Chapter 5 – Personality, Perception, and Employee
Attitudes
Detailed Notes on Major Topics
1. Meaning of Personality
Personality is a relatively stable set of characteristics that influence an individual's behavior.
Historically, trait theory emphasized observable behavior, Freud stressed unconscious forces, and
humanistic theorists like Maslow and Rogers focused on self-actualization. Modern integrative
views combine heredity, environment, socialization, and dispositional traits. In OB, personality
matters because it affects leadership, motivation, job fit, and performance outcomes.
2. Heredity and Brain Influence
Research shows heredity and brain functioning shape basic temperament, energy levels, and
responses to stress. Twin studies confirm that traits like sociability and emotional stability are
strongly genetic. Neurological factors such as hormone levels and neurotransmitters also affect
mood, aggression, and motivation.
3. Person–Situation Interaction and Socialization
Behavior results from both personal traits and situational factors. The interactionist approach
explains why people behave differently across situations. Socialization is the lifelong process of
learning organizational values, norms, and expected behaviors. It influences personality expression
in the workplace.
4. The Big Five Personality Traits
The Five-Factor Model includes: 1) Conscientiousness – dependable, organized, most consistent
predictor of job performance. 2) Emotional Stability – calm, secure, reduces stress and burnout. 3)
Agreeableness – cooperative, helps teamwork but may reduce assertiveness. 4) Extraversion –
outgoing, energetic, suited to leadership and sales. 5) Openness to Experience – imaginative,
creative, linked to innovation. Meta-analyses confirm these traits predict motivation, job satisfaction,
and performance.
5. Myers-Briggs Type Indicator (MBTI)
MBTI categorizes individuals into 16 personality types using four dimensions: E–I, S–N, T–F, J–P. It
is widely used for personal development, leadership coaching, and team compatibility. Although
popular, MBTI has limited reliability and predictive validity for performance compared to the Big
Five.
6. Perception and Perceptual Errors
Perception is the process of interpreting sensory input into meaningful understanding. Steps include
attention, organization, interpretation, and response. Errors include stereotyping, halo effect, and
selective perception. These biases affect hiring, promotion, appraisals, and teamwork.
7. Work-Related Attitudes
Key dispositions are Positive Affectivity (cheerful, optimistic) and Negative Affectivity (pessimistic,
distressed). These influence two major attitudes: • Job Satisfaction – positive feeling toward one’s
job, influenced by work, pay, promotions, supervision, and coworkers. • Organizational
Commitment – loyalty to organization, with affective, continuance, and normative components.
8. Organizational Citizenship Behaviors (OCBs)
OCBs are discretionary, extra-role behaviors like altruism, courtesy, sportsmanship, and civic
virtue. They enhance group efficiency, reduce conflict, and improve organizational outcomes.
Evidence shows that satisfied and committed employees engage more in OCBs.
9. Evidence-Based Findings
Research shows conscientiousness is the strongest predictor of job performance. Job satisfaction
is linked to higher OCB participation. Attitudes and personality traits directly contribute to improved
organizational outcomes and employee effectiveness.
