Essentials of Organizational Behavior
Fifteenth Edition
Chapter 5
Personality and Values
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
1
Learning Objectives
5.1 Describe the differences between person-job fit and person-organization fit.
5.2 Describe personality, the way it is measured, and the factors that shape it.
5.3 Describe the strengths and weaknesses of the Myers-Briggs Type Indicator (MBTI) personality framework, the Big Five Model, and the Dark Triad.
5.4 Discuss how the concepts of core self-evaluation (CSE), self-monitoring, and proactive personality contribute to the understanding of personality.
5.5 Describe how the situation affects whether personality predicts behavior.
5.6 Contrast terminal and instrumental values.
5.7 Compare Hofstede’s five value dimensions and the GLOBE framework.
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
2
Linking Individuals to the Workplace Learning Objective 5.1
Match of individual’s personality and values with the organization
Holland’s Person-Job Fit Theory
Vocational Preference Inventory Questionnaire
Identifies six personality types
People in jobs congruent with their personality should be more satisfied and less likely to voluntarily resign than people in incongruent tasks
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Years ago, organizations were concerned with personality in order to match individuals to specific jobs. That concern now includes how well the individual’s personality and values match the organization.
Personality and value studies are important to the field of organizational behavior because they have been linked to workplace outcomes. The person-job fit theory developed by John Holland has been critical to thinking about how people fit with a specific job. Holland classified people into six personality types utilizing a vocational preference inventory.
Through the study of personality it has become clear that there are intrinsic differences in personality between people. Given that there are many different jobs, it is logical that people in jobs congruent with their personalities would be more satisfied in their work.
When the personality is matched with the type of occupation, then there are stronger positive work outcomes.
3
Holland’s Typology of Personality and Congruent Occupations (Exhibit 5-1)
Copyright © 2022, 2018, 2016 Pearson Education, Inc. All Rights Reserved.
Holland’s typology describes the six personality types, their personality characteristics, and examples of congruent occupations for each. Person-job fit strongly predicts job satisfaction, organizational commitment, and intentions to quit.
There are cultural implications for person–job fit that speak to workers’ expectations that jobs will be tailored to them. Managers in collectivistic cultures should not violate cultural norms by designing jobs for individuals; rather they should seek people who will likely thrive in jobs that have already been structured.
Long Description:
The details are as below:
Realistic:
Prefers physical activities that require skill, strength, and coordination.
Characteristics: Shy, genuine, persistent, stable, conforming, and practical.
Congruent Occupations: Mechanic, drill press operator, assembly-line worker, and farmer.
Investigative:
Prefers activities that involve thinking, organizing, and understanding.
Characteristics: Analytical, original, curious, and independent.
Congruent Occupations: Biologist, economist, mathematician, and news reporter.
Artistic:
Prefers ambiguous and unsystematic activities that allow creative expression.
Characteristics: Imaginative, disorderly, idealistic, emotional, and impractical.
Congruent Occupations: Painter, musician, writer, interior decorator.
Social:
Prefers activities that involve helping and developing others.
Characteristics: Sociable, friendly, cooperative, understanding.
Congruent Occupations: Social worker, teacher, counselor, and clinical psychologist.
Conventional:
Prefers rule-regulated, orderly, and unambiguous activities.
Characteristics: Conforming, efficient, practical, unimaginative, and inflexible.
Congruent Occupations: Accountant, corporate manager, bank teller, and file clerk.
Enterprising:
Prefers verbal activities in which there are opportunities to influence others and attain power.
Characteristics: Self-confident, ambitious, energetic, and domineering.
Congruent Occupations: Lawyer, real estate agent, public relations specialist, small business manager.