Personality, learning style and work performance

Just over two hundred telephone sales staff completed the Eysenck Personality Inventory (EPI) and Honey and Mumford's Learning Styles Questionnaire (LSQ). Extraversion was highly correlated both positively and negatively with three of the four LSQ measures. The lie scale from the EPI was also systematically correlated with the Activist and Reflector scales of the LSQ. Both the EPI and LSQ traits were modestly correlated with two criteria: ratings of Actual Performance and Development Potential. Regressions were used to determine the best predictors of the two ratings measures. Personality variables (extraversion, neuroticism) and certain learning styles (reflector, pragmatist) were statistically significant predictors of rated performance, though they accounted for less than 10% of the explained variance. The results concur with recent meta-analytical studies that show personality variables account for a small but important amount of variance in measures of work performance.     

Personality and work motivation

A total of 92 job applicants completed the Eysenck Personality Profiler (EPP) which measures the three primary (superfactor) traits (as well as 21 second-order factors), and the Work Values Questionnaire, which requires subjects to rate how important various work factors were to them when considering applying for a job. These work factors were then categorised into the traditional Herzberg classification of Hygiene and Motivation factors, each with a satisfactory internal reliability. Correlational and regressional analyses showed that extraverts stressed the importance of motivation factors to them, while neurotics rated hygiene factors as more important to them in choosing a particular job. Psychoticism was marginally related to the hygiene factor, as was test-taking style. In view of the fact that personality factors appeared to account for between 20 and 30% of the variance in work performance, it is surprising that they have been neglected, until recently, in the organisational psychology literature.     

The Protestant work ethic,religious beliefs,and homonegative attitudes

The purpose of this study was to examine the influence of the Protestant Work Ethic (PWE) on negative attitudes towards gay men and lesbian women (homonegativity). The influence of religious beliefs and the notion of homosexuality as a choice were also examined in combination with PWE in regards to homonegativity. Previous research suggested that those who subscribe to the PWE have more negative attitudes towards societal out-groups (e.g., African–Americans). Thus, it was hypothesized that those with high PWE scores would display more homonegative attitudes. A significant correlation between PWE and homonegativity supported this hypothesis. Multiple regression analyses revealed that PWE interacted with religious beliefs, and religious beliefs interacted marginally with the idea of homosexuality as a choice. Those with high religious beliefs and who strongly believed that homosexuality was a choice were more likely to have negative attitudes towards homosexuals. The implications of these findings are discussed, with particular respect to reducing homonegative attitudes.     

Ego,moral, and faith development in near-death experiencers: Three case studies

Near-death experiencers (NDErs) commonly report shifts in basic values and attitudes, toward intensified compassion and a sense of unconditional love, sprituality, and a sense of mission, and away from materialism and competitiveness. Some researchers have suggested that these attitudinal shifts represent a new stage in human evolution, which will produce major social change. However, knowledge of these reputed NDE aftereffects has been based on NDErs' subjective reports, unverified by objective measures. This study examined relationships between three NDErs' levels of moral, ego, and faith development, as measured by standardized instruments, and extensive qualitative data describing their NDEs and personal attributes. The results suggest that currently available instruments, designed to measure the lower self, may not reflect the awakening to a transpersonal plane of functioning that follows an NDE.Dr. Newsome is in the private practice of psychotherapy and counseling. This paper was derived in part from her Ph.D. thesis submitted to Walden University.     

Personality,work, and satisfaction: evidence from the German Socio-Economic Panel

Previous studies in positive psychology have indicated that work satisfaction is an important determinant of individual well-being. Research has suggested that people are most satisfied with their work when they are doing what they are drawn to naturally. We provide further evidence on this issue from a large representative data set, the German Socio-Economic Panel (SOEP). The 2005 wave of the SOEP contains a battery of personality questions as well as detailed information on personal life and work life. We extract the Big Five personality factors and one character strength: vitality. The main results are based on regression analysis. The analysis supports the hypothesis that certain personality clusters are more predominant in some occupations than in others. Furthermore, an alignment between personal profile and occupational profile tends to be related positively to satisfaction. These results indicate that ignoring mental aspects of work has its price in terms of well-being. They also highlight the importance of studying the way we structure work and harness personality and individual strengths within positive psychology.

To find out what one is fitted to do and to secure an opportunity to do it is the key to happiness.

John Dewey

The fixed person for the fixed duties who in older societies was such a godsend, in the future will be a public danger.

Alfred North Whitehead     

Belief, faith, and acceptance

Belief is a central focus of inquiry in the philosophy of religion and indeed in the field of religion itself. No one conception of belief is central in all these cases, and sometimes the term ‘belief’ is used where ‘faith’ or ‘acceptance’ would better express what is intended. This paper sketches the major concepts in the philosophy of religion that are expressed by these three terms. In doing so, it distinguishes propositional belief (belief that) from both objectual belief (believing something to have a property) and, more importantly, belief in (a trusting attitude that is illustrated by at least many paradigm cases of belief in God). Faith is shown to have a similar complexity, and even propositional faith divides into importantly different categories. Acceptance differs from both belief and faith in that at least one kind of acceptance is behavioral in a way neither of the other two elements is. Acceptance of a proposition, it is argued, does not entail believing it, nor does believing entail acceptance in any distinctive sense of the latter term. In characterizing these three notions (and related ones), the paper provides some basic materials important both for understanding a person’s religious position and for appraising its rationality. The nature of religious faith and some of the conditions for its rationality, including some deriving from elements of an ethics of belief, are explored in some detail.     

Personality and social attitudes: Evidence for positive-approach motivation

Extensive research has linked general personality factors to social attitudes, but there has been comparatively little work on the roles played by specific approach-avoidance personality factors, especially positive-approach ones. Here we relate such factors to the two main clusters of social attitudes (Right-Wing Authoritarianism, RWA; and Social Dominance Orientation, SDO), and related cognitive constructs (Need for Cognition and Need for Closure). Results revealed: (a) positive-approach motivation is consistently related to both RWA and SDO, with little contribution from negative-avoidance motivation; and (b) negative-avoidance motivation played a part in Need for Cognition (negatively related) and Need for Closure (positively related). These data challenge previous theorizing concerning the role of fear/anxiety in social attitude formation and prejudice more generally. We conclude that, to a larger extent than previously thought, approach-related personality factors underpin the positive reinforcement of social attitudes and prejudice. Our results may help to account for the failure of programmes designed to reduce prejudice which have been based on the reduction of negative emotion and motivation.     

Forms of logic in faith development theory

A fundamental characteristic of structural-developmental psychology is that development is governed by a logico-mathematical, hence scientific, principle of equilibrium. In this article I examine James Fowler's proposal for a metaphorical interpretation of logic in his theory of faith development. I intend to argue that a metaphorical understanding of logic radically shifts the theory of faith development away from Piagetian structuralism and towards dialectical psychology. A metaphorical reading of stages and their transformation raises serious questions about the attempt to define faith in terms of stages of individual psychological development. A secondary proposal to be considered is the relevance of metaphorical theology to faith development theory.An earlier version of this paper was read at the Annual Meeting of the Society for the Scientific Study of Religion and the Religious Research Association in Salt Lake City, Utah, October 29, 1989. I am indebted to Professor Brown from the University of New South Wales, Australia for his helpful comments on an earlier draft of this paper.     

Personality complexes in adolescence: Traits,interests, work values,and self-evaluations

Following the recent trend in psychology towards a more integrative view of personality, the study attempted to establish the connections and underlying complexes of fundamental personality dispositions within two cohorts of Swiss adolescents in eighth and eleventh grade (N = 492, ages 13–19): Big-Five basic traits, big six vocational interests, work values, and generalized self-efficacy and externality of control beliefs. Five factors were identified which accounted for 60% of variance among the relations of the variables: (1) enterprising-conventional interests, (2) favorable personality dispositions, (3) social-artistic personality characteristics, (4) investigative-realistic interests, and (5) work value endorsement. Cross-sectional findings indicate that particularly agreeableness and conscientiousness become closer related to interests and work values with increasing grade-level.     

Fear,faith, and movement

This paper describes the intra-psychic dynamics associated with faith development. Using James Fowler's stages of faith theory, the author attempts to demonstrate that growth in faith requires courage in order to confront the loss of self experienced in faith development. Using the work of Hartmann, Mahler, and Kegan in conjunction with the thought of Tillich regarding fear and faith, the article presents a process for transition from Fowler's stage four to stage five which relies heavily upon the interaction of the self and others for successful movement.Beth Causey is a student in the Master of Divinity Program at McCormick Theological Seminary in Chicago and a candidate for ordination in the Presbyterian Church (U.S.A.). The author acknowledges with gratitude the cogent comments of Homer U. Ashby, Jr., Ph.D., in the preparation of this article.     

Coworker exchange: relationships between coworkers,leader-member exchange,and work attitudes

The study of leadership exchanges is extended by studying both leader-member exchanges (LMXs) and coworker exchanges (CWXs). Data from 110 coworker dyads were used to examine relationships between LMXs and CWXs and between exchange relationships and work attitudes. As predicted, the interaction between 2 coworkers' LMX scores predicted CWX quality for the coworker dyad. Also, after controlling for LMX, greater diversity in a worker's CWX relationships was negatively related to his or her organizational commitment but not job satisfaction. The quality of a worker's CWX relationships, however, did not moderate the relationship between CWX diversity and work attitudes.