Philippine Christian University

1648 Taft Avenue corner Pedro Gil Streets

Malate, Manila
 

Person a li t y, Atti t ud e s,
a nd Wo r k Beh av io rs
Course:MANAGEMENT Module

The s e co nd g rou p m e m b e rs ： L i u Y a n 刘 燕 、 T a n M e n g Z I 唐 梦 梓 、 M a N I N a 马 妮 娜 、
Li Ming Yue 李明月、 He Jun Chu 何均初

jun./5/2021
目录
01 04
Understand the roles of personality Define the concept of person-organization
and values in determining work fit and how it affects work behaviors
behaviors

02 05
Explain the process of perception
and how it affects work behaviors Be able to develop your positive attitude skills

03
Identify the major work attitudes
that affect work behaviors
01
Understand the roles of pers
onality and values in determ
ining work behaviors

Reporter ： Liu Yan

 1 . U n d e rs t a n d t h e r o l e s o f p e rs o n a l i t y a n d v a l u e s i n d e t e r m i n i n g w o r k b e h a v i o r s .

Introduction: Individuals have different jobs. They have various personalities, values, and attitudes. When they go into companies,
their characteristics affect how they behave and perform.
1.1.1 Personality encompasses a person’s relatively stable feelings, thoughts, and behavioral patterns. Each of us has a unique
personality that differentiates us from other people, and understanding someone’s personality gives us clues about how that
person is likely to act and feel in various situations.
1.1.2 Big Five personality dimensions: openness, conscientiousness, extraversion, agreeableness, and Neuroticism.
1.1.3 The effects of personality for employee behavior
Is our behavior in organizations dependent on our personality? To some extent, yes, and to some extent, no. While we will discuss
the effects of personality for employee behavior, you must remember that the relationships we describe are modest correlations.
For example, having a sociable and outgoing personality may encourage people to seek friends and prefer social situations. This
does not mean that their personality will immediately affect their work behavior. At work, we have a job to do and a role to
perform. Therefore, our behavior may be more strongly affected by what is expected of us, as opposed to how we want to behave.
1.2 Values express a person’s life goals; they are similar to personality traits in that they are relatively stable over time. In the
workplace, a person is more likely to accept a job that provides opportunities for value attainment. People are also more likely to
remain in a job and career that satisfy their values.
1.2.1 The roles of values in work behaviors.
Values determine people's evaluation of the significance of work, organizations, special events, etc.Values are the criteria by which
an individual evaluates his or her work experience.
Values are the key factors affecting employees' work behavior, which is essentially the cognition of job-related factors.
Self- validation theory is that people's behavior usually is consistent with the self-concept, when employees work values is positive,
employees will perform more positive working behavior on the contrary in order to verify the self -concept, when employees work
values are negative, they will be more negative behavior to keep consistent with their own cognitive in the work.
1.2.2 working behaviors include job performance, organizational citizenship behavior, attendance and withdrawal behavior.
The relationship between job values and job performance, organizational citizenship behavior and dimission behavior is further
analyzed.
Under the framework of self-verification theory, when an employee is a person who pays attention to economic returns, that is, is
oriented by utilitarian values, he or she will hope to exchange better work performance for higher material returns at work.When
employees pay attention to the degree of work in line with their own interests and expectations, that is, within the preference
value oriented, employees will be in a favorite industry and work circle working in the environment leads to higher performance.
1.2.3 The relationship between values and organizational citizenship behavior.
Organizational citizenship behavior (OCB) refers to employees' voluntary work behavior that is not formally stipulated in the
compensation system of the organization and is beneficial to the organization.
1.2.4 The relationship between values and dimission behavior.
Dimission behavior refers to the behavior that employees leave the current job due to the influence of some factors when they
work in an organization.
02
Explain the process of pe
rcepti on and how it aff ect
s work behaviors

Reporter ： Tan Meng ZI

 T h e i n fl u e n c e o f p e r c e p ti o n o n w o r k b e h a v i o r

1. What is perception ？
1.1 Introduction:
Perception is a series of processes in which consciousness perceives, feels, notices and perceives internal and
external information. Perception can be divided into sensory processes and perceptual processes.
1.2 Classification of perception:
The perceived information in the sensory process includes the internal physiological state and psychological
activities of the organism, as well as the existence and relationship information of the external environment.
Feelings not only receive information, but are also affected by psychological effects.
In the process of perception, sensory information is processed in an organized way and the existing form of things is
understood and recognized. The perceptual process is divided into three stages: sensory stage, perceptual
organization stage and recognition and recognition stage.
1.3 Source of perception
Perception is the brain's understanding, filtering, and organization of information from various sources to
produce an opinion about someone or something. The formation of perception is sometimes influenced by
wrong information or illusion, or even the influence of personal preferences on information selection. And
once it's formed, it tends to become a thought pattern, and the next time you make a judgment, your
thinking is influenced by a kind of inertia.
2 .The infl uence of percepti on on work behavior
Many times we are the objects of some kind of "perception", or an individual who "perceives" others. The wrong
or too biased perception will make the resistance to work and cooperation become great.
Changing an inherent perception at work is a very difficult thing, not urgent, but also can not be delayed. In our
jobs, people will perceive you positively, but negative perceptions are always inevitable. How to get others to treat
us fairly, often the first step is to see ourselves clearly, see our own shortcomings, and at the same time, have
confidence in the right thing to do and the right decision to make. And more importantly, in ordinary life, we should
try our best to eliminate some negative perception at the early stage of formation. Every mistake we make becomes
our accumulation and experience. But for every mistake, we have to pay a price. Work at ordinary times, do not save
luck, as far as possible to let the starting point and way of doing things stand scrutiny. You can't be lazy where you
need to communicate more. Avoid mindless mistakes. Avoid making the same mistake or shortcoming more than
once. As long as what you do comes from your own heart and can withstand scrutiny, you won't let some negative
perceptions become an indelible label.
03
Identi fy the major work atti
tudes that aff ect work beha
viors

Reporter ： Ma NI Na
3 . I d e n ti f y t h e m a j o r w o r k a tti t u d e s t h a t a ff e c t w o r k b e h a v i o r s .

An attitude refers to our opinions, beliefs, and feelings about aspects of our environment. We have attitudes
toward the food we eat, people we meet, courses we take, and things we do. At work, two job attitudes have the
greatest potential to influence how we behave. These are job satisfaction and organizational commitment.
Job satisfaction refers to the feelings people have toward their job. If the number of studies conducted on job
satisfaction is an indicator, job satisfaction is probably the most important job attitude. Organizational commitment
is the emotional attachment people have toward the company they work for.
A highly committed employee is one who accepts and believes in the company’s values, is willing to put out effort
to meet the company’s goals, and has a strong desire to remain with the company. People who are committed to
their company often refer to their company as “we” as opposed to “they” as in “in this company, we have great
benefits.” The way we refer to the company indicates the type of attachment and identification we have with the
company.
3.1.1
3 . 1 Factors
J o b s athat
ti s f affect
a c ti o job
n asatisfaction
nd job behavior
the job itself, salary, promotion, management of superiors, co-workers.
3.1.2 Job satisfaction and employee turnover
When employees are unhappy with their jobs, they will try to get out of work. The two main forms include absenteeism and separation (job-hopping).
3.1.3 Job satisfaction and job performance
The link between satisfaction and performance has been extensively studied. One view is that satisfaction leads to good performance; Another view is that
good performance leads to satisfaction.
3.1.4 Exit-Voice-Loyalty Neglect(EVLN ）
Exit ,This includes looking for another career or transferring to another department of work. Voice , Not only do not escape, but try to change the
dissatisfaction. Loyalty, Patiently wait for the problem to solve itself or be solved by someone else. Neglect ,Reduce effort, pay less attention to quality, and
increase absenteeism and tardiness.
3.1.5 Differences in job satisfaction
The overall situation of job satisfaction is complicated, and it's not that people in different jobs are equally satisfied with their jobs.
White collar workers (managers and technicians) have higher job satisfaction than blue collar workers (manual workers and factory workers).
Older people generally have higher job satisfaction than younger people.
People with work experience are more satisfied with their jobs than novices without work experience.
A person may have different attitudes towards different aspects of work.
3.1.6 Increase job satisfaction 提高工作满意度六、提高工作满意度
• To make work or the workplace more interesting and engaging.
• Wage equity.
• Let employees engage in work they are interested in.
• Avoid tedious, repetitive tasks.
 3 . 2 O r g a n i z a ti o n a l c o m m i t m e n t a n d w o r k b e h a v i o r

3.2.1 Types of organizational commitment

Affective Commitment
Identify with the organization's goals and values and be willing to remain in the organization.
Continuance Commitment
Employees want to stay in the organization because they can't afford to leave.
Normative Commitment
Employees feel they deserve to stay in the organization.
3.2.2 Michaels & Spector(1982) demonstrated that organizational commitment was significantly negatively
correlated with dimission, that is, the higher the organizational commitment, the lower the dimission intention. The
research of Allen(1984) also confirmed that job satisfaction is significantly correlated with emotional commitment
and continued commitment. Employees with continued commitment may be ready to "job-hop" at any time.
3.2.3 The role of organizational commitment
Employees with high levels of organizational commitment are more likely to stick to their posts. The higher the level
of organizational commitment, the more difficult it is for employees to resign or be absent from work.The
organization promises to keep employees committed to their jobs and value their time at work. Employees with high
levels of organizational commitment are willing to make sacrifices for the organization.
04
Defi ne the concept of perso
n-organizati on fi t and how it
aff ects work behaviors
Reporter ： Li Ming Yue
 1.Person-organizati on fi t and Person-job fi t
人 - 组织契合度和人 - 工作匹配度

Person-organization fit refers to the degree to which a person’s personality, values,

goals, and other characteristics match those of the organization.
Person-job fit is the degree to which a person’s knowledge, skills, abilities, and other
characteristics match the job demands. Human resources professionals often use the
abbreviation KSAO to refer to these four categories of attributes.
人 - 组织契合度是指一个人的个性、价值观、目标和其他特征与组织的契合程度。
人 - 工作匹配度是指一个人的知识、技能、能力和其他特征与工作要求的匹配程度。
人力资源专业人士经常使用缩写 KSAO 来指代这四类属性。
2 .T h e re l ati o n s hi p b et we e n p e rs o n -o rga n i zati o n a l fi t a n d w o r k b e h av i o r
人 - 组 织契 合度 和工 作行 为的 关系

When people fit into their organization, they tend to be more satisfied with their jobs,
more committed to their companies, are more influential in their company, and remain
longer in their company.
当人们融入他们的组织，他们往往更满意他们的工作，更致力于他们的公司，在他们
的公司更有影响力，并留在他们的公司更长的时间。一些研究发现个人 - 组织契合度和工
作绩效之间存在正相关关系，但这一发现并不是在所有研究中都存在。
 3. person-organizati o nal in our companies
人 - 组织契合度的管理应用实践

I work for a company engaged in the hr management, in daily work, I applied the principles of management through the
following way ：
1)Through individual comprehensive tests and irregular assessment of employees' matching with organizational
values,Pay attention to the ideological education of employees, provide regular ability training, improve the working
environment and other ways to improve the Person-organization fit.
2)By helping the new generation of employee career management and planning, career growth platform provides channels
for learning, combining professional growth platform and enterprise development, proper arrangement work rotational
platform construction attaches great importance to the employees' professional growth.
1 ）通过个人综合测试、不定期评估员工与组织价值观的匹配，注重员工思想教育 , 加大宣传力度、定期提供能力培训、改善工
作环境等方式提高人 - 组织匹配度 ;
2 ）通过帮助新生代员工做好职业生涯管理和规划、铺设职业成长平台提供学习的渠道、将职业成长平台与企业发展相结合、
适当安排工作轮岗等方式重视员工职业成长平台建设。
05
Be able to develop your
positi ve atti tude skills

Reporter ： He Jun Chu

 1.Definition
An individual's stable
psychological inclination
toward a particular object
(person, idea, emotion, or
event, etc.)
2.The main factors that influence attitudes
（ 1 ） behavior ；（ 2 ） cognitive ；（ 3 ） mood ；（ 4 ） worth
3.There are different kinds of
attitudes
Positive Attitude
Negative attitude
4.Everybody should know
（ 1 ） Attitude is part of a person's inner
quality
（ 2 ） Attitude is one kind of subjective and
active reflection of individual to things
5.The power of a positive attitude

（ 1 ） It makes people more optimistic,keep a cheerful mood

（ 2 ） improve self-confidence ， strengthen the courage to
overcome difficulties
（ 3 ） Enhance creativity ， the opportunity to have more success
（ 4 ） To bring outstanding work quality to the job
（ 5 ） Improve personality charm, more people appreciate you, like
you
（ 6 ） Maintain a good attitude in the face of loss and gain
6.How to develop positive attitude skills

I think there are a few main points ：

（ 1 ） Always use positive words when dealing with anything or anyone
（ 2 ） Keep smiling
（ 3 ） Use creative
（ 4 ） Be brave enough to face any difficulty ， maintain a sense of
mission at work
（ 5 ） Self motivation
（ 6 ） Engage in constructive self-talk
（ 7 ） To learn more,Communicate with positive people
THANKS