Personality and Organizations

Personality and Organizations

Personality and Organizations

Personality and Organizations

Synopsis

Personality has always been a predictor of performance. This book of original chapters is designed to fulfill a need for a contemporary treatment of human personality in work organizations. Bringing together top scholars in the field, this book provides a comprehensive study of the role of personality in organizational life. Utilizing a personality perspective, scholars review the role of personality in groups, job satisfaction, leadership, stress, motivation, organizational climate and culture, and vocational interests. In addition, the book looks at more classical topics in personality at work, including the measurement of personality, personality-performance linkages, faking, and person-organization fit. Complete in both conceptual material and reviews of the literature across the variety of domains in which personality plays a role at work, this handbook borrows the idea that personality plays out in many ways in organizations and not just a correlate of task performance. The editors believe that this book supports this belief--that personality in its many conceptualizations is a useful lens through which to shed understanding on the broadest array of contemporary topics in industrial/organizational psychology and organizational behavior. Graduate students and researchers interested in the contributions of personality to almost any topic in which they may have interest will find it valuable.

Excerpt

This book of original chapters is designed to fulfill a need for a contemporary treatment of human personality in work organizations. Currently, the study of personality, the application of personality theory, and the use of personality assessments in business and industry are experiencing a renaissance. A critical mass of knowledge related to personality in work organizations has developed over the last decade, and to our knowledge there is no book that attempts to synthesize this work across the broad domains of industrial and organizational psychology and organizational behavior.

It is only in the last decade or so that organizational scholars have begun to rediscover the usefulness of personality-based constructs for understanding phenomena central to the discipline. In recent years it is as if people who work in organizations have personalities again! Thus, while there has been continuing interest from a personnel selection vantage point in personality as a predictor of performance (Campbell, Dunnette, Lawler, & Weick, 1970; Clark & Clark, 1990; Roberts & Hogan, 2001), theory and research on the contributions of personality-related constructs to other human issues at work have been sparse. These other human issues, and the contributions a personality perspective might offer to the understanding of them, are the focus of this edited volume. We have asked scholars to address such diverse issues as teams (chap. 12), leadership (chap. 10), organizational climate and culture (chap. 13), organizational citizenship behavior (chap. 11), work motivation (chap. 9), stress (chap. 8), and job satisfaction (chap. 7) and tell us what we know about these topics from a personality perspective. In addition we present chapters on interactional psychology and work (chap. 4), personality and interests (chap. 6), some persistent measurement problems in personality assessment (chap. 5), and, of course, the relationship between personality and job performance—albeit from a person—situation perspective (chap. 3). There are also several overview . . .

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