The Role of Personality in Organization Development: A Multi-Level Framework for Applying Personality to Individual, Team, and Organizational Change

Church, Allan H.; Rotolo, Christopher T.; Margulies, Alyson Landa; Giudice, Matthew J. Del; Ginther, Nicole M.; Levine, Rebecca; Novakoske, Jennifer; Tuller, Michael D.

doi:10.1108/s0897-301620150000023003

Cited by 18 publications

(24 citation statements)

References 69 publications

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“…It represents the sustainable development trend of the organization as well as the degree of public recognition and expectation of this trend. Church et al ( 2015 ) explored the relationship between personality characteristics and company development. He reminded and warned us that the character's role in organizational development was often ignored or underestimated.…”

Section: Methodsmentioning

confidence: 99%

The Dimensions of Organizational Character and Its Impacts on Organizational Performance in Chinese Context

Xiao

2018

Front. Psychol.

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As an organic entity, organizations are similar to humans, having unique organizational character which constitutes a source of competitive differentiation. This study aimed to explore the dimensions of organizational character and measure its impacts on organizational performance in a Chinese context. Since several previous studies have developed the definition and constitutions of organizational character in the context of developed countries such as America and England, this indigenous study provides new evidence from the perspective of an emerging economy. A research model using a qualitative analysis method was proposed to define the dimensions of organizational character. The connection between organizational character and organizational performance was empirically tested by a multi-ordered logit regression analysis with a survey of 205 observations in Chinese enterprises. The dimension of organizational character was finally extracted and summarized as six aspects including enterprise, conscientiousness, innovation, agreeableness, democracy, and Boy Scout. The results of the empirical analysis showed that the formation and cultivation of organizational character would directly improve an organizations' business performance as well as their growth potential. It is worth noting that a special part of organizational character, which may depend more on national culture or institutional background than organizational individuals, also has an impact on organizational performance. The findings can provide practical implications for Chinese companies and multinational companies that do or plan to do business in China. Entrepreneurs are suggested to make effective decisions on the cultivation of organizational character, since different types and specific levels of organizational character may have significantly different effects on organizational performance. This paper explored a novel theory to explain the antecedents of organizational performance, and could inspire scholars to expand the sources of organizational competitive advantage in the future.

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Section: Methodsmentioning

confidence: 99%

The Dimensions of Organizational Character and Its Impacts on Organizational Performance in Chinese Context

Xiao

2018

Front. Psychol.

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“…Personality is not just an important predictor of career-related outcomes, it also enables higher levels of career success and job performance by increasing self-awareness and guiding developmental interventions, particularly in leaders [37]. Indeed, many organizations determine the specific training requirements of leaders based on their personality scores [38].…”

Section: Relative Predictive Power Of Personalitymentioning

confidence: 99%

Stronger Together: Personality, Intelligence and the Assessment of Career Potential

Leutner

Chamorro‐Premuzic

2018

J. Intell.

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Personality and intelligence have a long history in applied psychology, with research dating back more than 100 years. In line, early developments in industrial-organizational psychology were largely founded on the predictive power of personality and intelligence measures vis-à-vis career-related outcomes. However, despite a wealth of evidence in support of their utility, the concepts, theories, and measures of personality and intelligence are still widely underutilized in organizations, even when these express a commitment to making data-driven decisions about employees and leaders. This paper discusses the value of personality and intelligence to understand individual differences in career potential, and how to increase the adoption of theories and tools for evaluating personality and intelligence in real-world organizational contexts. Although personality and intelligence are distinct constructs, the assessment of career potential is incomplete without both.

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“…Despite the importance of these data-related issues, there has been limited discussion on the psychometric properties of different types of assessment tools and their impact on organizational change interventions in the OD literature (Church, Rotolo, Margulies, et al, 2015). While the industrial-organizational psychology field has long focused on measurement properties (e.g., reliability, validity, purpose) at the individual level and for decision-making purposes (e.g., Atwater & Yammarino, 1992; Borman, 1997; Church, 2000; Lord, DeVader, & Alliger, 1986; Mabe & West, 1982; Scott & Reynolds, 2010; Watson & Clark, 1991), OD practice has largely been developmental in nature, and as a result, less concerned with these factors.…”

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confidence: 99%

“…One area where there is significant concern today in practice is the use of personality assessments. While personality tools have long been included as part of the OD practitioner’s suite of interventions, historically, these were tied primarily to individual feedback sessions and leadership development programs (e.g., Burke & Noumair, 2002; Church, Rotolo, Margulies, et al, 2015). In the late 1990s, there was little appetite for the use of personality measures in OD applications for making placement decisions on leaders, and, in some ways, this was counter to the overall approach of OD in the first place (e.g., Church, 2001, 2013).…”

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confidence: 99%

“…Similar to the trends noted by Bracken and Church (2013) with respect to 360-degree feedback, now that companies have become familiar with personality tools, there appears to be a shift in the industry to greater interest in using data available and even repurposing existing programs to support more decision-making goals. In response to this shift, Church, Rotolo, Margulies, et al (2015) introduced a new model to frame the issue regarding the use of personality in OD applications termed the “Personality Application Matrix Model” (PAMM), which outlined two key factors: level of intervention (micro, meso, and macro) and purpose of intervention (development vs. decision making).…”

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confidence: 99%

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Does Purpose Matter? The Stability of Personality Assessments in Organization Development and Talent Management Applications Over Time

Church

Fleck

Foster

et al. 2016

The Journal of Applied Behavioral Science

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Personality assessment has a long history of application in the workplace. While the field of organization development has historically focused on developmental aspects of personality tools, other disciplines such as industrial-organizational psychology have emphasized its psychometric properties. The importance of data-driven insights for talent management (e.g., the identification of high potentials, succession planning, coaching), however, is placing increasing pressure on all types of applied behavioral scientists to better understand the stability of personality tools for decision-making purposes. The current study presents research conducted with 207 senior leaders in a global consumer products organization on the use of personality assessment data over time and across two different conditions: development only and development to decision making. Results using three different tools (based on the Hogan Assessment Suite) indicate that core personality and personality derailers are generally not affected by the purpose of the assessment, though derailers do tend to moderate over time. The manifestation of values, motives, and preferences were found to change across administrations. Implications for organizational development and talent management applications are discussed.

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The Role of Personality in Organization Development: A Multi-Level Framework for Applying Personality to Individual, Team, and Organizational Change

Cited by 18 publications

References 69 publications

The Dimensions of Organizational Character and Its Impacts on Organizational Performance in Chinese Context

The Dimensions of Organizational Character and Its Impacts on Organizational Performance in Chinese Context

Stronger Together: Personality, Intelligence and the Assessment of Career Potential

Does Purpose Matter? The Stability of Personality Assessments in Organization Development and Talent Management Applications Over Time

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