Home Preface Articles Personality and leadership MCCLELLAND’S THEORY OF MOTIVATION McClelland And Motives Management Versus Leadership Leader Personality And The Development Of Leadership Skills Leadership And The Big Five Fit Between Leader Motives And Organizational Orientation Flexibility And Self-Monitoring Environmental Stress A THEORY OF PERSONALITY AND LEADERSHIP Early Trait Research Multiple Motives: The Extended Leadership Motive Profile (LMP) Operant Versus Respondent Behavior Organizational Role Demands Presence Of Trait-Relevant Arousal Variables Proactive Behavior Search For A Parsimonious Set Of Situational Variables Sets Of Motives: The Leader Motive Profile (LMP) Sex, Gender, Personality, And Leadership Situation-Specific, Trait-Relevant Contextual Variables SPECIFICATION OF ENVIRONMENTAL AND SITUATIONAL CONTINGENCIES Strong Versus Weak Situations SUMMARY AND CONCLUSION SUMMARY OF PERSONALITY AND LEADERSHIP RESEARCH Summary The Channeling Hypothesis: The Interaction Of Motives And Traits The Early Trait Research: Explicit Motives And Leadership The Implicit Achievement Motive The Implicit Affiliative Motive The Implicit Power Motive The MBTI And Leadership The Need For Appropriate Incentives The Responsibility Disposition The Role Of Intelligence Personality and citizenship behavior in organizations SUPPOSE WE TAKE THE DATA AT FACE VALUE Supervisor’s Rating As A Monomethod Problem SUMMARY AND CONCLUSION Self-Descriptions Of Personality And Job Satisfaction RETHINKING PERFORMANCE PERSONALITY, SATISFACTION, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR Personality Determines Manner Or Motive Rather Than Substance Of OCB OCB Approach Does The Workplace Suppress The Effects Of Personality? Differences In The Approaches BUT CAN THE DATA BE TAKEN AT FACE VALUE? Contextual Performance Approach Attenuation Caused By Confounded Levels Of Analysis An Information Processing Model Past research on p e fit and personality Type 6 Congruence Type 3 Noninteractive Additive Effects Type 4 Reciprocal Effects Type 2 Mediating Effects Type 1 Nonadditive Interactions SUMMARY AND CONCLUSION Situation Selection Self-Concordance Model FUTURE RESEARCH DIRECTIONS IN P–O FIT AND PERSONALITY PSYCHOLOGY Meso-Level Research Type 5 Perceptual Interaction Justify to explain the reason why TRAITS TO EXPLAIN WHY, ONE MUST JUSTIFY The Trait Of Fear Of Failure The Trait Of Achievement Motivation THE RELATIONSHIP OF IMPLICIT AND EXPLICIT COGNITIONS SUMMARY AND CONCLUSION THE PERSONALITY–MOTIVATION NEXUS MOTIVES (NEEDS) Justification Mechanisms Of FFs Justification Mechanisms Of AMs IMPLICIT COGNITIONS MEDIATORS OF MOTIVE–TRAIT RELATIONSHIPS IMPLICIT COGNITIONS IN THE PERSONALITY–MOTIVATION NEXUS HOW JMS IMPLICITLY SHAPE REASONING STRATEGIES CONDITIONAL REASONING AS A PRODUCT OF JUSTIFICATION MECHANISMS AConditional Reasoning Approach To Understanding Motivated Behavior Definitions Trait Theory The Five-Factor Model Temperament TEAM PERFORMANCE SUMMARY AND CONCLUSION SOCIOANALYTIC THEORY PERSONALITY AND ORGANIZATIONAL BEHAVIOR Personality Personality And Occupational Performance ORGANIZATIONAL EFFECTIVENESS Motivation Mood Interests, Needs, And Values LEADERSHIP Personality and organization a european perspective on A FLAVOR OF EUROPEAN RESEARCH A Model Explaining Situational Demands And Mediating Motivational Influences FOUR LESSONS FROM THE PERSON–SITUATION DEBATE Groups And Teams At Work Identifying Fundamental Characteristics Of Work Settings Lesson 1 Specific Traits Predict Behavior Only In Relevant Situations Lesson 2 All Traits Are More Easily Expressed In Some Situations Than Others Lesson 3 A Person’s Traits Can Actually Change A Situation Lesson 4 People Choose Different Settings To Match Their Traits Mapping The Process Through Which Traits Influence Performance MODELING THE EFFECTS OF SITUATIONAL DEMANDS Personality And Distraction At Work Sensitivity To Reward And Punishments SUMMARY AND CONCLUSION Unemployment And Employment WHENCE NATIONAL DIFFERENCES? WITHIN-EUROPEA DIFFERENCES Personality and organizational culture APPLICATION OF THE PERSONALITY–ORGANIZATIONAL CULTURE LOGIC Attraction Attrition Central to the study of psychology EFFECTS OF INDIVIDUAL PERSONALITY ON ORGANIZATIONAL CULTURE Frese Furnham And Stringfield HOW AGGREGATE PERSONALITY EMERGES IN ORGANIZATIONS Miller Et Al ON MULTILEVEL AND RECIPROCAL RESEARCH PARADIGMS Selection SUMMARY AND CONCLUSION Summary Tests Of The Homogeneity Hypothesis In The ASA Model Personality and work related distress Choice Of Coping Mechanisms Choice Of Settings And Creation Of The Conditions Of Work Coping As A Mediator Coping Effectiveness Life Events And SWB PERSONALITY AND COPING PERSONALITY AND SUBJECTIVE WELL-BEING PERSONALITY, DISTRESS IN LIFE, AND THE WORKPLACE Personality Traits And SWB Reactions To Settings And Appraisal Of The Conditions Of Work Stability Of SWB Over Time And Across Situations SUMMARY AND CONCLUSION The study of how personality Personality goals and subjective well being Career Relevant Personality Dimensions Goals And Subjective Well-Being Personality And Subjective Well-Being SUMMARY AND CONCLUSION Personality interactional psychology and person organization fit CONCEPTUAL ISSUES Personality Personality psychology for organizational researchers Personality Assessment In Organizations Reflections on personality and organization FIT AND THE IMPORTANCE OF CAUSALITY FIT AND THE STATUS QUO Gaps And Inconsistencies In Present Research And Practice Performance Appraisal And Reviews SUMMARY AND CONCLUSION Tests Of Individual Features THE CONCEPT OF FIT The Implementation Of Change Programs THE ORIGINS OF PERSONALITY AND ORGANIZATION The dispositional approach to job attitudes DISPOSITIONAL PROCESSES OF JOB SATISFACTION LINGERING DOUBTS MEMORY AND RETRIEVAL MORE DISTAL PREDICTORS PERSON VERSUS ENVIRONMENT PERSONALITY THEORISTS FIGHT BACK POSITIVE AND NEGATIVE AFFECT Recognition And Evaluation Of The Situation STATUS OF EXTANT RESEARCH STEPS TOWARD A DISPOSITIONAL THEORY SUMMARY AND CONCLUSION The Dispositional Approach to Job Attitudes An Empirical and Conceptual Review THE EXPRESSION OF JOB SATISFACTION THE MOVEMENT TOWARD SITUATIONALISM The Nature Of The Situation THE PROCESS OF JOB SATISFACTION THE STABILITY OF JOB ATTITUDES The implications of impression management A BROADER CONTEXT FOR IMPRESSION MANAGEMENT RESEARCH ACKNOWLEDGMENTS Average Across All Scales Criterion-Related Validity DOES IMPRESSION MANAGEMENT OCCUR? EFFECTS OF IMPRESSION MANAGEMENT Falsifiable Information Mean Differences Measurement Properties Research Of Limited Value RESEARCH ON IMPRESSION MANAGEMENT Selection Utility SUMMARY AND CONCLUSION Validity Differences WHAT CAN WE DO TO REDUCE FAKING? WHAT CAN WE DO TO REDUCE THE EFFECTS OF FAKING? The role of personality in group processes Agreeableness CONFIGURATION APPROACH Congruence And Compatibility Conscientiousness Extraversion Homogeneity And Heterogeneity Intro Limitations Of The Configuration Approach Limitations Of The Contingent Approach Limitations Of The Universal Approach MEASURING PERSONALITY AT THE GROUP LEVEL Neuroticism Organizational Culture As Moderator SUMMARY AND CONCLUSION Task Characteristics As Moderator THE CONTINGENT APPROACH THE UNIVERSAL APPROACH THEORETICAL APPROACHES TO PERSONALITY COMPOSITION THEORETICAL PERSPECTIVES ON PERSONALITY’S EFFECT IN GROUPS Vocational psychology and personality COMBINING INTERESTS AND SELF-EFFICACY TO PREDICT OCCUPATION Early Self-Efficacy And Career Research Holland’s Theory Linking The FFM And Holland’s Approach Personal Styles And The Strong Interest Inventory PERSONALITY AND VOCATIONAL BEHAVIOR PERSONALITY, INTERESTS, SELF-EFFICACY, AND WORKING PERSONALITY, SELF-EFFICACY, AND CAREER GOALS (WORKING) SELF-EFFICACY AND VOCATIONAL INTERESTS Self-Efficacy Summary The Five-Factor Model Where we ve been and where we re going AWARENESS OF ALTERNATIVES TO TRAIT APPROACHES Comprehensiveness CONCLUSION Domain Heterogeneity LACK OF PROCESS MODELS LEVELS OF ANALYSIS LIMITATIONS OF THE FIVE-FACTOR MODEL (FFM) MOVING BEYOND SIMPLE LINEAR MODELS Proper Specification Of The Facet Structure RESPONSE DISTORTION Some Conclusions Regarding Personality And Organization The Atheoretical Nature Of The FFM About us Links Sitemap Cobtact us