Individual Behaviour &
Values
Group 1:
- Anindita K. Alkarisya (2306299134)
- Ni Kadek Ayuni S. (2306188563)
- Resti Duwiningrum (2306299576) Organizational Behavior
Presentation Outline
● Chapter 5 : Key Individual Differences and the Road to
Success
● Chapter 6 : Values, Attitudes, Job Satisfaction &
Counterproductive Work Behaviors
● Journal review : The Linkage Between Individual Value and
Knowledge Creation in Human Capital
● Movie reflection : The Pursuit of Happyness
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Chapter 5:
Key Individual Differences
and the Road to Success
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Understanding ‘Self’
● Self-Concept :
○ Self-esteem
○ Self-efficacy
● Sources of self-efficacy
○ Prior experience
○ Behavior models
○ Persuasion from others
○ Assessment of physical/emotional
state
● Based on prior research, there is a positive
correlation between self-efficacy & job
performance.
● Self-monitoring : the extent to which a
person observes his or her own self-
expressive behavior and adapts it to the
demands of the situation (Kreitner, 2012).
● There’s a positive relationship between high
self-monitoring & career success.
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Personality
● Personality is defined
as the combination of
stable physical and
mental characteristics
that give the
individual his or her
identity
● Are personality
models ethnocentric
and unique to the
culture in which they
were developed?
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Personality
● The proactive personality : someone who is relatively unconstrained by
situational forces and who effects environmental change. They identify
opportunities and act on them, show initiative, take action, and persevere
until meaningful change occurs. → Internal locus of control
● Conversely, External locus of control: tend to attribute key outcomes in their
lives to environmental causes, such as luck or fate.
What about Personality Testing in the Workplace?
● Personality testing as a tool for making decisions about hiring, training, and
promotion is commonplace.
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Abilities (Intelligence) and Performance
● Ability represents a broad and stable characteristic
responsible for a person’s maximum performance
on mental and physical tasks.
● A skill, on the other hand, is the specific capacity
to physically manipulate objects.
● Intelligence represents an individual’s capacity for
constructive thinking, reasoning, and problem
solving
● Human intelligence has been studied
predominantly through the empirical approach.
○ Charles Spearman (1927): all cognitive
performance is determined by two types of
abilities → general mental ability &
unique
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Seven Major Mental Abilities
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Multiple Intelligences
Gardner’s concept of multiple intelligences (MI) includes not only cognitive abilities but social
and physical abilities and skills as well
● Linguistic intelligence: Potential to learn and use spoken and written languages.
● Logical-mathematical intelligence: Potential for deductive reasoning, problem analysis,
and mathematical calculation.
● Musical intelligence: Potential to appreciate, compose, and perform music.
● Bodily-kinesthetic intelligence: Potential to use mind and body to coordinate physical
movement.
● Spatial intelligence: Potential to recognize and use patterns.
● Interpersonal intelligence: Potential to understand, connect with, and effectively work
with others.
● Intrapersonal intelligence: Potential to understand and regulate oneself.
● Naturalist intelligence: Potential to live in harmony with one’s environment.
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Emotions in The Workplace
Emotional intelligence → the ability
to manage oneself and one’s
relationships in mature and
constructive ways. There are 4 key
components:
● Self-awareness
● Self-management
● Social awareness
● Relationship management.
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Paving Your Road to Success with Lessons from OB
Psychological Capital : an individual’s positive psychological state of development and is
characterized by
1. having confidence (self-efficacy) to take on and put in the necessary effort to succeed
at challenging tasks;
2. making a positive attribution (optimism) about succeeding now and in the future;
3. persevering toward goals, and when necessary, redirecting paths to goals (hope) in
order to succeed; and
4. when beset by problems and adversity, sustaining and bouncing back and even beyond
(resiliency) to attain success.
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Chapter 6:
Values, Attitudes, Job
Satisfaction &
Counterproductive Work
Behaviors
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Schwartz’s Value Theory
Schwartz’s Value Theory
believes that value are motivational; on that they “represent board goals that apply across contexts and time.”
Value Conflicts
1. Intrapersonal Value Conflict
- Experience inner conflict and stress when personal values conflict
with each other
1. Interpersonal Value Conflict
- This type of value conflict often is at the core of personality
conflicts
1. Individual-Organization Value Conflict
- conflict can occur when organization values collide with
employees personal value
value congruence or person-culture fit reflects the similarity between
an individual’s personal values and the culture value system of an
organization
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Work versus Family Life Conflict
Practical Research Insight about Work/Family Conflict
- Work/family balance begins at home
- An employer’s family-supportive philosophy is more
important than specific program
- Informal flexibility in work hours and in allowing people
to work at home is essential to promoting work/family
balance
- Supportive bosses and spouse can help
- Take a proactive approach to managing work/family
conflict
Experts now believe family friendly program
are partially misguided because they focus on
balancing work/family issues rather than
integrating the,
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Attitudes
Attitude? learned predisposition toward a given object
If you have a positive attitude about your job - you would be more willing to extend yourself at work
1. Affective component
2. Cognitive component
3. Behavioral Component
Cognitive Dissonance
What Happens when Attitudes and psychological discomfort
Reality Collide? experienced when attitudes and
behaviour are inconsistent
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Attitudes Affect Behaviour via Intention
Ajzen Theory of Planned Behaviour
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Organizational Commitment
Extent to which an individual identifies with an organization and its goals
Why is it important?
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Job Involvement and Employee Engagement
Job Involvement
Extent to which an individual is immersed in his or her present job
1. manager increase at least 2 work attitude
2. manager providing work environment with intrinsic motivation
3. improving job involvement can reduce turnover
Employee Engagement
Individuals involvements, satisfaction and enthusiasm for work
1.Need fulfillment
2. Discrepancies
Job Satisfaction? 3. Value attainment
4. Equity
5. Dispositional/Genetic Components
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Major Correlates & Consequences of Job
satisfaction
Counterproductive Work Behaviour
1. Mistreatment of Others
2. Violance at Work
3. Cause and Prevention of CWBs
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Recent Research
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THE LINKAGE BETWEEN INDIVIDUAL VALUE AND KNOWLEDGE CREATION IN HUMAN
CAPITAL
(Journal 2022 Review)
Individual values reflects beliefs that are the basis for the strength of actions
that show individual characteristics.
Individual Values tend to be permanent (Schwartz, 2011).
Individual values can be obstacles for Knowledge Creation:
● The permanent Characteristic of individuals values (Speed of change and
uncertainty in the economic environment)
● There are many different value concepts from many individuals in an
organization(unavoidable value conflict)
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Individual values consist of terminal and instrumental values.
· Terminal values are goals and final states that one really wants to achieve during life
· instrumental values are the behaviors more desirable to achieve the terminal value.
Individuals value & knowledge creation
● Individual value is a foundation for understanding attitudes & motivations to achieve a desired goals.
● The goals to be achieved by individuals are in line with organizational goals.
● If the knowledge-based becomes an organization’s competitive advantage strategy, then the individuals in the
organization must also have the value to create knowledge.
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Limitations and future research
● This study has limited generalizability because it was conducted among only medium-sized companies. => research
to other size companies.
● This study did not examine the direct relationship between individual value and human capital => to examine this
direct effect of individual value on human capital.
● This study also does not examine the mediating role of knowledge creation on the influence between individual
value and human capital => to examine knowledge creation’s role as a full partial mediator on the relationship
between individual value and human capital.
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The Pursuit of Happiness
The movie "The Pursuit of Happyness" is a 2006 American biographical drama movie directed by Gabriele Muccino and
starring Will Smith as Chris Gardner, a homeless salesman.
The struggle of a common man, pursuing happiness, is accurately depicted in the movie. It shows how happiness is the end
piece of the puzzle of life. It is something you struggle or work hard to get. It is something you value deeply because there
was a time you needed it the most and you did not have it.
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Movie Key Takeaways:
Personality:
● Extraversion => sociability & friendliness => Chris sells bone scanners to doctor
● Agreeableness => Chris asks his son to sleep at the 1 one subway toilet
● Conscientiousness => Chris is dis-organized, negligent & unreliable BECOME discipline & organized during internship
● Emotional Stability => having some bad experiences at the same time before he went for interview.
● Openness to Experience => Chris Gardner is a very creative, carious, complex character. Gain his fulfillment with his
perseverance => collecting his knowledge for his internship. Intellectual curiosity => completing the rubix in the cab. Chris is
willing to try new job as a stock broker
Personal Values
● Family/Work conflict => Chris’ wife leave him
● Organizational commitment => works hard even though chris doesn't get paid as an intern
Multiple Intelligence
● Interpersonal intelligence : Chris has this intelligence to grow his connection -> able to work as an intern, closing with CEO
● Intrapersonal intelligence : Able to manage himself
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Thank You!
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