Normal view MARC view ISBD view

Personality in work organizations

By:

James, Lawrence R; Mazerolle, Michelle D

Material type: Text

TextPublication details: 2002 Sage Publications New DelhiDescription: xii, 252pISBN:

978-0761902961

Subject(s):

Personality Development Psychology, Industrial

Contents:

The role of personality in organizations. John's description of his supervisor. The view of John's coworkers. Use of personality and social cognition to explain individual differences in framing and analyses. Justification mechanisms for aggression. General comment : personality in organizations. Organization of book -- Fundamental concepts of personality. Traits : the behavioral indicators of personality. The trait of achievement motivation. Characteristics of traits. The trait of fear of failure. A caveat of multiple causation. Causes of traits : needs (motives). The need to achieve. The need to avoid failure. Resultant achievement-oriented tendency and relative motive strength. How do needs influence traits? The mediating role of social cognition in need-trait. Relationships. Conditional reasoning as a product of justification. Mechanisms. The five themes of the social cognitive approach : a further attempt to integrate the trait and social. Cognition approaches. Developmental and self-regulatory processes for ams. Environmental influences on motivation : the person by situation interaction and person-environment fit -- Cross-situational consistency, situational specificity, and coherence. Coherence. Concluding comments -- Personality variables. Prominent traits in contemporary personality 116. The etiology of trait. The organization of traits. Broad categories of the social cognitions that are us ed to justify characteristic behavioral adjustments. Types of implicit biases that give rise to justification. Mechanisms. How JMS influence reasoning strategies. Implicit biases : wanted or unwanted -- The measurement of personality in organizational settings. Criteria for evaluating measurement procedures. Reliability. Validity. Exemplars of measurement techniques for personality. Self-report measures. Omnibus self-report personality inventories 181. Effectiveness of the FFM in predicting outcome criteria. In organizational settings. Contamination of self-reports due to social desirability. Projective techniques. Conditional reasoning measures. An efficient, indirect system for measuring implicit reasoning biases. Model for empirical validation analyses. Psychometric evaluation of conditional reasoning test for aggression. Conclusions -- Three fertile domains for future personality research in organizations. Integrative models of personality assessment. Channeling hypothesis. Integrative model. Integrative models based on self-reports and conditional reasoning. Integrative model of assessment for aggression. Test of the integrative model for aggression. Integrative model of assessment for achievement . Motivation. Measurement of relative motive strength via conditional reasoning. Tests of the integrative model of assessment for achievement motivation. General comments regarding integrative models. Coherence. Situational discriminativeness in organizational research. In search of coherence. Differential framing. Does job satisfaction have dispositional components? Concluding statements for differential framing.

Summary: 1. The Role of Personality in Organizations John's Description of His Supervisor The View of John's Coworkers Use of Personality and Social Cognition to Explain Individual Differences in Framing General Comment: Personality in Organizations Organization of This Book 2. Fundamental Concepts of Personality Traits: The Behavioral Indicators of Personality Causes of Traits: Needs (Motives) The Mediating Role of Social Cognition in Need-Trait Relationships Concluding Comments 3. Personality Variables Prominent Traits in Contemporary Personality Broad Categories of the Social Cognitions That Are Used to Justify Characteristic Behavioral Adjustments Implicit Biases: Wanted or Unwanted 4. The Measurement of Personality in Organizational Settings Criteria for Evaluating Measurement Procedures Exemplars of Measurement Techniques for Personality An Efficient, Indirect System for Measuring Implicit Reasoning Biases Model for Empirical Validation Analyses Psychometric Evaluation of the Conditional Reasoning Test for Aggression Concluding Comments 5. Three Fertile Domains for Future Personality Research in Organizations Integrative Models of Personality Assessment Coherence Differential Framing Closing Comments

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The role of personality in organizations. John's description of his supervisor. The view of John's coworkers. Use of personality and social cognition to explain individual differences in framing and analyses. Justification mechanisms for aggression. General comment : personality in organizations. Organization of book --
Fundamental concepts of personality. Traits : the behavioral indicators of personality. The trait of achievement motivation. Characteristics of traits. The trait of fear of failure. A caveat of multiple causation. Causes of traits : needs (motives). The need to achieve. The need to avoid failure. Resultant achievement-oriented tendency and relative motive strength. How do needs influence traits? The mediating role of social cognition in need-trait. Relationships. Conditional reasoning as a product of justification. Mechanisms. The five themes of the social cognitive approach : a further attempt to integrate the trait and social. Cognition approaches. Developmental and self-regulatory processes for ams. Environmental influences on motivation : the person by situation interaction and person-environment fit --
Cross-situational consistency, situational specificity, and coherence. Coherence. Concluding comments --
Personality variables. Prominent traits in contemporary personality 116. The etiology of trait. The organization of traits. Broad categories of the social cognitions that are us ed to justify characteristic behavioral adjustments. Types of implicit biases that give rise to justification. Mechanisms. How JMS influence reasoning strategies. Implicit biases : wanted or unwanted --
The measurement of personality in organizational settings. Criteria for evaluating measurement procedures. Reliability. Validity. Exemplars of measurement techniques for personality. Self-report measures. Omnibus self-report personality inventories 181. Effectiveness of the FFM in predicting outcome criteria. In organizational settings. Contamination of self-reports due to social desirability. Projective techniques. Conditional reasoning measures. An efficient, indirect system for measuring implicit reasoning biases. Model for empirical validation analyses. Psychometric evaluation of conditional reasoning test for aggression. Conclusions --
Three fertile domains for future personality research in organizations. Integrative models of personality assessment. Channeling hypothesis. Integrative model. Integrative models based on self-reports and conditional reasoning. Integrative model of assessment for aggression. Test of the integrative model for aggression. Integrative model of assessment for achievement . Motivation. Measurement of relative motive strength via conditional reasoning. Tests of the integrative model of assessment for achievement motivation. General comments regarding integrative models. Coherence. Situational discriminativeness in organizational research. In search of coherence. Differential framing. Does job satisfaction have dispositional components? Concluding statements for differential framing.

1. The Role of Personality in Organizations
John's Description of His Supervisor
The View of John's Coworkers
Use of Personality and Social Cognition to Explain Individual Differences in Framing
General Comment: Personality in Organizations
Organization of This Book
2. Fundamental Concepts of Personality
Traits: The Behavioral Indicators of Personality
Causes of Traits: Needs (Motives)
The Mediating Role of Social Cognition in Need-Trait Relationships
Concluding Comments
3. Personality Variables
Prominent Traits in Contemporary Personality
Broad Categories of the Social Cognitions That Are Used to Justify Characteristic Behavioral Adjustments
Implicit Biases: Wanted or Unwanted
4. The Measurement of Personality in Organizational Settings
Criteria for Evaluating Measurement Procedures
Exemplars of Measurement Techniques for Personality
An Efficient, Indirect System for Measuring Implicit Reasoning Biases
Model for Empirical Validation Analyses
Psychometric Evaluation of the Conditional Reasoning Test for Aggression
Concluding Comments
5. Three Fertile Domains for Future Personality Research in Organizations
Integrative Models of Personality Assessment
Coherence
Differential Framing
Closing Comments

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