Individuals have a variety of personality traits, values, and attitudes that they bring with them into the workplace. These characteristics, whether stable or
transient, are termed dispositional factors. Because dispositional factors can be useful in predicting individual behavior and performance across diverse situations,
organizations value this information when hiring, developing, and promoting employees.
The concepts of personal dispositions often are referred to interchangeably in the literature as traits, personality, and individual characteristics. Job attitudes
research commonly uses situational variables (e.g., pay, work environment, task characteristics) as well as dispositional variables (e.g., conscientiousness,
neuroticism) as determinants of job attitudes.
In this Discussion, you will take a position on whether job attitudes are influenced more by situational or dispositions variables. You will also explore how certain
aspects such as gender, age, industry, or employee educational level might also play a mediating role.
To prepare for this Discussion:
Think about whether job attitudes are affected most by dispositional or situational factors. Consider aspects of gender, age, industry, or educational level that might
influence perceptions of situational and/or dispositional factors.
Read the article “The Relationship Between Personality and Job Satisfaction Across Occupations.” Consider how individual personality influences career choice and the
impact on P-E fit and commitment.
Read the article “Person-Environment Fit: A Review of its Basic Tenets.” Think about the individual and organizational attributes that employees consider most
important to them. Consider the impact of this and personality profiles on fit and job satisfaction.