McGraw-Hill/Irwin© 2008 The McGraw-Hill Companies, Inc. All rights reserved. Personality and Attitudes Chapter Five

Learning Objectives Define the overall meaning of personality. Identify the “Big Five” personality traits and the Myers-Briggs types. Describe the meaning of attitudes and their emotional, informational, and behavioral components. Explain the antecedents of work-related attitudes, the functions they perform, and how they are changed. Examine the major sources and outcomes of job satisfaction, organizational commitment, and prosocial, organizational citizenship behaviors.

Introduction Analysis of personality and attitudes is vital to the study of organizational behavior –A better understanding of cognitive, personal variables of personality and attitudes

Meaning of Personality How people affect others How they understand and view themselves Pattern of inner and outer measurable traits Person-situation interaction

Role of Heredity and the Brain Major inroads are being made in the role that genetics and the brain play both in human behavior and personality –Self-esteem People’s self-perceived competence and self- image –Person-situation interaction Understanding the human personality

Role of Heredity and the Brain Continued –Socialization process Continuous impact from the social environment 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 morale

Role of Heredity and the Brain Continued The “Big Five” personality traits –Positive impact of conscientiousness –Impact of the other traits

Myers-Briggs Type Indicator (MBTI)

Nature and Dimensions of Attitudes Characteristics of attitudes –Tend to persist unless changed –Fall along a continuum: favorable to unfavorable –Directed toward some object Components of attitudes –Emotional –Informational –Behavioral

Nature and Dimensions of Attitudes Functions of attitudes –Adjustment function – people to work environment –Ego-defensive function – defend self-image –Value-expressive function – basic expression of values –Knowledge function – supply standards and frames of reference

Nature and Dimensions of Attitudes Continued Changing attitudes –Barriers to changing attitudes Prior commitments Insufficient information –Providing new information Overcome barriers and changes attitudes –Use of Fear Instill fear to overcome barriers

Nature and Dimensions of Attitudes Continued Changing attitudes (continued ) –Resolving discrepancies Between attitudes and behaviors –Influence of friends or peers Use of persuasion Matter of personal interest –Co-opting approach Involving people to work towards changing dissatisfaction to satisfaction

Nature and Dimensions of Attitudes Continued Antecedents of work-related attitudes: –Attention given to affective dispositions Positive affectivity Negative affectivity –Attention give to job satisfaction and organizational commitment

Job Satisfaction Meaning of job satisfaction - Locke –Involving cognitive, affective, and evaluative reactions or attitudes –A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience

Job Satisfaction Continued Influences on job satisfaction –The work itself –Pay –Promotions –Supervision –Work group –Working conditions

Job Satisfaction Continued Outcomes of job satisfaction –Satisfaction and performance A positive relationship exists –Satisfaction and turnover Unemployment rates do directly affect turnover –Satisfaction and absenteeism A weak negative relationship

Job Satisfaction Continued Outcomes of job satisfaction (continued ) –Other effects and ways to enhance satisfaction Make jobs more fun Have fair pay, benefits, and promotion opportunities Match people with jobs that fit their interest and skills Design jobs to make them exciting and satisfying

Organizational Commitment Meaning of organizational commitment –Strong desire to remain a member –Willingness to exert high levels of effort –Definite belief in, and acceptance of, the values and goals –Three-component model proposed by Meyer and Allen: Affective commitment Continuance commitment Normative commitment

Organizational Commitment Continued Outcomes of organizational commitment –Deserve management attention 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

Organizational Commitment Continued Organizational citizenship behaviors (OCBs) –Major OCBs include: Altruism Conscientiousness Civic virtue Sportsmanship Courtesy

Questions