2.4 Personality and Work Behavior

Personality traits shape how we act at work, influencing job performance and satisfaction. The Big Five dimensions—openness, conscientiousness, extraversion, agreeableness, and neuroticism—predict various workplace behaviors and outcomes.

Our beliefs about control over life events, known as locus of control, affect our work approach. Those with an internal locus tend to be more proactive and motivated, while those with an external locus may struggle with initiative and responsibility.

Personality and Work Behavior

Personality traits in work behavior

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• Personality traits are relatively stable characteristics that influence an individual's behavior, thoughts, and emotions across various situations, including work settings
• Certain personality traits can predict how a person will behave and perform in their job
  • Conscientiousness is linked to higher job performance as conscientious individuals tend to be organized, dependable, goal-oriented, and persistent in their work (meeting deadlines, following through on commitments)
  • Extraversion is associated with better performance in jobs requiring social interaction such as sales, customer service, and leadership roles, as extraverted individuals are energetic, assertive, and comfortable in social situations (giving presentations, networking)
  • Agreeableness is related to better teamwork, cooperation, and interpersonal relationships in the workplace, as agreeable individuals are friendly, trustworthy, helpful, and good at resolving conflicts (collaborating on projects, maintaining positive relationships with colleagues)
  • Openness to experience is linked to creativity, innovation, and adaptability in work settings, as individuals high in openness are more likely to embrace change, seek out new experiences and ideas, and think outside the box (developing new products, adapting to new technologies)
  • Neuroticism is associated with lower job satisfaction, higher stress levels, and increased turnover intentions, as individuals high in neuroticism may struggle with emotional stability and be more prone to anxiety and negativity in the workplace (difficulty coping with pressure, tendency to worry excessively)
• Personality assessments are often used to evaluate these traits and their potential impact on job performance

Internal vs external locus of control

• Locus of control refers to an individual's belief about the extent to which they can control events and outcomes in their lives
• Individuals with an internal locus of control believe that their own actions, efforts, and abilities determine their successes and failures (studying hard to pass an exam, taking initiative to solve a problem at work)
  • They tend to be more motivated, proactive, and persistent in their approach to work as they believe they have control over their outcomes
  • Employees with an internal locus of control are more likely to take responsibility for their performance, set goals, and work towards achieving them (seeking feedback to improve, taking on challenging projects)
  • They often demonstrate higher levels of self-efficacy, believing in their ability to succeed in specific situations
• Individuals with an external locus of control believe that external factors such as luck, fate, or the actions of others determine their successes and failures (attributing a promotion to favoritism, blaming a missed deadline on a colleague's lack of cooperation)
  • They may be less motivated, more passive, and prone to blame others or circumstances for their failures in their approach to work as they believe they have little control over their outcomes
  • Employees with an external locus of control may be less likely to take initiative, persist in the face of challenges, or take responsibility for their performance (avoiding difficult tasks, making excuses for poor results)

Big Five dimensions and workplace outcomes

• The Big Five personality dimensions (openness, conscientiousness, extraversion, agreeableness, and neuroticism) have been extensively studied in relation to various workplace outcomes
• Openness to experience is associated with creativity, innovation, and adaptability in the workplace as individuals high in openness are more likely to embrace change, seek out new experiences and ideas, and think outside the box (developing new products, adapting to new technologies)
• Conscientiousness is strongly linked to job performance across various occupations as conscientious individuals are organized, dependable, goal-oriented, and persistent in their work (meeting deadlines, following through on commitments)
• Extraversion is associated with better performance in jobs requiring social interaction such as sales, customer service, and leadership roles, as extraverted individuals are energetic, assertive, and comfortable in social situations (giving presentations, networking)
• Agreeableness is related to better teamwork, cooperation, and interpersonal relationships in the workplace, as agreeable individuals are friendly, trustworthy, helpful, and good at resolving conflicts (collaborating on projects, maintaining positive relationships with colleagues)
• Neuroticism is associated with lower job satisfaction, higher stress levels, and increased turnover intentions, as individuals high in neuroticism may struggle with emotional stability and be more prone to anxiety and negativity in the workplace (difficulty coping with pressure, tendency to worry excessively)

Personality and organizational factors

• Job fit refers to the compatibility between an individual's personality and the requirements of a specific job or role
• Organizational culture plays a crucial role in how personality traits manifest in the workplace, as certain cultures may be more conducive to specific personality types
• Emotional intelligence, the ability to recognize and manage emotions in oneself and others, is an important factor in workplace success and can complement personality traits in predicting job performance