Organizational behavior 7e by luthans chap005

Chapter Five Personality and Attitudes McGraw-Hill/Irwin © 2008 The McGraw-Hill Companies, Inc All rights reserved Learning Objectives • Define the overall meaning of personality • Identify the “Big Five” personality traits and the Myers-Briggs types • Describe the meaning of attitudes and their emotional, informational, and behavioral components • Explain the antecedents of work-related attitudes, the functions they perform, and how they are changed • Examine the major sources and outcomes of job satisfaction, organizational commitment, and prosocial, organizational citizenship behaviors Introduction • Analysis of personality and attitudes is vital to the study of organizational behavior – A better understanding of cognitive, personal variables of personality and attitudes Meaning of Personality • How people affect others • How they understand and view themselves • Pattern of inner and outer measurable traits • Person-situation interaction Role of Heredity and the Brain • Major inroads are being made in the role that genetics and the brain play both in human behavior and personality – Self-esteem • People’s self-perceived competence and selfimage – Person-situation interaction • Understanding the human personality Role of Heredity and the Brain Continued – Socialization process • Continuous impact from the social environment • Successful organizational socialization: – – – – Provide a challenging first job Provide relevant training Provide timely and consistent feedback Select a good first supervisor to be in charge of socialization – Design a relaxed orientation program – Place new recruits in work groups with high morale Role of Heredity and the Brain Continued • The “Big Five” personality traits – Positive impact of conscientiousness – Impact of the other traits Myers-Briggs Type Indicator (MBTI) Nature and Dimensions of Attitudes • Characteristics of attitudes – Tend to persist unless changed – Fall along a continuum: favorable to unfavorable – Directed toward some object • Components of attitudes – Emotional – Informational – Behavioral Nature and Dimensions of Attitudes • Functions of attitudes – Adjustment function – people to work environment – Ego-defensive function – defend self-image – Value-expressive function – basic expression of values – Knowledge function – supply standards and frames of reference Nature and Dimensions of Attitudes Continued • Changing attitudes – Barriers to changing attitudes • Prior commitments • Insufficient information – Providing new information • Overcome barriers and changes attitudes – Use of Fear • Instill fear to overcome barriers Nature and Dimensions of Attitudes Continued • Changing attitudes (continued) – Resolving discrepancies • Between attitudes and behaviors – Influence of friends or peers • Use of persuasion • Matter of personal interest – Co-opting approach • Involving people to work towards changing dissatisfaction to satisfaction Nature and Dimensions of Attitudes Continued • Antecedents of work-related attitudes: – Attention given to affective dispositions • Positive affectivity • Negative affectivity – Attention give to job satisfaction and organizational commitment Job Satisfaction • Meaning of job satisfaction - Locke – Involving cognitive, affective, and evaluative reactions or attitudes – A pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience Job Satisfaction Continued • Influences on job satisfaction – The work itself – Pay – Promotions – Supervision – Work group – Working conditions Job Satisfaction Continued • Outcomes of job satisfaction – Satisfaction and performance • A positive relationship exists – Satisfaction and turnover • Unemployment rates directly affect turnover – Satisfaction and absenteeism • A weak negative relationship Job Satisfaction Continued • Outcomes of job satisfaction (continued) – Other effects and ways to enhance satisfaction • Make jobs more fun • Have fair pay, benefits, and promotion opportunities • Match people with jobs that fit their interest and skills • Design jobs to make them exciting and satisfying Organizational Commitment • Meaning of organizational commitment – Strong desire to remain a member – Willingness to exert high levels of effort – Definite belief in, and acceptance of, the values and goals – Three-component model proposed by Meyer and Allen: • Affective commitment • Continuance commitment • Normative commitment Organizational Commitment Continued • Outcomes of organizational commitment – Deserve management attention • Guidelines to enhance organizational commitment – Commit to people-first values – Clarify and communicate your mission – Guarantee organizational justice – Create a sense of community – Support employee development Organizational Commitment Continued • Organizational citizenship behaviors (OCBs) – Major OCBs include: • • • • • Altruism Conscientiousness Civic virtue Sportsmanship Courtesy Questions ... organizational commitment, and prosocial, organizational citizenship behaviors Introduction • Analysis of personality and attitudes is vital to the study of organizational behavior – A better understanding... Three-component model proposed by Meyer and Allen: • Affective commitment • Continuance commitment • Normative commitment Organizational Commitment Continued • Outcomes of organizational commitment... justice – Create a sense of community – Support employee development Organizational Commitment Continued • Organizational citizenship behaviors (OCBs) – Major OCBs include: • • • • • Altruism Conscientiousness