Relevant bibliographies by topics / Organizational Personality

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Organizational Personality'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Organizational Personality"

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Tutugo, Ahmad Habibi, and Much Riyadus Solichin. "Pengaruh Kepribadian dan Budaya Organisasi Terhadap Organizational Citizenship Behavior dengan Komitmen Organisasi sebagai Variabel Intervening." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 2, no. 3 (June 30, 2020): 392–410. http://dx.doi.org/10.32639/jimmba.v2i3.483.

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This research aims to test the influence of organizational personality and culture on organizational citizenship behavior through the organization's commitment as a intervening variable. The sampling method used is a non-probability sampling technique i.e. saturated sampling i.e. taking the whole sample or all members of the population are used as samples. Respondents in this study were the permanent teachers of Pondok Pesantren SahabatQu Sleman amounting to 60 people. This research uses the methods of descriptive analysis and statistics carried out validity tests, the test of relibility, multicolinearity test, heteroskedastisity test, normality test, correlation test, coefficient of determination, test T, analysis of pathways, calculation of Influence and Test Sobel. Testing in test T shows that the personality affects the Organization's commitment to the teacher of Pondok Pesantren SahabatQu Sleman. Organizational culture has a significant effect on the organization's commitment to the teachers remain in Pondok Pesantren SahabatQu Sleman. Personality has a significant influence on organizational citizenship behavior on the teachers remained SahabatQu Pondok Pesantren Sleman. The organizational culture has a significant effect on the teachers staying at the Pondok Pesantren SahabatQu Sleman. The commitment of the Organization has a significant effect on the teachers remained the Pondok Pesantren SahabatQu Sleman. Organizational commitments can be radiated between personality and organizational citizenship behavior based on the Sobel test. Organizational commitments cannot be intermediate between organizational cultures and organizational citizenship behavior based on Sobel tests.
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Roberts, Brent W. "Personality Development and Organizational Behavior." Research in Organizational Behavior 27 (January 2006): 1–40. http://dx.doi.org/10.1016/s0191-3085(06)27001-1.

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Organ, Dennis W. "Personality and Organizational Citizenship Behavior." Journal of Management 20, no. 2 (April 1994): 465–78. http://dx.doi.org/10.1177/014920639402000208.

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Gardner, William L., Brian J. Reithel, Claudia C. Cogliser, Fred O. Walumbwa, and Richard T. Foley. "Matching Personality and Organizational Culture." Management Communication Quarterly 26, no. 4 (July 9, 2012): 585–622. http://dx.doi.org/10.1177/0893318912450663.

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Ashton, Michael C., and Kibeom Lee. "Personality Meets Industrial/ Organizational Psychology." Contemporary Psychology 48, no. 5 (October 2003): 663–65. http://dx.doi.org/10.1037/000930.

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Sharma, Ekta. "Personality Mapping Wand to Organizational Performance." Journal of Business Theory and Practice 2, no. 1 (January 18, 2014): 13. http://dx.doi.org/10.22158/jbtp.v2n1p13.

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<p><em>The personality of an individual is a clue to his/her interpersonal needs. Identifying the employee personality type might help organizations to map their employees’ needs. Every individual has different needs, if they are fulfilled, s/he is motivated enough to perform. The purpose of the research is to analyze the impact of personality traits on interpersonal needs and using “Personality Mapping” as the tool to analyze these needs.</em></p> <p><em>The research sample for this study is the future workforce, i.e. students enrolled in a business management course. The research measures include the FIRO-B Scale and Big 5 scales. The study reveals that there is a close relationship between personality and interpersonal needs. The interpersonal needs can predict the personality of the individual. All individual have interpersonal needs but all the needs are not dominant. If the dominant need is identified, the organizations can motivate the individual by satisfying his/her dominant need.</em></p> <p><em>The analysis of both i.e. interpersonal needs and the personality can help the organizations to find the Person- job fit and also help them in understanding the motivational aspects of the individual. The predictability of Interpersonal needs from the personality traits gives a clue to the employer about the Job which will best suit the personality of the prospective employee or in other words, which job would satisfy his/her dominant need. Organizational performance is the function of Job Satisfaction and if the needs are satiated, the satisfaction increases and hence the performance.</em></p>
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Kaigawa, Naoko. "School Organizational Characteristics, Social Support, and Burnout in Teachers." Japanese Journal of Personality 17, no. 3 (2009): 270–79. http://dx.doi.org/10.2132/personality.17.270.

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Wilkanandya, Udhay Iqbal, and Ketut Sudarma. "The Role of Organizational Commitment in Improving Organizational Citizenship Behavior." Management Analysis Journal 9, no. 3 (September 18, 2020): 300–309. http://dx.doi.org/10.15294/maj.v9i3.36883.

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This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.
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Bozeman, Barry, and Hal G. Rainey. "Organizational Rules and the "Bureaucratic Personality"." American Journal of Political Science 42, no. 1 (January 1998): 163. http://dx.doi.org/10.2307/2991751.

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Tasselli, Stefano, Martin Kilduff, and Blaine Landis. "Personality Change: Implications for Organizational Behavior." Academy of Management Annals 12, no. 2 (June 2018): 467–93. http://dx.doi.org/10.5465/annals.2016.0008.

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Dissertations / Theses on the topic "Organizational Personality"

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Bamber, David James. "Personality, organizational orientations & learning." Thesis, University of Salford, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.413458.

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Charron, Avery. "Effects of Organization Personality and Type of Industry on Organizational Attraction." Xavier University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=xavier155170269211922.

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Beeson, Kortni M. "Which is More Attractive: Organization Personality or Salary?" Xavier University Psychology / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1592834395861197.

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Flint-Taylor, Jill Verena. "Career development : personality, the organizational context and their interaction." Thesis, King's College London (University of London), 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.299291.

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Kyser, Diana. "THROUGH THE LOOKING GLASS: COMPANY CULTURE AS A REFLECTION OF FOUNDER PERSONALITY IN ENTREPRENEURIAL ORGANIZATIONS." Diss., Temple University Libraries, 2017. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/436065.

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Business Administration/Entrepreneurship
Ph.D.
This dissertation explores the connection between founder personality and organizational culture in founder-led entrepreneurial companies. With a focus on how founder personality affects culture, it draws from the literature in upper echelon/top management teams, family business and organizational psychology – notably the Attraction-Selection-Attrition (ASA: Schneider, 1987) and Person-Organization fit (P-O: O'Reilly, Chatman, & Caldwell, 1991) theories. Using a combination of ethnographic, psychological and organizational data from the founders and employees of four small firms from multiple industries, and a broader survey study of 336 respondents from 23 firms, it finds support for O’Reilly et al., (2014)’s CEO Personality-Culture link in the small-company setting. It also validates two new findings: 1) that employee personality traits can trump founder personality as an influence on culture, and 2) that founder involvement can moderate the impact of founder personality on culture. The dissertation concludes with plans for further research into the personality-organizational culture effects and thoughts about the applicability of these results for founders and consultants.
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Kumar, Riya. "The Use of Personality Testing in Personnel Selection." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2038.

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Research has shown that more than 45% of American companies are opting to integrate personality tests in their recruitment processes. Given this surge in personality testing, this thesis examines whether personality testing is a valid predictor of job-fit and performance in the context of personnel selection. A large proportion of this paper is focused upon the Big-Five factor model, its limitations, and derivative tests of the model. The impact of technology upon personality testing is also discussed as an emerging field. By tracing and examining the history of personality testing to current day, I have found that personality tests are best administered when they provide incremental validity over other tools and are matched to specific job-criteria.
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Celnar, Christine. "Personality and justice predictors of workplace resistance to organizational change." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0021/MQ47993.pdf.

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Pyclik, Alice. "Antecedents of Voice: The Moderating Role of Proactive Personality." Wright State University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=wright1579865453661268.

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Astakhova, Marina. "Exploring Complementary Person-Organization Fit." Kent State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=kent1332791556.

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Tyler, Graham Patrick. "Utility and validity of Western and Chinese models and measures of personality in Chinese and Western organisational contexts /." [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19288.pdf.

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Books on the topic "Organizational Personality"

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Baron, Robert A. Personality and organizational conflict. [S.L.]: [S.N.], 1989.

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D, Mazerolle Michelle, ed. Personality in work organizations. Thousand Oaks: Sage Publications, 2002.

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William, Bridges. The character of organizations: Using personality type in organization development. Palo Alto, Calif: Davies-Black, 2000.

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Fontana, David. Personality in the workplace. 3rd ed. Basingstoke: Macmillan, 2000.

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Proactive personality and behavior for individual and organizational productivity. Cheltenham, UK: Edward Elgar, 2013.

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Argyris, Chris. Personality and organization: The conflict between system and the individual. New York: Garland, 1987.

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Barrie, Gunter, ed. Corporate assessment: Auditing a company's personality. London: Routledge, 1993.

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Isachsen, Olaf. Working together: A personality-centered approach to management. Coronado, CA: Neworld Management Press, 1988.

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David, Krackhardt, ed. Interpersonal networks in organizations: Cognition, personality, dynamics, and culture. Cambridge [England]: Cambridge University Press, 2008.

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Alexander, Schieffer, ed. Integral research and innovation: Transforming enterprise and society. Farnham, England: Gower, 2010.

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Book chapters on the topic "Organizational Personality"

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Champoux, Joseph E. "Perception, Attitudes, and Personality." In Organizational Behavior, 102–27. Sixth edition. | New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9781003000587-8.

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Bratton, John, Peter Sawchuk, Carolyn Forshaw, Militza Callinan, and Martin Corbett. "Personality and identity." In Work and Organizational Behaviour, 101–27. London: Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-36602-2_4.

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Barnhill, Christopher R., Natalie L. Smith, and Brent D. Oja. "Personality and Fit." In Organizational Behavior in Sport Management, 93–102. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-67612-4_9.

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Anderson, Heather J. "Organizational-Citizenship Behavior." In Encyclopedia of Personality and Individual Differences, 3363–65. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-319-24612-3_788.

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Anderson, Heather J. "Organizational-Citizenship Behavior." In Encyclopedia of Personality and Individual Differences, 1–3. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-28099-8_788-1.

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Mitchell, Lorianne D. "Introduction to Personality." In Teaching Leadership and Organizational Behavior through Humor, 101–2. New York: Palgrave Macmillan US, 2012. http://dx.doi.org/10.1057/9781137024893_39.

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Bratton, John. "Personality and self-identity." In Introduction to Work and Organizational Behaviour, 97–123. London: Macmillan Education UK, 2015. http://dx.doi.org/10.1007/978-1-137-43206-3_4.

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Evans, Jack, Helen Brewis, and Ivan Robertson. "Personality, Wellbeing and Wellbeing Interventions." In The SAGE Handbook of Organizational Wellbeing, 26–40. 1 Oliver's Yard, 55 City Road London EC1Y 1SP: SAGE Publications Ltd, 2021. http://dx.doi.org/10.4135/9781529757187.n3.

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Hogan, Robert, Susan Raza, and James E. Driskell. "Personality, Team Performance, and Organizational Context." In Psychology and Productivity, 93–103. Boston, MA: Springer US, 1988. http://dx.doi.org/10.1007/978-1-4684-9969-8_8.

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Hogan, Robert T., and Brent W. Roberts. "Introduction: Personality and industrial and organizational psychology." In Personality psychology in the workplace., 3–16. Washington: American Psychological Association, 2001. http://dx.doi.org/10.1037/10434-013.

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Conference papers on the topic "Organizational Personality"

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Eisenberg, Alona, Jelena Davidova, and Irena Kokina. "The Interrelation between Organizational Learning Culture and Organizational Citizenship Behavior." In Rural environment. Education. Personality. Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2018. http://dx.doi.org/10.22616/reep.2018.043.

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Ivanova, Maija, and Svetlana Ignatjeva. "Harmonization of Organizational Culture Values and Personal Values in Public Sector." In Rural environment. Education. Personality. Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2018. http://dx.doi.org/10.22616/reep.2018.044.

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Eisenberg, Alona, and Jelena Davidova. "Measurement and Analysis Issues in Research of Interrelation between Organizational Learning Culture and Organizational Citizenship Behaviour." In 13th International Scientific Conference "Rural Environment. Education. Personality. (REEP)". Latvia University of Life Sciences and Technologies. Faculty of Engineering. Institute of Education and Home Economics, 2020. http://dx.doi.org/10.22616/reep.2020.047.

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Rosito, Asina C. "The Big Five Personality Traits, Self-regulated Learning, and Academic Achievement." In International Conference on Psychology in Health, Educational, Social, and Organizational Settings. SCITEPRESS - Science and Technology Publications, 2018. http://dx.doi.org/10.5220/0008591004690477.

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Komalasari, Puput Tri, and Marwan Asri. "An Individual Herding Behavior Model: The Role of Personality, Gender and Information Asymmetry." In Proceedings of the 2019 International Conference on Organizational Innovation (ICOI 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icoi-19.2019.109.

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Fahmi, Ilham, and Johar Permana. "Building Organizational Citizenship Behavior (OCB) through Personality and Work Perception of Teachers." In Proceedings of the 2nd International Conference on Research of Educational Administration and Management (ICREAM 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icream-18.2019.5.

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Mohd Sanusi, Zuraidah, Masniza Supar, Takiah Mohd Iskandar, and Ria Nelly Sari. "Organizational commitment and emotional intelligent: Explaining the interaction of personality traits of auditors." In 2010 International Conference on Science and Social Research (CSSR). IEEE, 2010. http://dx.doi.org/10.1109/cssr.2010.5773916.

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"The Relationship Between State-owned Enterprises Organizational Change and Employees Organizational Commitment——An empirical Analysis of taking personality traits and organizational support as intermediate variables." In 2018 9th International Symposium on Advanced Education and Management. Clausius Scientific Press, 2019. http://dx.doi.org/10.23977/isaem.2018.028.

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Yanita, Yanita, Aulia Rahmat, and Ihsan Ihsan. "The Influence of Personality, Organizational Culture and Organizational Commitment Toward Organizational Citizenship Behavior Ant Their Impacts on the Performance of Employees at KPP Pratama Lhokseumawe." In Proceedings of the 1st International Conference on Finance Economics and Business, ICOFEB 2018, 12-13 November 2018, Lhokseumawe, Aceh, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.12-11-2018.2288817.

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Znikina, L. S., and D. V. Sedykh. "ORGANIZATIONAL AND METHODIC CULTURE OF THE MODERN HIGHER SCHOOL TEACHER IN MULTILINGUAL EDUCATIONAL ENVIRONMENT." In THEORETICAL AND APPLIED ISSUES OF LINGUISTIC EDUCATION. KuzSTU, 2020. http://dx.doi.org/10.26730/lingvo.2020.28-33.

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The article deals with the essential aspect of modern higher education - organizational and methodic teacher's culture in the multilingual conditions. The concept of “multilingual educational environment” is stressed on. The role of the higher school teacher is reflected in the context of a cross-cultural dialogue. It is substantiated that the integration of four basic components: personality, professionalism, culture, multicultural conditions (environment) in educational process can be regarded as the factor of higher education quality improvement.
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Reports on the topic "Organizational Personality"

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Nagahi, Morteza, Raed Jaradat, Safae El Amrani, Michael Hamilton, and Simon Goerger. Holistic and reductionist thinker : a comparison study based on individuals’ skillset and personality types. Engineer Research and Development Center (U.S.), May 2021. http://dx.doi.org/10.21079/11681/40746.

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As organizations operate in turbulent and complex environments, it has become a necessity to assess the systems thinking (ST) skills, personality types (PTs), and demographics of practitioners. In this study, we investigated the relationship between practitioners’ ST profile, their PTs profiles and demographic characteristics in the domain of complex system problems. The objective of this study is to address the current gap in the literature – lack of studies dedicated to predicting practitioners’ ST profile based on their PTs and demographics characteristics. A total of 258 practitioners with different demographics and PTs provided the data. The results show that (1) practitioners can be classified based on their ST skills scores into two clusters: holistic and reductionist (that is, ST profile), (2) each cluster has different PTs profiles and demographic characteristics, and (3) practitioner’s ST profile can be predicted, with good accuracy, based on their PTs profile and demographic characteristics.
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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, & Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer & Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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