Personality And ORganizations by Benjamin Schneider

By Benjamin Schneider

Character has constantly been a predictor of functionality. This publication of unique chapters is designed to meet a necessity for a latest remedy of human character in paintings agencies. Bringing jointly most sensible students within the box, this booklet offers a finished research of the position of character in organizational lifestyles. using a character point of view, students overview the position of character in teams, activity pride, management, tension, motivation, organizational weather and tradition, and vocational pursuits. moreover, the e-book seems to be at extra classical themes in character at paintings, together with the size of character, personality-performance linkages, faking, and person-organization healthy. whole in either conceptual fabric and reports of the literature around the number of domain names during which character performs a task at paintings, this guide borrows the concept character performs out in lots of methods in companies and never only a correlate of activity functionality. The editors think that this e-book helps this belief--that character in its many conceptualizations is an invaluable lens in which to shed realizing at the broadest array of up to date subject matters in industrial/organizational psychology and organizational habit. Graduate scholars and researchers attracted to the contributions of character to nearly any subject within which they might have curiosity will locate it precious.

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Extra resources for Personality And ORganizations

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Personality and status. In D. G. Gilbert & J. J. ), Personality, social skills, and psychopathology (pp. 137–154). New York: Plenum. , & Hogan, J. (2000). Leadership and socio-political intelligence. In R. E. Riggio & S. E. ), Multiple intelligences and leadership. Mahwah, NJ: Lawrence Erlbaum Associates, Inc. Hogan, J. & Holland, B. I. (2003). Using theory to evaluate personality and job-performance relations. Journal of Applied Psychology, 88, 100–112. , & Johnson, J. A. (1981). Vocational interests, personality, and effective police performance.

Moreover, leadership can only be defined vis-`a-vis a group of followers, and it is best defined in terms of a leader’s reputation, based on his or her accomplishments as observed by others over time. Second, implicit leadership theory tells us (see Kouzes & Posner, 1987) that there is a specific and very well defined reputation associated with successful leadership. Namely, people look for and expect leaders to be trustworthy, competent, decisive, and visionary. Conversely, people who are seen as untrustworthy, incompetent, indecisive, or lacking vision are not seen as leaders, regardless of their nominal status in a group.

McClelland, D. , & Weinberger, J. (1989). How do self-attributed and implicit motives differ? Psychological Review, 96, 690–702. McGregor, D. (1960). The human side of enterprise. New York: McGraw-Hill. Mead, G. H. (1934). Mind, Self, and Society. Chicago: University of Chicago Press. Motowidlo, S. , Borman, W. , & Schmit, M. J. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10, 71–83. Roberts, B. ) (2001) Applied personality psychology: The intersection of personality and I/O psychology.

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