四种人格类型分析.ppt

* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * 组织行为学Chapter 4性格与情绪 4-* 职场中的偏差行为 负面的情緒常会导致职场中偏差行为的发生 生产方面(如早退、怠工) 财产所有权方面(如公物私用、赃款) 政治手段(如散发流言、责备同事) 个人侵犯(如性骚扰、言语毁谤)等 情绪于OB的应用 4/4 * 案例 学生投书教育部举发系主任缺课过多—系主任：「我一定要查出是谁干的!」 助理离职当晚，将计算机中重要档案删除… * 许多行为偏差都是因负面情绪所引起 组织行为学Chapter 4性格与情绪 4-* 学习目标 解释性格的决定因素为何 描述MBTI性格架构 指出五大性格模式的主要性格特质为何 说明不同工作类型在「性格与工作绩效之关系」上有何影响 区分情绪与心情的差别 比较内感(felt)情绪与外显(display)情绪的差异 了解情绪是否有无性别上的差异 解释情绪有无外部的限制 将情绪的概念应用在组织行为的相关议题上 * * * * * * * * * * * * * * * * * * TheMeyers-Briggs TypeIndicator is a 100-question personality test that asks people to select how they usually feel or act in particular situations. On the basis of their answers, they are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (T or F), and perceiving or judging (P or J). Since results provide insights into what individuals enjoy doing, using this test in employee selection can minimize personality-job conflicts. * * * * * * * The five-factor model ofpersonality—theBigFive—offers a comprehensive, unifying framework for identifying personality dimensions. The dimension ofextraversion capturesone’s comfort level with relationships. Extroverts tend to maintain a large number of relationships. Introverts tend to be reserved and have fewer relationships. The dimension ofagreeableness refers to a person’s propensity to defer to others. People high in this dimension value harmony more than having their own way. People low in this dimension focus on their own needs more than on the needs of others. The dimension ofconscientiousness refers to the number of goals on which a person focuses. Those high in this dimension pursue fewer goals and tend to be responsible, persistent, and achievement-oriented. Those low in this dimension tend to be more easily distracted, less focused, and more hedonistic. Emotional stability refers a person’s ability to withstand stress. People high on this