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Lecture 7

MGHB02H3 Lecture Notes - Lecture 7: Conscientiousness, Job Performance, Type A And Type B Personality Theory

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Brian Connelly

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February 14, 2017 Lecture 7: Personality, Values, and Diversity
Two types of personality traits
o Broad, general traits
General tendencies of thinking, feeling, and behaving
Comprehensive across most personality traits
Basic building blocks of personality
o Narrow, specific traits
Narrow set of behaviours
Derived to predicts a particular set of behaviours
Neurotic vs. emotional stability
o Neuroticism
Negative emotionality, anxious, emotional
o Emotionally stable
Self-esteem is high, calm, poised, secure
Introverted vs. extraverted
o Extraverts
Outgoing, dont have problem speaking up, assertive
o Introvert
Reserved, quiet
Traditional vs. open
o Traditional
Likes what they know, don’t want to try anything new
o Open
Trying new stuff, like variety
Surly vs. agreeable
o Surly
Insensitive, stubborn, not cooperative
o Agreeable
Friendly, lovable, aggregable, empathic
Casualness vs. conscientiousness
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o Conscientiousness
Motivated, dependable
o Casualness
Carefree, disorganized
Important narrow trait
o Locus of control: how much people believe they are in control of
what happens to their life
Internal locus of control: more effective on job, believe they
are in control of what happens
External locus of control: believe the environment controls
o Self-esteem
Important for dealing with stressful situation
High: can take negative feedback better
o Type A personality
Anxious, strong sense of motivation, predictor of stress and
health (more likely to have heart attack)
o Self-monitoring
Some people don’t change themselves depending on who
they are with
High self-monitor: change personality based on setting/
people they are with
Low self-monitor: don’t change personality based on who
they are with
People who are more conscientious are better performers on the job
o Predictors across job
Emotional stability: need to be emotionally stable on job
Only we know how we feel
o We have lots of self-serving bias
o Job performance: other people are better at predicting our
o Friends and family do just about as well as work colleagues
Faking on personality tests
o Three main questions
Can applicants fake
Yes, a lot
Do applicants fake
Maybe for some jobs, but probably not as often as
thought of
Can we “catch” fakers
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