In order to test the hypothesis, we will compute a moderation analysis of significant relationships. We conducted hierarchical regressions including an interaction term between the personality trait and its standard deviation (Appendix 9). The presence of a significant interaction implies that there is a moderation effect. • Moderation analysis of Self-efficacy and Commitment to Change Figure of the moderation interaction Figure 1, Appendix 10. Through the moderation analysis, we aim at testing the relationship between individual self-efficacy and commitment to change in teams where there is a high level of self-efficacy diversity (Hypothesis 2). We used the excel worksheet developed by Dawson and Richter (2006) to plot the interaction effect. …show more content…
When the diversity in CSE is high in the team, the performance is perceived as higher. The opposite pattern of results emerged for those who belonged to teams with low levels of CSE diversity. Here, there is a negative relationship between individual CSE and peer-rated performance for those who belong to teams with low diversity of CSE. When a person believes that he or she can complete tasks successfully, but is in a team with low levels of team diversity in CSE, then their performance is perceived by others as …show more content…
Core self-evaluations have an almost significant link with peer-rated performance (ANOVA Analysis table, appendix 9). After performing the moderation analysis for CSE and peer-rated performance, we have noticed that there is a positive relationship between CSE and peer-rated performance in diverse teams. We therefore accept hypothesis 2 a). Hypothesis 2 b) states that there is a positive relationship between individual core self-evaluation and commitment to change in teams where there is a high level of core self-evaluation diversity. As the regression analysis showed insignificant results, we were unable did not test for a moderation effect. Therefore, we reject Hypothesis 2 b). Hypothesis 3 a) states that there is a positive relationship between individual extraversion and peer-rated performance in teams where there is a high level of extraversion diversity. As the regression analysis showed insignificant results, we have not found support to test for a moderation effect for extraversion and peer-rated performance. We therefore reject Hypothesis 3
2. What aspect of personality has been found to be a reliable predictor of marital dissatisfaction, poor reports of health, and depression?
Cervone, D., Pervin, L. A. (2008). Personality: Theory and research (10th Ed.). New York: Wiley.
Hazan, C., & Shaver, P. (1987). Journal of personality and social psychology and. Retrieved from http://internal.psychology.illinois.edu/~broberts/Hazan & Shaver, 1987.pdf
Hypothesis: “We hypothesize that the performance of individual members in such situations is likely to be highest when the members hold both individualist and collectivist orientations toward their work” (Hollenbeck, Humphrey, Meyer, Wagner, 2012, pg. 947).
Dahlin, K. B., Weingart, L. R., & Hinds, P. J. (2005). Team Diversity and Information Use. The Academy of Management Journal , 48 (6), 1107-1123.
Locke, Edwin A. (1997). Self-efficacy: the exercise of control. Personnel Psychology, 50 (3), 801-804. Retrieved May 2, 2011, from ProQuest Psychology Journals. (Document
An effective team requires cohesion that is dependent on a combination of factors. Amongst these, a factor of particular importance is the emotional well being of the team and its members (Pirola-Merlo, Härtel, Mann, & Hirst, 2002). Extensive research has shown t...
Its purpose is to give the participant a 4-letter formula which describes strength preferences of the participant’s personality type. The formula comes from four different sections; Extraversion or Introversion, Sensing or iNtuition, Thinking or Feeling, and Judging or Perceiving. Based on the 4-letter formula, one will also receive a two-letter Temperament, which offers a good prediction of one’s behavior (Kroeger, Thuesen, & Rutledge, 2002).
The purpose of creating teams is to solve a problem or issue through the use of diverse ideas and solutions. There are many times in life, whether at work or at school that one will encounter a diverse mix of personalities. Workplace diversity is everywhere, from the small corner business to the fortune 500 company, and is one of the most important challenges facing companies today. This mix of diverse personalities, gender, race, experience, and culture is what makes a team successful. This is an example of a heterogeneous team. On the other hand, a team with the same make-up, or homogeneous, has limitations on creativity, viewpoints and ideas. This paper will look at cultural diversity and demographic characteristics, specifically age, gender, expertise/ experience and how each plays an integral part in the construction of a high performance team.
Low and medium level performers improved and high performers reduced over time. It is due to supervisors who received evaluation were no more likely to improve performance than managers who did not receive feedback; people who gave themselves higher self-rating than the ratings their subordi...
Perhaps the biggest challenge in managing change within the organization is employee resistance to the change. (2) Keith R. Dutton, M.S. an instructor of organizational development manager at Illinois State University says “Change usually brings about the “10/80/10” rule: 10% of employees will actively embrace the change, 80% will be fence-sitters, and 10% will actively fight it. Your job is to recognize this and understand it. The 10% against the change will have the influence and ability to negatively infect the 80%. As such, you need to focus your efforts on influencing the negative 10%”
Matthews, G., Deary, I. J., & Whiteman, M. C. (2009). Personality traits. Cambridge, UK: Cambridge University Press.
P.J. (2004). Personality: Theory and Research. USA: Wiley. SMITH. T. W. and WILLIAMS.
In the workplace it is essential individuals understand both their own personalities and also how to interact with other people based on their personalities. “Understanding others and how they function is a first step towards having good interpersonal relationships in the work environment and thereby enhancing personal effectiveness” (Chauhan & Chauhan, 2006, p. 357-358). Individual personalities can vary greatly and it is highly possible for different personalities to clash when working together, particularly in team situations. Different personalities within work groups help to influence the team performance in two distinct ways. Firstly, as an input factor, which...
Friedman, H. S., & Schustack, M. W. (2012). Personality: Classic theories and modern research (5th ed). Boston , MA, USA: Pearson