Slide 2'1 Learning Objectives for Personality and Attitudes

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Slide 2.1Learning Objectives for Personality and
Attitudes

• Basic sources of personality differences.
• Big Five personality factors.
• Specific personality traits in relation to work
  behavior.
• Attitudes and their relationship to behavior.
• Job satisfaction and organizational commitment.
• Individual differences and ethical behavior.

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Slide 2.2Heredity, Environment, and Personality
Definition
Personality
Environment
Heredity
Culture Family Group Membership Life
Experiences
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Matching Personality and Occupations(Hollands
personality-job fit theory)
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Slide 2.3The Big Five Personality Factors
Adjustment (Neuroticism)
(Stable, confident, effective)
(Nervous, self-doubting,
moody)
Sociability (Extroversion)
(Gregarious , energetic, self-dramatizing)
(Shy, unassertive, withdrawn)
Conscientiousness
(Planful, neat, dependable)
(Impulsive, careless,
irresponsible)
Agreeableness
(Warm, tactful, considerate)
(Independent, cold,
rude)
Intellectual Openness (Openness to experience)
(Imaginative, curious, original)
(Dull, unimaginative, literal-minded)
Source Developed from Hogan, R.T. Personality
and personality measurement. In M.D. Dunnette
and L.M. Hough (eds.), Handbook of Industrial
and Organizational Psychology, 2nd ed. Palo
Alto, Calif. Consulting Psychologists Press,
1991, 878-879 McCrae, R.R., and Costa, P.T. A
fice-factor theory of personality. In L.A. Pervin
and O.P. John (eds.), Handbook of Personality,
2nd ed. New York Guilford, 1999, 139-153.
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Slide 2.4Specific Personality Traits and Their
Linkage to the Big Five

• Locus of control reflects conscientiousness.
• Self-esteem reflects adjustment.
• Introversion and extroversion reflect
  sociability.
• Dogmatism and authoritarianism reflect
  intellectual openness.
• Type A and B personality
• Need for achivement
• Person-situation debate

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Slide 2.5Attitudes and Behaviors

• Definition of attitude
• Components Affective, cognitive, and behavioral
  components.
• Level of specificity
• Work attitudes JS and OC

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Slide 2.6Behavioral Intentions Model
Perceived situational or internal constraints
Beliefs about behavior-outcome relationships
Attitude toward the behavior
Intentions
Behavior
Beliefs about group and societal norms
Perception of norms
Source Adapted from Ajzen, I., and Fishbein, M.
Understanding Attitudes and Predicting Social
Behavior. Englewood Cliffs, N.J. Prentice-Hall,
1980, 8.
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Slide 2.7Sources of Job Satisfaction
Job satisfaction is enhanced when

• Work is challenging and interesting but not
  tiring.
• Rewards are equitable and provide feedback.
• Working conditions match physical needs and
  promote goal attainment.

Source Adapted from Landy, F.J. Psychology of
Work Behavior, 4th ed. Pacific Grove, Calif.
Brooks/Cole, 1989, 470.
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Slide 2.7 (continued)Effects of Various Work
Factors on Job Satisfaction
Job satisfaction is enhanced when

• Self-esteem is high.
• Others hold similar views and facilitate reward
  attainment.
• Policies and procedures are clear, dont
  conflict, and aid goal attainment.

Source Adapted from Landy, F.J. Psychology of
Work Behavior, 4th ed. Pacific Grove, Calif.
Brooks/Cole, 1989, 470.
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Slide 2.8Sources of Organizational Commitment
Organizational Commitment is enhanced when

• Job experiences match their expectations.
• Satisfied with pay, relationships with
  supervisors and coworkers, working conditions,
  and so on.
• As spend more time in the organization deeper
  ties, more advantages, less other job
  opportunities.

Source Adapted from Landy, F.J. Psychology of
Work Behavior, 4th ed. Pacific Grove, Calif.
Brooks/Cole, 1989, 470.
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Slide 2.9Relationship between individual
differences and Ethical behavior

• 1. Cognitive moral development
• 2. Types of Management Ethics
• Immoral management
• Devoid of any ethical principles
• Moral management
• Guided by ethical principles
• Amoral management
• Indifference toward ethical principles