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Monday, February 25th, 2013
4:44p
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psichology.pl - Personality and Organizations
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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
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