Personality Perception Attitudes

Chapter 5Personality, Perception,and Employee AttitudesCopyright 2011 by the McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin

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Define the overall meaning of personality.Identify the Big Five personality traits and the Myers-Briggs types.Describe the perceptual process and its major dimensions.Examine the sources and outcomes of the major employee attitudes job satisfaction, organizational commitment, and organizational citizenship behaviors.Learning Objectives

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Meaning of PersonalityPersonality will mean how people affect others and how they understand and view themselves, as well as their pattern of inner and outer measurable traits and the person-situation interaction.

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Foundation Components of Personality Self-esteemPeoples self-perceived competence and self-image.It is applied to the organization domain called organization-based self-esteem (OBSE), defined as the self-perceived value that individuals have of themselves as organization members acting within an organization context.

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Person-situation interaction This dimension suggests that people are not static, acting the same in all situations, but are ever changing and flexible.Organizations that can find, develop, and retain people who can fit into the dynamically changing situation will be most successful.Foundation Components of Personality (Continued)

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Socialization process Continuous impact from the social environment Steps to successful organizational socialization: Provide a challenging first job Provide relevant training Provide timely and consistent feedback Select a good first supervisor to be in charge of socialization Design a relaxed orientation program Place new recruits in work groups with high moraleFoundation Components of Personality (Continued)

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Table 5.1 - The Big Five Personality Traits

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Table 5.2 - The Jung Theory Dimensions and the Meyes-Briggs Type Indicators

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Table 5.2 - The Jung Theory Dimensions and the Meyers-Briggs Type Indicators (Continued)

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The Perception ProcessThe perceptual process or filter can be defined as a complicated interaction of selection, organization, and interpretation.The existence of several subprocesses gives evidence of the complexity and the interactive nature of perception.

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Sub Processes of Perception

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Characteristics of the perceiverKnowing oneself makes it easier to see others accurately.Ones own characteristics affect the characteristics one is likely to see in others.People who accept themselves are more likely to be able to see favorable aspects of other people.Accuracy in perceiving others is not a single skill.Social Perception

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Characteristics of the perceivedThe status of the person perceived will greatly influence others perception of the person.The person being perceived is usually placed into categories to simplify the viewers perceptual activities. Two common categories are status and role.The visible traits of the person perceived will greatly influence others perception of the person.Social Perception (Continued)

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Social Perception (Continued) StereotypingTendency to perceive another person as belonging to a single class or category.Frequently used term to describe perceptual errors.

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Social Perception (Continued) The halo effectA person is perceived on the basis of one trait.Is a common rater error.Has both true and illusory components.Has led to inflated correlations among rating dimensions and is due to the influence of a general evaluation and specific judgments.Has negative consequences and should be avoided or removed.

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Work-related Attitudes: PA/NAThe dispositions of positive affectivity (PA) and negative affectivity (NA) are important antecedents to attitudes about ones job.Those with high NA are more likely to have a negative attitude toward themselves, others, and the world around them.Those with high PA have the opposite disposition and tend to have an overall sense of well-being, to see themselves as pleasurably and effectively engaged, and to experience positive attitudes.

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Job SatisfactionThree generally accepted dimensions to job satisfaction:It is an emotional response to a job situation; it cannot be seen; it can only be inferred.It is often determined by how well outcomes meet or exceed expectations.Job satisfaction represents several related attitudes.

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The most important characteristics of a job about which employees have affective responses: The work itself Pay Promotions Supervision Work group Working conditionsJob Satisfaction (Continued)

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Outcomes of Job Satisfaction Satisfaction and performanceA positive relationship exists; however, job satisfaction should not be considered the endpoint in human performance. Satisfaction and turnoverAn inverse relationship exists. Satisfaction and absenteeismA weak negative relationship exists.

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Other Effects and Ways to Enhance SatisfactionMake jobs more funHave fair pay, benefits, and promotion opportunitiesMatch people with jobs that fit their interest and skillsDesign jobs to make them exciting and satisfying

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Organizational CommitmentStrong desire to remain a member of a particular organization.Willingness to exert high levels of effort on behalf of the organization.Definite belief in, and acceptance of, the values and goals of the organization.

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Organizational Commitment (Continued) Dimensions of commitment:Affective commitment - emotional attachmentContinuance commitment - costs associated with leaving the organizationNormative commitment - feelings of obligation to stay

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Guidelines to Enhance Organizational Commitment Commit to people-first values Clarify and communicate your mission Guarantee organizational justice Create a sense of community Support employee development

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Organizational Citizenship Behaviors (OCBs)Individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization.Major OCB forms: altruism; conscientiousness; civic virtue; sportsmanship; courtesy.OCBs do relate to group and organization performance and effectiveness.

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Questions