OB personality concepts
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OB introductory concepts are those concepts that are related to the core of the organizational behavior science. The concepts below are taken from Organizational Behavior by Robbins and Judge (17th edition); Septem Artes Administrativi served as the primary source of illustrations.
Personality
- Personality. The sum total of ways in which an individual reacts to interacts with others.
- Heredity. Factors determined at conception; one's biological, physiological, and inherent psychological makeup.
- Personality trait. An enduring characteristic that describes an individual's behavior.
- Myers-Briggs Type Indicator. A personality test that taps four characteristics and classifies people into one of 16 personality types.
- Big Five Model. A personality assessment model that taps five basic dimensions.
- Conscientiousness. A personality dimension that describes someone who is responsible, dependable, persistent, and organized.
- Emotional stability. A personality dimension that characterizes someone as calm, self-confident, and secure (positive) versus nervous, depressed, and insecure (negative).
- Extraversion. A personality dimension describing someone who is sociable, gregarious, and assertive.
- Openness to experience. A personality dimension that characterizes someone in terms of imagination, sensitivity, and curiosity.
- Agreeableness. A personality dimension that describes someone who is good natured, cooperative, and trusting.
- Dark Triad. A constellation of negative personality traits consisting of Machiavellianism, narcissism, and psychopathy.
- Machiavellianism. The degree to which an individual is pragmatic, maintains emotional distance, and believes that ends can justify means.
- Narcissism. The tendency to be arrogant, have a grandiose sense of self-importance, require excessive admiration, and have a sense of entitlement.
- Psychopathy. The tendency for a lack of concern for others and lack of guilt or remorse when actions cause harm.
- Core self-evaluation. Bottom-line conclusions individuals have about their capacities, competence, and worth as a person. In other words, self-believing in one's inner worth and basic competence.
- Self-monitoring. A personality trait that measures an individual's ability to adjust his or her behavior to external, situational factors.
- Proactive personality. People who identify opportunities, show initiative, take action, and persevere until meaningful change occurs.
- Situation strength theory. A theory indicating that the way personality translates into behavior depends on the strength of the situation.
- Trait activation theory. A theory that predicts that some situations, events, or interventions "activate" a trait more than others.
Values
- Core value (collectively, also known as values). A basic conviction that a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.
- Values system. A hierarchy based on a ranking of an individual's values in terms of their intensity.
- Terminal value. A desirable end-state of existence; the goal a person would like to achieve during his or her lifetime.
- Instrumental value. A preferable mode of behavior or mean of achieving one's terminal values.
- Personality-job fit theory. A theory that identifies six personality types and proposes that the fit between personality type and occupational environment determines satisfaction and turnover.
- Person-organization fit. A theory that people are attracted to and selected by organizations that match their values, and leave when there is not compatibility.
- Power distance. A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally.
- Individualism. A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups.
- Collectivism. A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
- Masculinity. A national culture attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism.
- Femininity. A national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society.
- Uncertainty avoidance. A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
- Long-term orientation. A national culture attribute that emphasizes the future, thrift, and persistence.
- Short-term orientation. A national culture attribute that emphasizes the present and accepts change.
