Sách sách tâm lí tiếng anh :"Personality and Organizations"

Contents
Foreword xi
Preface xiii
About the Authors xv
I:INTRODUCING PERSONALITY AT WORK
1. Personality Psychology for Organizational Researchers 3
Robert Hogan
2.Personality and Organization: A European Perspective on
Personality Assessment in Organizations 25
Adrian Furnham
IIstyles/default/xenforo/clear.png" class="mceSmilieSprite mceSmilie7" alt=":p" title="Stick Out Tongue :p">ERSISTENT CONCEPTUAL AND METHODOLOGICAL[/B]
[B]ISSUES IN PERSONALITY ASSESSMENT[/B]
[B]3.Four Lessons Learned From the Person–Situation Debate:[/B]
[B]A Review and Research Agenda[/B] 61
Greg L. Stewart and Murray R. Barrick
[B]4.Personality, Interactional Psychology, and[/B]
[B]Person–Organization Fit[/B] 87
Timothy A. Judge and Amy Kristof-Brown
[B]5.The Implications of Impression Management for[/B]
[B]Personality Research in Organizations [/B] 111
D.Brent Smith and Chet Robie
vii
viii
CONTENTS
[B]III: THE ROLE OF PERSONALITY IN WORK[/B]
[B]AND WELL-BEING[/B]
[B]6. Vocational Psychology and Personality [/B]141
W. Bruce Walsh
[B]7. The Dispositional Approach to Job Attitudes: An[/B]
[B]Empirical and Conceptual Review [/B]163
Barry M. Staw
[B]8. Personality and Work-Related Distress [/B]193
Jennifer M. George and Arthur P. Brief
[B]IV: THE ROLE OF PERSONALITY IN UNDERSTANDING MICRO ORGANIZATIONAL PROCESSES[/B]
[B]9. J-U-S-T-I-F-Y to Explain the Reasons Why: A Conditional Reasoning Approach to Understanding Motivated Behavior [/B] 223
Lawrence R. James and Joan R. Rentsch
[B]10. Personality and Leadership[/B] 251
William D. Spangler, Robert J. House and
Rita Palrecha
[B]11. Personality and Citizenship Behavior in Organizations[/B] 291
Dennis W. Organ and Julie Beth McFall
[B]V: THE ROLE OF PERSONALITY IN UNDERSTANDING[/B]
[B]MESO ORGANIZATIONAL PROCESSES[/B]
[B]12. The Role of Personality in Group Processes[/B] 317
Lisa M. Moynihan and Randall S. Peterson
[B]13. Personality and Organizational Culture[/B] 347
Benjamin Schneider and D. Brent Smith
[B]14. Reflections on Personality and Organization [/B]371
Chris Argyris
CONTENTS
ix
[B]VI: CONCLUSIONS[/B]
[B]15. WhereWe’ve Been and WhereWe’re Going: Some[/B]
[B]Conclusions Regarding Personality[/B]
[B]and Organizations [/B]387
[B]D. Brent Smith and Benjamin Schneider[/B]
[B]Author Index [/B]405
[B]Subject Index [/B]419


[B]Preface[/B]
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
xiii
xiv PREFACE
chapters in the book, one providing a general survey of the landscape of
personality theory and organizations (chap. 1), one presenting a view of
the European perspective on contemporary issues in personality research
relevant to organizations in Europe (chap. 2), and one on the origins of the
title of the book (chap. 14).
This chapter, by Chris Argyris, presents his perspective on the zeitgeist
existing in the middle to late 1950s with regard to the study of organizations
and their human components. In 1957 he wrote a book, Personality
and Organization, whose title we borrow for the present book. That book,
along with others by McGregor (1960; The Human Side of Enterprise) and
Likert (1961; New Patterns of Management) are central to the revolution that
occurred at that time with regard to the study of organizations as human
systems. Both Argyris’ and McGregor’s books focused on the adult personality,
arguing that many if not most organizations treated workers as
children rather than adults by ignoring their higher level (adult) needs.
In this volume we borrow the idea that personality plays out in many
ways in organizations and not just as a correlate of task performance. That
is, we believe and we think the chapters in the book support 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 and organizational psychology and organizational behavior.