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

Individual Performance Factors Individual Abilities Effort Organizational Support

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Developing an Attitude Information Learning Modeling

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

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

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

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

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

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

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

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

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