1. HRM 601 Organizational Behavior Session 3 Individual Difference, Personality & Attitudes

2. Individual Performance Factors Individual Abilities Effort Organizational Support

3. Personality A relatively stable And unique Pattern of behavior, thoughts & emotions Shown by an individual

4. Erikson’s Psycho-Social Model of Personality Development Infancy: Trust vs Mistrust Toddler-hood: Autonomy vs Shame Childhood: Competency vs Inferiority Adolescence: Identity vs Role confusion Early Adulthood: Intimacy vs isolation Middle Adulthood: Generativity vs stagnation Late Adulthood: Ego integrity vs despair

5. The Big Five Personality Traits Conscientiousness Organized, self- disciplined, responsible Disorganized, undisciplined, irresponsible

6. Big Five Cont’d Extroversion - introversion Sociable, talkative, active Sober, quiet, reserved

7. Big Five Cont’d Agreeableness Good-natured, gentle, cooperative, forgiving Cantankerous, irritable, uncooperative

8. Big Five Con’t Emotional stability Calm. enthusiastic, secure Anxious, depressed, angry, insecure

9. Big Five Con’t. Openness to experience Imaginative, creative, sensitive Insensitive, narrow, unimaginative

10. Other Traits Locus of control –Internal vs external Self-monitoring –High self-monitors vs Low self- monitors

11. Cognitive Ability General intelligence -- ability to think analytically, reason, problem solve –Verbal –Numerical –General knowledge –Reasoning ability –Spatial ability

12. Physical Ability Motor skills: manual dexterity, eye- hand coordination, reaction time Fitness: strength, stamina

13. Measuring Personality & Ability Reliability: The extent to which test scores are consistent from time to time Validity: Extent to which a test is actually measuring what it claims to measure

14. Measuring Personality & Ability Projective tests: Test which use ambiguous stimuli to measure personality. Objective tests: Inventories or questionnaires used to measure personality. These are scored by any objective key so there is no room for interpretation to answers

15. Attitude Defined Stable cluster of Feelings Beliefs and Behavioral Intentions Towards specific people, things, or events

16. Attitudinal Components Beliefs -- cool thoughts Feelings -- hot emotions Behavioral intentions -- tendency to respond or behave consistent with attitude

17. Developing an Attitude Information Learning Modeling

18. Predicting Behavior Thought and feeling consistency Subjective norms Direct experience Attitude accessibility

19. Job Satisfaction Feelings, Beliefs, and Evaluations of a person’s job

20. Herzberg’s Two Factor Theory Motivators –personal growth –recognition –responsibility –promotion opportunities –achievement

21. Two Factor Theory, Con’t. Hygiene –supervision –pay –company policies –working conditions –co-workers –job security

22. Consequences of Job Satisfaction Withdrawal behavior –Absenteeism –Turnover –Time theft

23. Influences of Job Satisfaction Quality supervision Fair pay Empowerment Person-job fit

24. Organizational Commitment Extent to which an individual Identifies with, Is involved with, Is unwilling to leave The organization

25. Consequences of Organizational Commitment Continuance Willingness to make shared sacrifices Organizational citizenship

26. Influences of Organizational Commitment Social responsibility Enriched jobs Participatory management Aligning workers’ interests with company Demonstrating trust