组织中的个体差异概述(PPT 59页).ppt

第三章组织中的个体差异,LearningObjectives学习目标,人格理论、人格描述及人格测试能力分类与能力测试学习理论与行为强化*MBTI测试*人才测评,Personality人格,Definition:“Theconsistentpsychologicalpatternwithinanindividualthataffectsthewayheorsheinteractswithothersandsituations.”人格是个体所有的反应方式和与他人交往方式的总和。Definition:“Astablesetofcharacteristicsandtendenciesthatdeterminethosecommonaltiesanddifferencesinthepsychologicalbehavior(thoughts,feelingandactions)ofpeoplethathavecontinuityintimeandthatmaynotbeeasilyunderstoodasthesoleresultofthesocialandbiologicalpressuresofthemoment.人格是决定人们的心理行为上的共性和差异性的一套稳定的倾向和特点。他们在时间上是连续的，不能简单理解为一时的社会和心理压力的结果”（迈迪）,PersonalityDeterminantsHeredityEnvironmentSituation,TheoriesofPersonality人格理论,Psychoanalytictheory精神分析论-(id),(ego),(superego)Traittheory特质论Typetheory类型论-theoryofbody体形论-theoryofpsychologicaltypes心理类型论,PersonalityTest人格测试,Methods常用方法Self-report自陈量表法Projective投射法RorschachInkblotTest（罗夏墨迹测试）MurayandmorganTAT(ThematicApperceptionTest)(主题统觉测试）,Inventory主要量表Sixteenpersonalityfactorquestionnaires,(16PF)Myers-BriggsTypeIndicator,(MBTI),WhatisPersonalityTraits人格特质论,Allportstraittheory（奥波特的人格特质论）特质是个人所持有的、一般的、现实焦点的神经心理结构。由于特质，很多刺激便等值起来，从而使人在不同情况下的适应行为和表现行为具有一致性。-cardinaltrait,centraltrait,secondarytrait（首要特质，中心特质，次要特质）Cattellsfactortheoryofpersonality（卡特尔的人格因素论）-surfacetrait（表面特质）-sourcetrait（根源特质）,16PF,The“BigFive”Model,强烈的攻击性特质,与他人一起工作,对待弱者,学习,对阻碍目标实现的反应,愤怒与敌对行为,不惜一切代价获得成功,制服弱者强权就是真理,竞争性强，争强好胜,盛气凌人和专横霸道,体育运动比赛,特质图式,16PF（SixteenPersonalityFactors),16PF测量表的结果有如下几个方面的分数,16种人格因素各个分量表的原始分；转换后的标准分，能明确描述16种基本人格特征，个人的人格轮廓剖面图；依据有关量表的标准分推算的双重个性因素的估算分，包括：适应焦虑型内向外向型感情用事安详机警型怯懦果断型依据有关量表的标准分推算的综合个性应用评价分，包括：情绪心理状态健康者具有学习成长能力者专注职业而有成就者富于发明创造能力者富有创造能力者,16PF与不同职业者的个性模式,BIGFIVE大五因素人格结构,Extroversion:Outgoing,talkative,sociable,assertive（外向：外在的行为表现）Agreeableness:Trusting,goodnatured,cooperative,softhearted（愉悦、协同相容：与人的交往、人际关系的特点）Conscientiousness:Dependable,responsible,achievementoriented,persistent（责任意识性：对待工作、对待事物的态度）Emotionalstability:Relaxed,secure,unworried（情绪稳定性）Opennesstoexperience:Intellectual,imaginative,curious,broadminded（开放性）,中国人的人格结构-能力-志趣水平-外在表现道德品质情绪稳定,BigFive,LowScorers,LoneQuietPassiveReserved,HighScorers,JoinerTalkativeActiveAffectionate,Extroversion,Agreeableness,SuspiciousCriticalRuthlessIrritable,Conscientiousness,NegligentLazyDisorganizedLate,TrustingLenientSoft-heartedGood-nature,ConscientiousHard-workingWell-organizedPunctual,BigFive,LowScorers,CalmEven-temperedComfortableUnemotional,HighScorers,WorriedTemperamentalSelf-consciousEmotional,Emotionalstability,Openness,Down-to-earthUncreativeConventionalUncurious,ImaginativeCreativeOriginalCurious,大五因素的验证,与工作绩效，尤其与“周边绩效”之间有重要关系；“外向交往因素”在经理和销售员样本中具有预测效度；“情绪稳定因素”对于警察和技术工人样本中的工作绩效有一定的作用；“协同相容因素”在经理和警察样本中表现出效度；“责任意识因素”则对于所有职业的人员都具有相当的预测效度；而“开放性因素”只对经理样本有一定作用。,EvaluatingTrait特质理论的评价,ThreeMajorCriticisms:LackofexplanationStabilityversuschangeSituationaldeterminants,建立在容格心理类型论基础上的MBTI,MBTI:TheMyers-BriggstypeIndicatorTypeoftest:PersonalityTestSource:JungstheoryofpsychologicaltypesMethodoftest:Self-reportmethodHelp:Understandyourself,yourmotivations,yourstrengthsandpotentialareas.understandandappreciatethosewhodifferfromyou.Enhancecooperationandproductivity,WhatistheMBTIMyers-BriggsTypeIndicator,TheMyers-BriggsTypeIndicator(MBTI)isaself-reportquestionnairedesignedtomakeJungstheoryofpsychologicaltypesunderstandableandusefulineverydaylife.MBTIresultsdescribevaluabledifferencesbetweennormal,healthypeople-differencesthatcanbethesourceofmuchmisunderstandingandmiscommunication,JungsPsychologicalType容格的心理类型论,YourMentalProcesses(精神活动过程）,感知Perceiving,直觉Intuition,感觉Sensing,情感Feeling,思考Thinking,判断Judging,外向Extraversion,内向Introversion,DimensionsofJungsPsychologicalType容格心理类型的维度,Wheredoyouprefertofocusyouattention?TheEIscale,E:ExtraversionAttunedtoexternalenvironmentPrefertocommunicatebytalkingLearnbestthroughdoingordiscussingBreathofinterestsTendtospeakfirst,reflectlaterSociableandexpressiveTakeinitiativeinworkandrelationships,I:IntroversionDrawntotheirinnerworldsPrefertocommunicatebywritingLearnbestbyreflection,mentalpracticeDepthofinterestsTendtoreflectbeforeactingorspeakingPrivateandcontainedFocusreadily,HowdoyouTake-ininformation,Discoverthings?TheSNScale,S:SensingFocusonwhatisrealandactualValuepracticalapplicationsFactualandconcrete,noticedetailsObserveandremembersequentiallyPresent-orientedWantinformationstep-by-stepTrustexperience,N:IntuitionFocuson“bigpicture,”possibilitiesValueimaginativeinsightAbstractandtheoreticalSeepatternsandmeaninginfactsFuture-orientedJumparound,leapinanywhereTrustinspiration,Howdoyoumakedecision?TheTFScale,T:ThinkingAnalyticalLogicalproblem-solversUsecause-andeffectreasoning“Tough-minded”Striveforimpersonal,objectivetruthReasonableFair,F:FellingSympatheticAssessimpactonpeopleGuidedbypersonalvalues“Tender-hearted”StriveforharmonyandindividualvalidationCompassionateAccepting,Howdoyouorienttowardtheouterworld?TheJPscale,J:JudgingScheduledOrganizedSystematicMethodicalPlanLikeclosure-tohavethingsdecidedAvoidlast-minutestresses,P:PerceivingSpontaneousOpen-endedCasualFlexibleAdaptLikethingslooseandopentochangeFeelenergizedbylast-minutepressures,MBTI与适合从事的工作之间的关系,职业倾向Temperamentandoccupations(adaptedfromMyers,1985),SPPerformersEntrepreneursTroubleshootersOne-personbusinessesRescueteams,SJManagersAccountantsPoliceDentistsTeachers,NTScientistsArchitectsEngineersDesignersManagers,NFCounselorsJournalistsArtistsPsychologistsClergy,TheusesofMBTI,Self-developmentCareerdevelopmentandexplorationTeambuildingManagementandleadershiptraining,Whatisyourtype?,工作情景下的经典个性研究,LocusofControlMachiavellianismSelfEsteemTypeAPersonality,LOCUSOFCONTROL控制点,TheDegreetoWhichPeopleBelievetheyareinChargeoftheirOwnFate,MACHIAVELLIANISM马基雅维里,ISTHEDEGREETOWHICHANINDIVIDUALISPRAGMATIC,MAINTAINSEMOTIONALDISTANCEANDBELIEVESTHATENDSCANJUSTIFYMEANSHIGH-MACHSMANIPULATEMORE,WINMORE,AREPERSUADEDLESSANDHAVEGREATERINFLUNCEOVEROTHERPEOPLE“IFITWORKS,USEIT”,马基雅维里主义者,人格特征：相信结果可以为手段辩护；重实效，保持情感距离。具体表现：行为：喜欢独立行为思考：认为世上无不能解决的难题，任何事都可以变通；感情：不受感情影响；工作：重视业绩和结果，不重视过程的规范与准则；人际：圆滑玲珑，冲突时能以退为进；手段：不动声色，讲究技巧。易从事的工作：商物谈判、项目策划、广告设计、保险、推销等不宜从事的工作：要求行为有绝对的标准。如教师、医护人员等,SELFESTEEM自尊,ANINDIVIDUALSDEGREEOFLIKEORDISLIKEFORTHEMSELF.HIGHSES:Believetheyhavegreaterability.ArelesslikelytobeinfluencedbyTheyalso-Takemorerisksinjobselection.Choosemoreunconventionaljobs.,自尊,自尊=成功/抱负自尊是个人对于自我价值的感受。这种感受取决与其实际成就与其潜在能力的比值。,自尊的构成重要性能力品德权力,自尊的构成自我评价自信心成就感理想自我,TypeAPersonalityA型人格,Aggressiveinvolvementinachronic,incessantstruggletoachievemoreandmoreinlessandlesstimeand,ifnecessary,againsttheopposingeffortsofotherthingsorotherpeople.,WHAT&HOW(about16PF),Http:/.卡氏十六种16PF在理论中的应用个性测定量表（含187题）中国行为医学000212南方人才市场测评中心,能力的含义,能力反映了个体在某一工作中完成各种任务的可能性。包括：智力能力（IntellectualAbility）体力能力（Physicalability）能力存在差异能力类型的差异能力水平的差异能力表现早晚的差异能力性别的差异,AbilitiesandSkills,Innate,Learned,-SpatialOrientation-Hand-EyeCoordination-Numericalfacility,-Usingakeyboard-Operatingequipment-Drivinganautomobile,能力的类型,一般能力（智力）（指人表现在认知方面的一般能力。包括人的观察力、注意力、记忆力、思维力等。最不容易受环境因素的作用）知识技能（知识是对事实、理论、和其他有关信息的知晓和理解。技能是通过一定联系而形成的使个体得以完成一定任务的动作和智力操作系统。易受环境和教育的影响。）能力倾向（指经过适当训练和被置于适当环境下完成某项任务的可能性，而不是当时就已经具备的现实条件。）,智力水平和能力倾向主要是反映个体未经控制条件下的学习结果。他可以对个体的行为结果进行预测。知识反映已知和受到控制条件下的学习结果，反映个体当时已达到的知识水平。,智力、能力倾向和知识的差异,DimensionsofIntellectualAbility智力能力的维度,DimensionDescriptionNumberAptitudeAbilitytodospeedyandaccuratearithmeticcomputationsVerbalComprehensionAbilitytounderstandwhatisreadorheardandtherelationshipofwordstoeachotherPerceptualSpeedAbilitytovisuallyidentifysimilaritiesanddifferencesquicklyandaccuratelyInductivereasoningAbilitytoidentifyalogicalsequenceinaproblemandthensolvetheproblem,能力测试,目的：把人的能力用数量化的方法精确的表达出来。使用的工具：按照标准化程序编制的量表。测试类型：智力测试能力倾向测试主要量表：斯坦福比奈量表韦氏成人智力量表行政能力职业倾向测试,当前国内研究状态,企业经营管理者任职资格制度测评体系研究Currentresearchtopic:ResearchonEvaluationSystemofQualificationforBusinessManagers,潜质测试指标,初步构想:测评体系结构图,任职资格测评体系,*人才测评,什麽是人才测评人才测评的主要用途测评技术分类我国人才测评技术的发展,什麽是人才测评,人才测评是运用心理学、管理学及相关学科的研究成功，通过心理测验、情景模拟等手段对人的能力水平、个性特征等因素进行测量，并根据岗位需要及企业组织特征进行评价，以求对人有客观、全面、深入的了解。从而有利于将最合适的人放到最合适的岗位，并在人与人之间获得完美的工作组合。,测评技术分类,标准化心理测评评价中心系统,衡量测评技术的标准,信度(Reliability)-Thedegreetowhichameasureisconsistentovertime.效度(Validity)-Thedegreetowhicharesearchstudyisactual