This chapter discusses personality and emotions in organizational behavior. It describes two frameworks for understanding personality - the Myers-Briggs Type Indicator which sorts people into 8 categories based on extroversion/introversion and other factors, and the Big Five model which examines extroversion, agreeableness, conscientiousness, emotional stability, and openness. The chapter also defines emotions, differentiates felt from displayed emotions, identifies six universal emotions, and explores how emotions influence work behavior.

1. 3-1
Personality and
Emotions
Chapter 3
Essentials of Organizational Behavior, 8/e
Stephen P. Robbins

2. 3-2
After reading this chapter, you should be able to:
1) Describe the eight categories in the MBTI
personality framework
2) Identify the "Big Five" personality variables
and their relationship to behavior in
organizations
3) Describe the impact of job typology on the
personality/job performance relationship

3. 3-3
After reading this chapter, you should be able to:
4) Differentiate felt from displayed emotions
5) Identify the six universal emotions
6) Describe ways in which emotions influence
work-related behavior

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Personality
The combination of psychological traits
we use to classify & describe a person
in terms of characteristics such as
quiet, passive, loud, aggressive, etc.

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Myers-Briggs Type Indicator
• Most widely used personality-
assessment instrument in the world
• Individuals are classified as extroverted
or introverted (E or I), sensing or
intuitive (S or N), thinking or feeling (T
or F), and judging or perceiving (J or P)

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Extroverted vs. Introverted
• Extroverts are
outgoing, sociable,
and assertive
• Introverts are quiet
and shy

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Sensing vs. Intuitive
• Sensitive types
are practical and
prefer to focus on
details
• Intuitives rely on
unconscious
processes and look
at the big picture

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Thinking vs. Feeling
• Thinking types use
reason and logic to
handle problems
• Feeling types rely
on their personal
values and emotions

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Judging vs. Perceiving
• Judging types want
control and prefer
their world to be
ordered and
structured
• Perceiving types
are flexible and
spontaneous

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The Big-Five Model
• Extroversion
• Agreeableness
• Conscientiousness
• Emotional Stability
• Openess to Experience

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• Extroversion -
one's comfort level
with relationships

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• Agreeableness - refers to an
individual's propensity to defer to
others
• Conscientiousness
- a measure of reliability

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• Emotional
stability -taps a
person's ability to
withstand stress

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• Openness to
experience -
addresses an
individual's range of
interests and
fascination with
novelty

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Other Key Personality Attributes
Locus of controlLocus of control - Belief that life is
controlled by oneself vs. outsiders
MachiavellianismMachiavellianism - Tendency to
manipulate and maintain emotional
distance
Self-esteemSelf-esteem - Degree one likes or
dislikes oneself

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Other Key Personality Attributes
Self-monitoringSelf-monitoring - Sensitive to external
cues to behave differently
Risk propensityRisk propensity - Willingness to take
chances
Type A personalityType A personality - Incessantly
struggling to achieve more

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Matching Personalities and Jobs
• Six-personality-types model - an
employee’s satisfaction with and
propensity to leave his or her job
depend on the degree to which the
individual’s personality matches his or
her occupational environment

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Personality Types and Sample Occupations

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Diagram of the Relationship among
Occupational Personality Types

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Key Points
• There do appear to be intrinsic
personality differences among
individuals
• There are different types of jobs
• People in job environments congruent
with their personality type should be
more satisfied and less likely to resign

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What are Emotions?
• Affect – covers a broad range of
feelings that people experience
• Emotions – intense feelings directed at
someone or something
• Moods – feelings that tend to be less
intense, lack a contextual stimulus

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Emotional Labor
• Employee expresses
organizationally
desired emotions
during interpersonal
transactions

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• Felt emotions
are an individual's
actual emotions
• Displayed emotions
are those that are
organizationally-
required and
considered appropriate
in a given job

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The Six Universal Emotions
Happiness Surprise Fear Sadness Anger DisgustHappiness Surprise Fear Sadness Anger Disgust
Emotion ContinuumEmotion Continuum

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Gender and Emotions
Women:
• Show greater emotional expression than
men
• Experience emotions more intensely
• Report more comfort in expressing
emotions.
• Better at reading nonverbal cues than
are men

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OB Applications
• Ability and Selection
• Decision Making
• Motivation
• Leadership
• Interpersonal Conflict
• Deviant Workplace Behaviors

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Emotional Intelligence
• Self-Awareness
• Self-management
• Self-motivation
• Empathy
• Social Skills

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Summary
1) Described the eight categories in the MBTI
personality framework
2) Identified the "Big Five" personality variables
and their relationship to behavior in
organizations
3) Described the impact of job typology on the
personality-job performance relationship

29. 3-29
Summary
4) Differentiated felt from displayed emotions
5) Identified the six universal emotions
6) Explained if it is possible for a person to be
emotionless
7) Described ways in which emotions
influence work-related behavior