Introduction – Personality and Attitudes

1. Introduction – Personality and Attitudes Analysis of personality and attitudes is vital to the study of organizational behavior

2. Meaning of Personality How people affect others How they understand and view themselves Pattern of inner and outer measurable traits Person-situation interaction

3. 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

4. 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

5. The “Big Five” Personality Traits

6. Myers-Briggs Type Indicator (MBTI)

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. Job Satisfaction Continued Influences on job satisfaction The work itself Pay Promotions Supervision Work group Working conditions

14. Job Satisfaction Continued Outcomes of job satisfaction Satisfaction and performance A positive relationship exists Satisfaction and turnover Unemployment rates do directly affect turnover Satisfaction and absenteeism A weak negative relationship

15. 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

16. 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

17. 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

18. Organizational Commitment Continued Organizational citizenship behaviors (OCBs) Major OCBs include: Altruism Conscientiousness Civic virtue Sportsmanship Courtesy