Transcript PERSONALITY & WORK BEHAVIOUR

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
• concepts of fit and
misfit
• classical occ
psych/OB
• longitudinal studies
• work-specific
measures
• case history
research
PROS AND CONS
• Advantages
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numbers
developmental
anti-corruption
comprehensive
scientific
• Disadvantages
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fakeable
self-insight
unreliable
invalid
unimportant
COSTA & McCRAE’S BIG 5
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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
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move from the brightly lit areas
use of factor analysis
sixteen primary factors
five global factors
links with the big five
SOME WORRIES
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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