Amel Skobalj IO consultant and cofounder of psykologkonsulentendk amelpsykologkonsulentendk Knowledge about personality is important because Who am I Amel Skobalj Consultant ID: 780056
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Slide1
Personality and career options
Amel Skobalj I/O consultant and co-founder of psykologkonsulenten.dkamel@psykologkonsulenten.dk
Slide2Knowledge about personality is important because
Slide3Who am I?
Amel Skobalj, Consultant.Affiliations: SDU, OUH and Psykologkonsulenten.dkMain areas of expertise
: Personality and Social psychology, Political psychology, Occupational and Environmental Medicine, I/O Psychology.I have worked with: Research, Pre-employment testing, Experience with clinical psychology and general consultancy work.
Slide4The plan for today
Session 1: Why you should “speak” personalityGet to know the “Big Five”What are the best predictors of job performance?
Personality on the jobPersonality profilesSession 2: Do people change?Can you change?
How do you change?
Want to start now?
Session 3:
Pop quiz
Job analysis and identifying personality
Group session
Cheer up!
Job related stress
Slide5A definition of personality
Personality is the set of psychological traits and mechanisms within the individual that are organized and relatively enduring and that influence his or her interactions with, and adaptions to, the intrapsychic, physical and social environments (Larsen & Buss, 2015). Traits are defined as the relatively enduring, automatic patterns of thoughts, feelings, and behaviors that distinguish individuals from one another (
Bleidorn, Hopwood and Lucas, 2018).
Slide6Trait theory
Trait theory: The idea that personality is made up of a number of different broad traits or dispositions.The Big Five: Proposes that personality is made up of five broad personality dimensions: extraversion, agreeableness, conscientiousness, neuroticism, and openness. Each trait exists as a broad continuum – High, average and low
Slide7History how it came to be:
The five-factor model (Big five) - based on a combination of a lexical approach and statistical approach (Larsen & Buss, 2013, p. 76).The lexical hypothesis states that practically
all significant individual differences in personality are encoded in the language used, and therefore a comprehensive description of personality can be obtained by compare all the adjectives found in the dictionary (McCrae & Costa, 1997).Allport and Odbert (1936) went through the English dictionary and isolated 17,953 personality descriptive trait
terms - adjectives.
Almost a decade later Cattell
(1943) reduced the list to 171 clusters of traits by eliminating some and merging together others. Eventually he derived at 35 smaller set of clusters of personality traits
.
Through factor analysis:
Fiske
took a subset of 22 of Cattell’s 35 clusters and discovered a five-factor
model
Lewis R. Goldberg, found that key adjective markers of the Big Five are the following:
Surgency
or extraversion, Agreeableness, Conscientiousness, Emotional stability and Intellect or imagination
Slide8Adjectives that
describe the Big FiveSee the picture at https://www.danishdiabetesacademy.dk/about/dda-career-central
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Slide9The Big Five
Each of the five traits consists of 6 lower order facets
Facets provide fine-grained individual differences beyond the five broad domains.The facets are not dependent on each other e.g. you could imagine somebody that is assertive but not talkative (the "strong, silent type
").
However
most studies show that the facets generally stay within the same range.
Slide10Why use the Big Five model?
General consensus that the Big Five serves as a general taxonomy of personality traits/dimensions (John, Naumann and Soto, 2008)Comprehensive theory
and it is easy to understand.
Slide11Why use tests based on the Big Five?
Bridges the gap between research and I/O Psychology: Most researched and well used in personnel selection.Excellent psychometrics properties: Test-retest reliabilities ranging from .69 – .75Concurrent validity
: .71 with the extensively validated NEO PI-RIt focuses on strengths and weaknesses and makes predictions
Slide12The Big Five – a closer look
Important to know the qualitative components of the Big Five, how to spot them, what they look like, how do they affect the way we organize our world. Traits have certain strengths and weaknesses but no individual trait predicts success (maybe) – know the combinations
Each trait has its own motivational frame, but the nature of the job is important as well e.g. extraverts enjoy social interaction and they succeed as marketers or salesmen. Traits are like accents
Slide13Conscientiousness
Best predictor for overall job performance (ratings of performance, productivity data, training proficiency, salary) for all professions; manager, sales, police officer, professionals such as engineers. Barrick and Mount (1991): Most consistent indicator of success for all professions (from .20 to .23).
Greater job satisfaction, greater job security, and more positive and committed social relationships (Langford, 2003).Why they succeed: 3 key correlates: They don’t procrastinate
,
High standards, detail oriented and
they score high on achievement motivation
Better
at planning and sticking to the
plan
Slide14Conscientiousness
High: Industrious, hardworking and reliable so they get ahead. They work longer hours. They postpone pleasure
in order for them to reach their goalsNegative side: High C may lead to annoying compulsive neatness or workaholic behavior.
Low:
Performs poorly at work and in school – fail to see the big picture and plan ahead. Seen in inmates with frequent arrests
(
Clower
&
Bothwell
, 2001).
Low scorers may not necessarily lack moral principles, but they are less exacting in applying them
.
Health
: C
predicts good health habits, health outcomes and longevity (Hampson & Friedman).
Low
C predicts the likelihood of engaging in risky behaviors such as smoking, substance abuse and poor diet and exercise habits (
Bogg
& Roberts, 2004,
Trull
& Sher, 1994).
Slide15Conscientiousness at work
They have stable and secure relationships – helps them deal with stress They plan a lot – mitigates the effect of stress Hough et al. (1990) found a correlation of .80 between reliability (an aspect of Conscientiousness) and job performance.
Job: Organizing information or physical spaces, adhering to specific, high standards of performance, and meeting deadlines
consistently without failure, such as an accountant where there are specific rules and protocols in the work space. Researchers and professors score high on C – they tend to be detail oriented.
Items
: conscientiousness (C): I keep my belongings neat and clean
Slide16Emotional stability
Opposite of neuroticism, which is a negative trait. Taps into the way people cope with these stresses. People high on the trait neuroticism experience more negative emotions, irrational
ideas, being less able to control impulses, and coping poorly with stress. High ES: These people are usually calm, even-tempered, relaxed and able to face stressful situations without becoming upset (Hough et al., 1990).Low ES: Such people swing up and down more than emotionally stable individuals (Murray, Allen, &
Trinder
, 2002).
Women who experienced
early pregnancy loss
developed
PTSD
at a higher rate if they scored high on neuroticism.
They generally experience
negative
affects such as fear, sadness, embarrassment, anger, guilt and disgust
Slide17Emotional stability at work
N is a poor predictor for professional success – thrown of track more easily because they cannot filter during stress. They engage in more self-handicapping behavior. They are more likely to choke under pressure, such as a time deadline to complete a task (Byrne et al., 2015).
High N people are typically emotionally intelligent and sensitive to others’ suffering, but not inspiring – not fit to be a leader. For someone who can openly air concerns and be frank about negative experiences in the workplace or downsides to a strategy, seek someone high in this trait.
Jobs?
Jex
and Chen (1995
): These people seek out
lower complexity
jobs
High N outperforms ES in environments that are busy (
Smillie
et al., 2006).
ES people can work as
social
workers and nurses
. Where their mood won’t rub off on
clients.
Item
: neuroticism (N): I have frequent mood swings.
Extraversion
Where individuals get their energy: Introverts “recharge” in solitude, and require breaks from stimulation, whereas extraverts get energy from being around people, and require social stimulation in order to thrive. High: Talkative and outgoing, likes meeting new people and going new places, sometimes impulsive, hates routine and gets bored easily.
Feels more positive emotions – especially during social gatherings (Oelermns & Bakker, 2014). Low: Quiet and withdrawn, who prefers being alone or with a few friends to being in large crowds, who prefers routines and schedules, and who prefers the familiar to the unexpected.
High E more social support = important for coping with illness (
Verkman
, Glass,
Brisette
&
Seeman
, 2000).
Slide19Extraversion at work
Extraverts have a greater impact on their social environment, often assuming leadership positions,(Jensen-Campbell & Graziano, 2001).Experiments also show that extraverts are more cooperative than introverts (Hirsh & Peterson, 2009), which might contribute to their positive work experiences
.Jobs: Extraverts are often well-suited to jobs involving frequent contact with a variety of people (team work or contact with clients), particularly involving sales and negotiation (Steward, 1996). Barrick and Mount (1991) Extraversion predicted success for the two occupations involving interpersonal skills, managers and sales representatives (r = .18 and .15, respectively
).
Introverts function well independently, but are also adept at social situations that are structured and in their control; introverts frequently make excellent teachers and team leaders, though they may not be adept at interacting on an even playing field with a large, ever-changing group
.
Facets
: Assertiveness (speak out in groups and take charge) – present in 20 percent of the most effective sales persons (
Saxena
, 2010).
Fractl
(2019) found that assertiveness was the third most important factor shared by marketing leaders.
Slide20Intellect-Openness
Openness to Experience describes a dimension of cognitive style that distinguishes imaginative, creative vs down-to-earth, conventional people. Facility for thinking in symbols and abstractions far removed from concrete experience. Depending on the individual's specific intellectual abilities, this symbolic cognition may take
a specific form High: Doesn’t mind ambiguity, thinks in complex ways and enjoy challenging activities. Entertains novel ideas and unconventional values, and they experience both positive and negative emotions more keenly than do closed individuals
Low
:
Less-open people have more tunnel vision and find it easier to ignore competing stimuli.
Slide21Openness at work
Research has shown that Openness to Experience is related to success in consulting (Hamilton, 1988), training (Barrick & Mount, 1991; Vinchur et al., 1998) and adapting to change
(Horton, 1992; Raudsepp, 1990).Barrick and Mount (1991) O predicted training proficiency (
p = .25).
I
ntelligent
, curious, broad-minded, and cultured and thus more likely to have positive attitudes toward learning experiences in general
.
Jobs:
Jobs with a lot of abstraction and novelty and uncertainty such as an artist or entrepreneur.
Item
: openness (O): I enjoy trying new and foreign
foods
.
Other
occupational
groups
that
score
high
on O?
Slide22Agreeableness
The motto of the highly agreeable person might be “let’s all get along.” Might be very important for jobs that requires compromise and prosocial traitsHigh: Favor using negotiation to resolve conflicts, prefers cooperative family life and
harmonious social interaction.Values prosocial behaviors and judge harshly those who commit antisocial acts (Kammrath & Scholer, 2011).
G
ood
at reading other people’s minds and forgive people for their transgressions (Nettle & Liddle, 2008
). – Necessary to keep the peace
Low:
Aggressiveness – asserts power to resolve social conflicts.
Wu and Clark (2003) found that aggressiveness was strongly linked to many everyday
behaviors: Hitting
someone
in
anger, blowing up when things don’t work
properly etc.
Slide23Agreeableness on the job
Tett et al. (1991) A is a significant predictor of job performance. Selectively prefer professions in which their likeability is an asset.Have
a mild temperament - can adapt to a variety of situations and work well with a variety of types of people They are adept at taking the perspective of another person (Colbert et al, 2004).Down side
:
Not good at raising
concerns, providing critical comments, pointing out flaws with a strategy, or doing anything that might “rock the boat”.
If
you need a critical, discerning perspective, seek an employee low in agreeableness
.
Jobs
: Politicians in Italy score
high on scales of
A (
Caprara
et al., 2003).
The co-operative
nature of agreeable individuals
leads them to
to success in occupations where
teamwork and
likeability
is important e.g. customer service or
fundraiser (Judge et al., 1999).
Slide24Overall
Traits are important because: They are associated with motives which we seek to fulfill through the right career, organization and job. Once hired, personality variables influence most of what happens at work including: (a) learning and training processes and outcomes; (b) health and safety on the job; (c) satisfaction with one’s job, coworkers, and supervisors; and (d) which people emerge as leaders as well as which ones are effective as leaders.
Slide25Overview
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The picture can be found at www.danishdiabetesacademy.dk/node/3361
Slide26Combinations of Big Five variables
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Slide27Combinations of Big Five variables
Detailed look with combinations - helps us understand how we are being perceived by others.Difference between marketers and salesmen? What
if a person scores high on neuroticism which tends to make people confused and emotionally unstable? Which trait might predict whether this person actually becomes aggressive during this confusion? Answer: Aggression against other people when angry is well predicted by Neuroticism, but being high on Agreeableness appears to cool the tempers that these emotionally unstable people sometimes experience (Ode, Robinson, &
Wilkowski
, 2008
).
The
personality profiles I created
– makes
clear predictions under which conditions certain traits are helpful and how they may
interact
Slide28Combinations
Good grades are best predicted by? Answer: High C and ES – Less likely to procrastinate (Watson, 2001).Academic dishonesty is more likely among?Answer: Low C and A (
Giluk et al., 2015). Educational achievement and earnings are predicted?Answer: High C, O and ES (O’Connell & Sheikh, 2011).Leadership
effectiveness in business settings is best predicted
by?
Answer: High E, A, C and ES
(Silverthorne, 2001).
Why you should learn to speak “personality”
Karen Schultz (I/O psychologist): More and more companies are using personality tests.Uncovers personal preferences and working style: Your preferences for working structured (C). Your preferences for working with details or working holistically (C vs O). Your preferences for leading others and your preferences for taking initiatives in social contexts (E). Your preferences for being supportive (A and E, to some degree O).
Find the right career for you: More satisfaction (Person – organization and job fit) leads to more productivity – higher chance of promotion. Riketta (2008) – longitudinal studies (meta-analysis): Found a positive and significant link between satisfaction and performance, but a close to zero effect in the opposite direction. Personality affects our job satisfaction:
Judge, Higgins,
Thoreson
and Barrick (1999) Big Five measures completed in childhood
correlated with job satisfaction =
Conscientiousness
(.40) Neuroticism (-22).
Slide30Why you should learn to speak “personality” part 2
You don’t want to be dissatisfied: (Faragher, Cass & Cooper, 2005) found that 22.8% of the variation in burnout scores is accounted for by job satisfaction.
High N has been found to be associated with lower work satisfaction, higher risk of burnout, and physical ill health, while the opposite has been found for E, C, and AImpression management: Knowing how you are perceived by others can help you avoid the horn effect
– high stakes situations
Horn
effect
is when you judge a person and attribute negative qualities to them based on one known quality. These judgments tend to be stable.
Nisbett
and Wilson (1977
): What does attractiveness have to do with teaching?
Introverts are especially in the danger of
subjected to the horn effect.
important.
Slide31Why you should learn to speak “personality” part 3
Better cooperation: Find out what your colleagues like. Stoughton, Thompson & Meade (2013) SoMe might help. More and more people are changing their jobs
: 427,993 people have changed jobs in Denmark from January to June in 2018 (The Danish Agency for Labour Market and Recruitment). Meaning more competition, this is why it is more important than ever to know your strengths and weaknesses.
Slide32What are the best predictors or job performance?
Criterion-related validity: A test has this type of validity if it is useful for predicting performance or behavior in another situation (past, present, or future). Criterion related validity:
<.10 = poor.10- .32 = moderate< .32 = good
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pictures
are
removed from the slides
Slide33What are the best predictors or job performance?
Personality factors are important - creativity, leadership, integrity, attendance and cooperation
Personality adds incremental validity over GMA: Conscientiousness: 30.3%, agreeableness 20.12%. Emotional stability also added validity over GMA but the percentage was smaller, 9.07%.
Slide34What are the best predictors or job performance?
Traits are associated with certain tendencies and characteristics Traits might not predict success but characteristics and tendencies associated with traits does.Ones and Viswesvaran (1998b): Correlations between integrity tests and Big Five factors are .42 for Conscientiousness, .40 for Agreeableness, .33 for Emotional
StabilityPredictive validity of integrity test for predicting supervisory ratings of job performance is .41, which is a better relationship than C (.22)Wright and Cropanzano
(1998) found
negative affectivity
correlated .72 with emotional exhaustion (burnout) in social welfare workers, and emotional exhaustion correlated −.27 (p < .05) with job performance. So emotional exhaustion is a better correlate than most of the big five traits are
Slide35Sum
No single trait is associated with success – rather one has to match individual traits with the requirements from the job. People high in openness perform well and are motivated in creative, varied environments. Conscientious employees are self-motivated and organized, and require little supervision.
Extroverted employees will perform well in social, stimulating tasks. Neurotic and agreeable employees work best with team support, and are motivated by approval, social support, and external incentives.A and N predicts performance in jobs where employees work in groups, E success in sales and management positions, O In artistic jobs, and C in conventional jobs (Barrick, Mount & Gupta, 2003
).
Highly neurotic individuals are more likely to experience burnout and to change jobs, whereas ES and C people are more satisfied with their jobs and committed to their organizations (
Thoresen
et al., 2003).
Slide36Job profiles
https://www.danishdiabetesacademy.dk/about/dda-career-central