability
  • Criterion-related validity
  • Content validity
  • Construct validity
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15
Q

Criterion-related validity

A

The strength of relationship between a
predictor (e.g. personality/intelligence test, interview) and the criterion (e.g. effective work behaviours)

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16
Q

Conscientiousness and job performance

A

Positively predicts job performance across a range of jobs.

17
Q

Emotional stability (i.e. low Neuroticism) – and job performance

A

Is positively associated with job performance; law enforcement; military.

18
Q

Extraversion and job performance

A

Positive relation in some jobs i.e. social jobs, such as sales and management.

19
Q

Agreeable and job performance

A

Positively related to teamwork; healthcare

20
Q

Openness and job performance

A

Positively predicts training performance; professional occupations

21
Q

The big 5 needed for training

A

Positive associations with openness, extraversion, and conscientiousness (Barrick et al., 2001)

22
Q

The big 5 needed for leadership emergence

A

Associated with high extraversion, conscientiousness, openness,
emotional stability.

23
Q

The big 5 needed for leadership effectiveness

A

Positive associations with extraversion, openness, emotional
stability, and (agreeableness & conscientiousness)
(Judge et al., 2002)

24
Q

Myers Briggs Type Indicator (MBTI)

A

Developed from Jung 4 dichotomies ➔16 personality types
extraversion v introversion
sensing v intuition
thinking v feeling
judging v perceiving

25
Q

Jung’s Theory

A
  • 8 different patterns for how we carry out mental activities
  • 8 Function / combined into pairs
26
Q

Criticism of MBTI

A
  • Construct validity – doesn’t replicate in research studies
  • Reliability – Many people would be reclassified if they took
    the test five weeks from now.
  • Incomplete – doesn’t address emotional stability
  • Strongly criticized
  • Use is generally problematic, also for recruitment and
    selection
  • However, it is very popular in the UK…
  • Some practitioners claim it is useful for team development
27
Q

What is personality testing used in business for?

A
  • Recruitment and selection
  • Succession & Transitions
  • Teambuilding & Development
  • Coaching and training courses – helping
    people understand their own and others’
    preferences
28
Q

What should businesses care about in terms of personality testing?

A

-Validity: a) Do tests predict important work behaviours? b) do tests measure what they say
they measure?
- Reliability: e.g., test-retest reliability: if a
person redoes a test, will they get the same result?

29
Q

Problem with companies using the big 5 to recruit?

A
  • People fake a good impression- faking increases scores for conscientiousness and emotional stability
30
Q

Problems with faking

A
  • Honest candidates are screened out
  • You can’t fake in a performance GMA test
  • It doesn’t affect criterion-related validity for the big 5 but problematic for extreme fakers.
31
Q

Why are personality tests important for businesses?

A
  • They seem to make people understandable
  • They can help in staff selection and development
  • Sufficiently inexpensive: benefits of outweigh costs
32
Q

The assumptions of using personality tests

A
  • Tests scores are accurate
  • Personality influences
    behaviour
  • The behaviour influenced by
    personality is crucial for work
    performance
33
Q

Criterion-related validity for intelligence and job performance for the selection process

A

High

34
Q

Criterion-related validity for personality and job performance for the selection process

A

Moderate

35
Q

What is more effective fixed choice responses or single stimuli?

A

Fixed choice (Salgado and Tauriz, 2014)

36
Q

Important consideration when linking personality and performance?

A
  • The particular type of performance being examined.

Organisational Behaviour (4 decks)

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