[Business] Organizational Behavior - Foundation of Individual Behavior

Foundation of Individual Behavior

1.    Biographical Characteristics

l  Age

-      Positive qualities: experience, judgement, commitment, strong work ethics

-      Concern: lacking flexibility, being resistant to new tech

-      Does productivity decline with age?

: Evidence shows that productivity does not decline with age.

: Experience offsets some decay due to age.

: Older workers may take longer to train, but once trained, they perform at comparable levels to younger workers.

 

l  Gender

-      There are few, if any, important differences between men and women that influence their job productivity and satisfaction.

-      Women have higher rates of absenteeism than men do.

: home and family responsibility

: prefer part-time work, flexible work schedules and telecommuting.

-      There is no evidence indicating that an employee’s gender affects job satisfaction and productivity.

 

2.    Ability (역량)

-      Individual’s capacity to perform the various tasks in a job.

-      Current assessment of what one can do

-      Types of abilities (Intellectual ability, Physical ability)

-      Not everyone is equal in ability, everyone has strength and weakness.

-      Ability-job fit: Some better suited for a job than others

-      Self-efficacy(자아효능감): Individual beliefs about his or her capability to successfully perform some course of cation. à subjective

Self-efficacy has more effect on one’s performance than one’s objective ability.

Too much self-efficacy can be pride. Appropriate self-efficacy is helpful for creativity.

-      Managers à fitting ability and job is important.

 

3.    Values (가치관)

-      Stable, long-lasting beliefs about what is important to the individual. Hard to change.

-      Judgmental element of what is right, good, or desirable.

-      Generally influence our perceptions, attitudes, and behaviors.

-      Types of values

ü  Terminal values(궁극적 가치): desired end-state of existence that we think are worth striving for.

ü  Instrumental values(도구적 가치): desirable modes of behaviors that help us reach the objectives of terminal values.

-      The values vary among groups

-      People in the same occupations tend to hold similar values à because of self-selection (내 가치관과 맞는 집단 선택 à 가치관 강화 à 타 집단 가치관 이해 더 힘들어짐)

-      Conflicts occur because executives’ value is different from other groups.

 

4.    Attitudes

-      Evaluative statements or judgments concerning objects.

-      Reflects how one feels about something. Either favorable or unfavorable

-      More changeable than values.

-      Attitudes affect behaviors and thus performance.

-      Job related attitudes

ü  Organizational commitment (조직몰입) à 이직 확률 하락, 성과 상승

ü  Job satisfaction (직무만족)

-      Organizational commitment (OC)

ü  A person’s emotional attachment to, identification with, and involvement in a particular organization.

ü  Negatively related to absenteeism and turnover.

ü  OC is probably less important as a job-related attitude than it once was. (Average level of OC is lower than before)

ü  Op) Professional commitment: 조직에 대한 몰입은 떨어지지만 자기 전문성(Career)에 대한 몰입은 높음. à 이직.

-      Job satisfaction

ü  Individual’s general attitudes toward his/her job

ü  Happy workers are productive workers? à This may not true.

è Correlation between job satisfaction and productivity is about 0.3

è Causality issue (성과가 좋아서 만족할 수도)

è 만족하지 않아도 성과를 잘 내야 함.

è 만족하는 이유가 성과 외 요소일 수 있음.

ü  Negatively related to absenteeism and turnover / Positively related to extra-role behavior

ü  When dissatisfied… Exit, Voice, Waiting for change, Neglect

5.    Cognitive Dissonance theory (인지부조화)

-      People seek consistency among their attitudes and between their attitudes and their behaviors

-      Cognitive dissonance: Any incompatibility between two or more attitudes or between behavior and attitudes

-      When there is inconsistency or dissonance, individuals try to recover consistency.

-      In general, the greater the dissonance, the greater the pressure reduce it.

 

6.    Personality

-      The sum total of ways in which an individual reacts and interacts with others

-      General behavioral consistencies of individuals across situation.

-      The unique and relatively stable pattern of behavior, thoughts and emotions shown by an individual.

-      MBTI(The Myers-Briggs Type Indicator) à not proven

ü  A personality test that taps four characteristics and classifies people into one of 16 personality types.

ü  4 characteristics (Extroverted or Introverted / Sensing or intuitive / Thinking or feeling / Perceiving or judging)

ü  검증되지 않은 도구이며, 이분법적 접근이기 때문에 유의미한 결과 안 나옴.

 

-      The Big Five model à empirically found factors

ü  Research found that there are the 5 basic dimensions that underlie all others and encompass most of the significant variation in human personality.

ü  Provides underlying personality framework

ü  Five dimensions

è  Openness to experience: The range of interests and fascination with novelty

è  Conscientiousness: A measure of reliability

è  Extraversion: Comfort level with relationship

è  Agreeableness: Individual’s propensity to defer to other

è  Neuroticism: A person’s ability to withstand stress. Op) Emotional stability

ü  Conscientiousness and emotional stability have positive relation with performance

ü  Neuroticism has negative relation with performance

ü  Some dimensions are related to performance within certain job categories. Ex) For managers and sales person, extroversion is needed.

ü  Positive relationship between conscientiousness and extra-role behaviors.

-      Other major personality traits

ü  Locus of control (통제의 소재): A person’s perception of the source of his/her fate

ü  Self-esteem: The degree of people like or dislike themselves

ü  Self-monitoring: An individual’s ability to adjust his/her behavior to external, situational factors. Related to flexibility and adaptability.

ü  Risk taking: Propensity to take or avoid risk; willingness to take chances. Depends on the situation.

ü  Type A personality

è  Type As are hard-driving, competitive individuals with a strong sense of time urgency.

è  Type Bs are less competitive and less concerned about time limitations

è  Type Bs may be just as ambitious to achieve challenging tasks, but they generally approach life more casually and systematically than type A people.

7.    Personality fit

-      Person-job fit (PJ)

ü  The degree which individuals match their personality with their job.

ü  The higher the fit, the higher job satisfaction and the lower turnover.

-      Person-organization fit (PO)

ü  The degree which individuals match their personality with their organization.

ü  Matching people to the organizational culture should result in higher employee satisfaction and reduced turnover.

-      Whether the organization put emphasis on PJ or PO, the method of HR differs.

-      Korea emphasize PO à loyalty, generalist / USA emphasize PJ à specialist