Personality and Motivational Traits As Correlates of Workplace Deviance among Public and Private Sector Employees Kiran Sakkar Sudha and Waheeda Khan* Department of Psychology‚ Jamia Millia Islamia‚ New Delhi 110 025‚ India KEYWORDS Big Five Personality Traits. Organizational Deviance. Interpersonal Deviance. NEO-FFI. Behavioral Activation. Behavioral Inhibition ABSTRACT Deviant behaviors have far reaching effect on the individual and at the organizational level. In spite of clear ethical
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training takes perseverance‚ and that is really the only obstacle that I can see for myself. I have quit things before when I don’t feel I am achieving what I need to as fast as I need to. I think the traits of Openness to Experience‚ Conscientiousness‚ and Extroversion will be helpful in achieving this goal. The variety of running in different places‚ the discipline of training and completing a race‚ and the social aspect of doing a new thing are all desirable to me. I feel all these
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personality basically pigeon-hole people‚ putting theminto categories defined by certain common behaviour patterns. 1.3 Big Five” personality traits: Openness. The degree to which someone is curious‚ receptive to new things‚ and open to change. Conscientiousness. The degree to which someone is responsible‚ dependable‚ and careful. Extroversion. The degree to which someone is outgoing‚ sociable‚ and assertive. Agreeableness. The degree to which someone is good-natured‚ cooperative‚ and trusting.
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Conscientiousness is negatively correlated with the temperament of impulsivity. Leslie Knope ranks low within the impulsivity temperament‚ and ranks high in conscientiousness. Extraversion is strongly correlated with sociability and somewhat correlated with activity. Leslie is high in all three of these. Of the big five‚ agreeableness
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the MSCEIT scores of the emotional intelligence training program participants (experimental group) and the control group participants of this study prior to and after EI training? 2. Do personality traits such as Extraversion‚ Agreeableness‚ Conscientiousness‚ Neuroticism‚ Openness to Experience make a difference in the total EI scores of the experimental group and the control group participants of this study prior to and after EI training? 3. Does social network context make a difference in the
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” (Cherry‚ 2011). In this paper I will examine three personality characteristics‚ and they are conscientiousness‚ openness‚ and extroversion‚ how they developed during early childhood within family and social relationships‚ and during education. They will be discussed in relation to how the characteristics influenced my social and occupational choices as an adult. Early Childhood Conscientiousness is defined as a characteristic of one who is organized and disciplined‚ dedicated and loyal;‚ especially
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The former exhibits conscientiousness- a certain moral conviction to violate/not follow that particular law‚ similar to civil disobedience. While conscientious objection does not primarily aim to communicate to the government the reasons for the violation of that law or that they
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determine the participant’s personality and family conflict resolution styles‚ they took the Big Five Inventory (BFI) and the Family Conflict Resolution Scale (FCRS) surveys. The personality types included on the BFI are extraversion‚ agreeableness‚ conscientiousness‚ neuroticism and openness. The FCRS has a total of 17 true or false questions related to family conflict resolution. The participants from this survey were 359 college students. The students were diverse in age‚
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value conventionality and order‚ which can be good‚ however it wouldn’t hurt to expand my thinking by getting more creative. This would be especially important if working on projects that don’t necessarily have set guidelines. One area‚ under conscientiousness‚ that I think people tend not to see about me is the fact that I am actually very organized‚ motivated‚ and structured. I like to know exactly what I’m doing and how to do something before I begin a project/assignment. I can see how people wouldn’t
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50‚ 370-396. McGregor‚ D. M. (1960). The human side of enterprise. New York: McGraw-Hill. McShane‚ S. L. (2009). Organizational Behavior: Emerging Knowledge‚ Global Reality (6th ed.). McGraw-Hill. Robertson‚ i.‚ Baron‚ H.‚ Gibbons‚ P. (2000). Conscientiousness and managerial performance. journal of organizational and occupational psychology‚ 73(2)‚ 171-180. Robbins‚ S. P. (2009). Organizational behaviour. Cape Town‚ Pearson. Taylor‚ S. & Hansen‚ H. (2005). Finding form: Looking at the field of organizational
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