CHAPTER 9 PERSONALITY AND CULTURAL VALUES

Cultural Values

shared beliefs about desirable end states or modes of conduct in a given culture -influence the development of ppl's personality traits ex; informal, risk averse, traditional

Effects of personality on performance and commitment pg.286

-conscientiousness has a moderate positive effect on performance. conscientious employees have higher levels of task performance. they are more likely to engage in citizenship behavior and less likely to engage in counterproductive -conscientiousness has a moderate positive effect on commitment. conscientious employees have higher levels of affective commitment and higher levels of normative commitment. conscientiousness has no effect on continuance commitment -interviewers are unable to gauge the 2 big give dimensions that are most highly related to job performance- conscientiousness and neuroticism

Myers-Briggs Type Indicator (MBTI)

-one of the most widely administered personality measures (no neg./bad answer) a personality test that taps four characteristics and classifies people into 1 of 16 personality types 1. Extraversion vs Introversion 2. Sensing vs Intuition 3. Thinking vs Feeling 4. Judging vs perceiving -little evidence that MBTI is a useful tool for predicting job satisfaction, motivation, performance, or commitment of employees across jobs

Cultural values

-reflect the way things should be done in a given society -numerous values to describe culture IDENTIFICATIONS OF VALUES & CULTURAL DIMENSIONS -project globe -Hofstede's findings

Why cultural values important to know?

-they illustrate the potential differences between the attitudes and beliefs of U.S. employees and the attitudes and beliefs of employees in other societies -being aware is critical, the differences can influence reactions to change, conflict management styles, negotiation approaches, and reward preferences.

RIASEC model

An interest framework summarized by six different personality types including realistic, investigative, artistic, social, enterprising, and conventional. INTEREST-expression of personality that influence behavior through preference for certain environments & activities -model suggests that the personality types can be classified along 2 dimensions: 1. the degree to which employees prefer to work w/ data vs ideas 2. degree to which they prefer to work w/ ppl vs things -ppl who match personality w/ occupation, ppl will be more satisfied and will have more job knowledge -REALISTIC: enjoys practical, hands-on, real-world tasks. Tends to be frank, practical, determined, and rugged -INVESTIGATIVE: Enjoys abstract, analytical, theory-oriented tasks. Tends to be analytical, intellectual., impulsive, and scholarly -ARTISTIC: Enjoys entertaining and fascinating others using imagination. Tends to be original, independent, impulsive, and creative. -SOCIAL: Enjoys helping, serving or assisting others. Tends to be helpful, inspiring, informative, and empathic -ENTERPRISING: Enjoys persuading, leading, or outperforming others. Tends to energetic, sociable, ambitious, and risk-taking. -CONVENTIONAL: Enjoys organizing, counting, or regulating people or things. Tends to be careful, conservative, self-controlled, and structured

How can we describe what employees are like?

The big five and or other taxonomies(myers-briggs, RIASEC model) -> personality -> what employees are like Culture taxonomies-> cultural values-> what employees are like

What is more useful than a personality test

ability test...

clear purpose tests

ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty

veiled purpose tests p.289

do not reference dishonesty explicitly but instead assess more general personality traits that are associated with dishonest acts

Integrity Tests / Honesty Tests

personality tests that focus specifically on a predisposition to engage in theft and other counterproductive behaviors -strongly related to job performance, job satisfaction and conscientiousness

Hofstede's Cultural Dimensions

power distance, individualism, masculinity, uncertainty avoidance, short-term vs long-term orientation -Project GLOBE studies and Hofstede's work have identified 5-9 cultural dimensions - shows the effects of a society's culture on the values of its members, and how these values relate to behaviour, using a structure derived from factor analysis

Enthocentrism

propensity to view one's own cultural values as "right" and those of other cultures "wrong"

Traits

recurring regularities or trends in people's responses to their environment ex; responsible, polite, and reserved

Personality

refers to the structures and propensities inside people that explain their characteristic patterns of thought, emotion, and behavior; the sum total ways you act and react upon your environment -creates ppl's social reputations -collection of multiple traits

Course self evaluation

self-esteem, generalized, self-efficacy- belief in ability to achieve given tasks, locus of control- belief you're controlled internally vs externally, neuroticism narcissism- dark personality; you care about yourself

5 personality dimensions "The big 5"

study found that personality changes over 7 time periods 1. CONSCIENTIOUSNESS-ppl are dependable, organized, reliable, ambitious, hardworking, and persevering -biggest influence on job performance -accomplishment striving: strong desire to accomplish task-related goals as a means of expressing personality ex; focused, responsible 2. AGREEABLENESS- ppl are warm, kind, cooperative, sympathetic, helpful, and courteous. -ppl prioritize communion striving: a strong desire to obtain acceptance in personal relationships as a means of expressing personality -have stronger customer service skills 3. NEUROTICISM or emotional stability (good) -ppl are nervous, moody, emotional, insecure, and jealous -second most related to job performance -synonymous with negative affectivity: a dispositional tendency to experience unpleasant moods such as hostility, nervousness, and annoyance -associated with differential exposure: neurotic people are more likely to appraise day-to-day situations as stressful -associated with differential reactivity: neurotic ppl are less likely to believe they can cope with the stressors they they experience -strongly related to locus of control(external): whether ppl attribute the causes of events to themselves or to the external environment - fate, chance, luck 4. OPENESS- ppl are curious, imaginative, creative, complex, refined, and sophisticated; not related to job performance -2nd most linked with genetics -stable through life 5. EXTRAVERSION- ppl are talkative, sociable, passionate, assertive, bold, and dominant - easiest to judge in zero acquaintance situations: situations in which 2 ppl have only just met -prioritize status striving: a strong desire to obtain power and influence within a social structure as a means of expressing personality -tend to be happier with their jobs -tend to be high in positive affectivity: dispositional tendency to experience pleasant, engaging moods such as enthusiasm, excitement and elation -linked with genetics -stable through life

Culture

the shared values, beliefs, motives, identities, and interpretations that result from common experiences of members of a society and are transmitted across generations -different countries value different personalities ex; ppl from Brazil tend to be more neurotic than ppl in china, ppl in australia tend to be more extraverted than ppl from russia etc.