ERGONOMICS AND PSYCHOLOGY
The role of personality at work
Successful employees have certain personality patterns Important determinants of desirable and undesirable work behavior
Selection Work performance
PERSONALITY AT WORK
SOÓS JULIÁNNA SOOSJ@ERG.BME.HU
The use of personality inventories has undergone a complete cycle
The use of personality inventories 1. Earlier approach (’60)
I. Earlier approach (’60): The personality measures are poor predictors of the job performance. There wasn’t evidence that personality is consistent across situations. Important determinant of behavior in work settings Overused and misused
The use of personality inventories
2. Contemporary approach (’90)
Personality assessments can be valuable only if they are meaningfully matched to occupational criteria. Personality linked to the job holders' competencies: Specific Overall job
personality Specific personality
performance
Specific competencies
A more differentiated criteria, precise specification
The use of personality inventories 2. Contemporary approach
It seemed to be argued that there are
5 robust factors of personality:
NEUROTICISM EXTROVERSION OPENNESS TO EXPERIENCE AGREEABLENESS CONSCIENTIOUSNESS /N/ /E/ /O/ /A/ /C/
Factors
High score
Average
Low score
Neuroticism General tendency to experience negative affects Extraversion Openness to experience Agreeableness Conscientiousness Sociable, energetic, assertive, optimistic, like excitement Curious, enjoy variety, try new ideas, feel emotions more keenly, unconventional
Normal amount of Calm even negative feelings tempered, relaxed Prefer to do some Independent, things alone, preferred to be other in group alone Somewhat unconventional, moderate level of curiosity Conventional in behavior, narrower scope, interests; details
0-44 low 45-55 average 56- high
Eager to help, other will Sympathetic, also Egocentric, help in return firm, trusting but skeptical, cooperative, tolerant not gullible competitive Strong willed, punctual reliable, planning, manage desires Normal level of need for achievement, fairly reliable Less exacting, no persistent, not to make plan, sometimes careless
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1. NEUROTICISM
1. ANXIETY
Fearful, prone to worry, nervous
4. SELF CONSCIOUSNESS
Sensitive to ridicule, feeling of inferiority, shy, timid
2. EXTRAVERSION
Affectionate, friendly
Rapid tempo, need to keep busy Relaxed in tempo, leisurely Sensation seeking, noisy environment
Less distrubed by ackward social situations Inability to controll urges
1. WARMTH
Formal, distant
4. ACTIVITY
Calm, relaxed, optimistic Readiness to experience anger
5. IMPULSIVENESS
High tolerance for frustration
Enjoy company of others
2. ANGRY HOSTILITY
2. GREGARIOUSNESS
Dominant, forcefull Do not seek social simuation
5. EXCITEMENT SEEKING Little needs for
thrills
Easygoing, slow anger Feeling of guilt, sadness, loneliness, pessimistic
Unabilty to cope with stress,hopeless, panicked
3. ASSERTIVENESS
Keep in the background
6. POSITIVE EMOTIONS
Laugh easely, often, cheerfull, optimistic Less exuberant, high spirited
3.DEPRESSION
Rarely experience guilt, sadness, selfconfident
6. VULNERABILITY
Handle with difficult situations
3. OPENNES TO EXPERIENCE
Creating interesting inner world
1. FANTASY
4. ACTIONS
Prefer novelty, variaty
4. AGREEABLENESS
1. TRUST
Others are honest, well-intentioned Skeptical, others are dishonest Sincere, ingeniuos
Tend to defer to others, forgive
4. COMPLIANCE
Agressive, compete Humble
Prosiac, keep their minds on the task at hand Deep appretiation for art and beauty
Find changes difficult Enjoy philosophical arguments, brain teasers
5. MODESTY
Arrogant,conceited
2. STRAITHFORWARDENESS
More willing to manipulate others through flattery
2. AESTHETICS
Uninterested in art 5. IDEAS and beaty Limited curiosity Readiness to reexamine values Active concern for others
Deeper, differenciated emotional states
Symphaty, concern for others
3. FEELINGS
Do not accord importanace to their feelings
6. VALUES
Accept authority, honor tradition
3. ALTURISM
Self-centered reluctant to get involved in problems of others
6. TENDERMINDEDNESS
Less moved by appel to pity, cold logic
5. CONSCIENTIOUSNESS
1. COMPETENCE
Well prepared to deal with life High aspiration level, Hardworking, purposeful
Interpretation of personality inventories
Allows us to make statements, interpretations about an individual’s life, interests, life satisfaction Neither self-reports, observer ratings are not infallible The profiles should be considered in the context of personals history, present problems Take into account the interaction between traits, cultural diversity These Big 5 traits important predictors of job performance if the employees have considerable autonomy
Admit they are inept, unprepared Tidy, well organised
4. ACHIEVEMENT STRIVING Lack of
Ability to motivate themselves
ambitions, aimless
2. ORDER
Unmethodological
5. SELFDISCIPLINE
Poor self-control Cautious
Ethical principles, moral obligations
3. DUTIFULLNESS
Undependable, unreliable
6. DELIBERATION
Hasty, often speek,act before think
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Big 5 Personality dimensions and job performance: occupational groupings
Extraversion Neuroticism Agreeableness Conscientiousness Openness to experience
Big 5 Personality dimensions and job performance criteria
Extraversion Neuroticism Agreeableness Conscientiousness Openness to experience
Professionals Police Managers Sales Skilled/ Semi-skilled
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Job proficiency Training proficiency Personnel data
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If I’m a little neurotic I like I work better in interactive professional jobs. job.I’m efficient, I’m good at Neuroticsm managing the things. I’m good at training. I prefer unfamiliar, various things. I’m curious rather than practical.
I want to achieve well. I like the order. I’m self discipline, deliberate and reliable.
The role of personality at work
Job performance is multi-dimensional Contextual performance Task performance
To accomplish task prescribed by the work role Role prescribed
Conscientiousness Extraversion I’m very agreeable but not a successful manager. I like serving people. Agreeableness
e.g. helping and cooperating with others, carry out tasks that are not formally a part of a job Common to many jobs
E PR TE IC D D
Openness to experience
PERSONALITY
The role of personality at work
SITUATIONAL CRITERION PERSONAL
SUMMARY
Specific personality-specific competences Personality and performance relationship is non linear Take into account the role of moderators
PERSONALITY
JOB PERFORMANCE
• CRITERION MODERATORS: reliability • PERSONAL MODERATORS: self monitoring, self consciousness •SITUATIONAL MODERATORS: • task characteristics • characteristics of work physical, social environment • characteristics of work role, rule • characteristics of organizations
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