PERSONALITY & WORK BEHAVIOUR
• the use of personality at work• expected relationships between
personality and work behaviour• approaches to the study of personality at
work• two instruments for selection and team
building • does personality predict work behaviour?
FURTHER READING
• Barrett, P & Hutton, R (2000) “Psychometrics and Personality Questionnaires” Selection & Development
Review 16 (2) pp5-9 • Brown, R (1999) “The use of Personality Tests: a
Survey of Usage and Practice in the UK” Selection & Development Review 15 (1) pp3-8
• Furnham, A (1997) The Psychology of Behaviour at Work London Psychology Press
• Robertson, ! & Baron, H (2000) “Conscientiousness and Managerial Performance” Journal of Occupational & Organisational Psychology 73 (2) pp171-180
WHO USES WHAT?
• 78% use personality tests
• OPQ, 16PF & MBTI are most common
• used for recruitment and development
• most use publishers’ norms
• most give feedback to clients
• most don’t change their reports
THE SHAPE OF THE RELATIONSHIP
• Positive linear?
• Plateauing?
• Curvilinear?
• Negative linear?
APPROACHES TO PERSONALITY AT WORK
• classical personality theory
• classical occ psych/OB
• work-specific measures
• concepts of fit and misfit
• longitudinal studies
• case history research
PROS AND CONS
• Advantages– numbers– developmental– anti-corruption– comprehensive– scientific
• Disadvantages– fakeable– self-insight– unreliable– invalid– unimportant
COSTA & McCRAE’S BIG 5
• neuroticism• extraversion• openness to experience• agreeableness• conscientiousness
MYERS BRIGGS TYPE INDICATOR
• extraversion v introversion
• sensing v intuition
• thinking v feeling
• judging v perceiving
CATTELL’S 16PF
• move from the brightly lit areas• use of factor analysis• sixteen primary factors• five global factors• links with the big five
SOME WORRIES
• the theory is wrong• the measurement is poor• there are self-report errors• the dv is not related to the iv• other things are more important• the problem of expertise• the problem of independence
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