| Introduction to the Series | ix |
| Preface | xi |
| 1. | The Role of Personality in Organizations | 1 |
| John's Description of His Supervisor | 4 |
| The View of John's Coworkers | 6 |
| Use of Personality and Social Cognition to Explain Individual Differences in Framing and Analysis | 8 |
| Justification Mechanisms for Aggression | 9 |
| Socially Adaptive Individuals | 13 |
| Conditional Reasoning | 16 |
| General Comment: Personality in Organizations | 18 |
| Organization of This Book | 18 |
| 2. | Fundamental Concepts of Personality | 21 |
| Traits: The Behavioral Indicators of Personality | 22 |
| The Trait of Achievement Motivation | 24 |
| Characteristics of Traits | 25 |
| The Trait of Fear of Failure | 26 |
| A Caveat of Multiple Causation | 28 |
| Causes of Traits: Needs (Motives) | 29 |
| The Need to Achieve | 29 |
| The Need to Avoid Failure | 30 |
| Resultant Achievement-Oriented Tendency and Relative Motive Strength | 31 |
| How Do Needs Influence Traits? | 33 |
| The Mediating Role of Social Cognition in Need-Trait Relationships | 34 |
| Conditional Reasoning as a Product of Justification Mechanisms | 38 |
| The Five Themes of the Social Cognitive Approach: A Further Attempt to Integrate the Trait and Social Cognition Approaches | 47 |
| Developmental and Self-Regulatory Processes for AMs | 48 |
| Environmental Influences on Motivation: The Person-by-Situation Interaction and Person-Environment Fit | 52 |
| Cross-Situational Consistency, Situational Specificity, and Coherence | 60 |
| Concluding Comments | 69 |
| 3. | Personality Variables | 71 |
| Prominent Traits in Contemporary Personality | 71 |
| The Etiology of "Trait" | 72 |
| Allport and the Idiographic Versus Nomothetic Approach to Traits | 72 |
| The Organization of Traits | 78 |
| Broad Categories of the Social Cognitions That Are Used to Justify Characteristic Behavioral Adjustments | 90 |
| Types of Implicit Biases That Give Rise to Justification Mechanisms | 95 |
| How JMs Influence Reasoning Strategies | 102 |
| Implicit Biases: Wanted or Unwanted | 105 |
| 4. | The Measurement of Personality in Organizational Settings | 107 |
| Criteria for Evaluating Measurement Procedures | 108 |
| Reliability | 108 |
| Validity | 111 |
| Exemplars of Measurement Techniques for Personality | 113 |
| Self-Report Measures | 113 |
| Projective Techniques | 132 |
| Conditional Reasoning Measures | 136 |
| An Efficient, Indirect System for Measuring Implicit Reasoning Biases | 138 |
| Justification Mechanisms | 142 |
| Use of Discretionary Judgments of Logical Persuasiveness to Make Inferences About JMs | 146 |
| Conditional Reasoning Test for Aggression | 150 |
| Model for Empirical Validation Analyses | 152 |
| Psychometric Evaluation of the Conditional Reasoning Test for Aggression | 155 |
| Estimates of Reliability | 156 |
| Results of Eight Empirical Validation Studies | 157 |
| Conclusions | 163 |
| Concluding Comments | 163 |
| 5. | Three Fertile Domains for Future Personality Research in Organizations | 165 |
| Integrative Models of Personality Assessment | 166 |
| Channeling Hypothesis | 167 |
| Integrative Model | 168 |
| Integrative Models Based on Self-Reports and Conditional Reasoning | 173 |
| Coherence | 195 |
| Situational Discriminativeness in Organizational Research | 196 |
| In Search of Coherence | 199 |
| Differential Framing | 206 |
| Does Job Satisfaction Have Dispositional Components? | 209 |
| Conclusion | 215 |
| Closing Comments | 215 |
| References | 217 |
| Index | 241 |
| About the Authors | 251 |
