AFM280 Chapter Notes - Chapter 4: Job Satisfaction, Job Performance, Neuroticism
15 Jun 2018
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Chapter 4 – individual characteristics and mechanisms
Personality, cultural values and ability
4.1 what is personality? What are cultural values? What is ability?
- Personality – refers to the structures and propensities inside people that explain their
characteristic patterns of thought, emotion and behaviour. It captures what people are
like.
- Personality is a collection of multiple traits.
- Traits – recurring regularities or teds i people’s esposes to thei eioet. E.
Easy going, responsible.
- Cultural values – shared beliefs about desirable end states or modes of conduct in a
given culture. Ex. Traditional, risk averse, informal, assertive.
- Ability – STABLE capabilities people have to perform a particular range of different but
related activities. It captures what people can do.
How can we describe what employees are like?
- Personality traits and cultural values
4.2 Big 5 factors of personality
1. Conscientiousness – dimension of personality reflecting traits like dependable,
organized, reliable, ambitious, hard working and persevering
- Conscientious people prioritize ACCOMPLISHMENT STRIVING – strong desire to
aoplish goals as a eas of epessig oe’s pesoalit. They have a built in desire
to finish tasks, high efforts, striving nature. Related to performance.
2. Agreeableness – traits like kind, cooperative, sympathetic, helpful, courteous and warm.
- They prioritize COMMUNION STIRIVING – strong desire to obtain acceptance in
pesoal elatioships as a ea of epessig oe’s pesoalit. The fous o gettig
alog istead of gettig ahead. Not elated to pefoae.
3. Neuroticism – traits like being nervous, moody, emotional, insecure, jealous and
unstable
- Negative affectivity – dispositional tendency to experience unpleasant moods such as
hostility, nervousness and annoyance.
- Employees experience low levels of job satisfaction.
- Neurotic people are usually more stressed and are responsible for type A behavior
pattern.
- Neuroticism is strongly related to LOCUS OF CONTROL – which reflects whether people
attribute the causes of events to themselves or to the external environment.
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- They believe that EXTERNAL events that occur around them are driven by luck, chance,
fate. Less neurotic people ted to hold a iteal lous o otol… believe that
INTENRAL events are by their own behavior.
- Studies show that people with internal locus of control led to better job satisfaction,
better health, low blood pressure and less stress.
4. openness to experience – traits like being curious, imaginative, creative, complex,
refined and sophisticated. Not related to job performance
- open employees excel in training environments because their curiosity gives them in
build desire to learn new things.
- Has the ost alteatie laels opaed to the est…iuisitieess , ultue o
ee itelletualess
- Tend to adapt quick to old ways as well.
- Openness to experience is most likely to be valuable in jobs that require creative
performance.
- EXPERIENCE AND CREATIVITY
5. extraversion – talkative, passionate, sociable, assertive, bold and dominant.
- Zero acquaintance situations – situations where 2 people have just met.
- Not necessarily related to performance but people prioritize STATUS STRIVING – desire
to otai poe ad ifluee ithi a soial stutue as a eas of epessig oe’s
personality.
- Extraverted people also tend to have POSITIVE AFFECTIVITY – a dispositional tendency
to experience pleasant, engaging moods such as enthusiasm, excitement and elation.
4.3 what taxonomies can be used to describe cultural values?
Cultural values
- Culture – defined as the shared values, beliefs, motives, identities and interpretations
that result from common experiences of members of a society and are transmitted
across generations.
- What we are like requires an awareness of where we are from.
- Cultural values by Geert Hofstede are: individualism-collectivism, power distance,
uncertainty avoidance and masculinity-feminity. A fifth dimension is short term vs long
term orientation.
- Individualism-collectivism – the degree to which a culture has a loosely knit social
framework where they take care of themselves and immediate family (individualism ex.
canada) or a tight social framework which people take care of members of a broader
group (collectivism)
- Power distance – degree to which a culture prefers equal power distribution (low power
distance ex canada) or an unequal power distribution that relies on formal rules to
create stability (high power distance)
- Masculinity – femininity – the degree to which a culture values stereotypically male
traits (masculinity Ex. canada) or stereotypically female traits (femininity)
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Document Summary
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