了解人类行为的基础.pptVIP

Prentice Hall, 1999 Chapter 12 了解人類行為的基礎 學習目標 討論Myers-Briggs類型的指數 描述人格與工作的配適模式 解釋歸因理論 討論自我實現的涵義 學習目標 比較態度的三項組成要素 解釋認知失調理論 描述工作滿意度與生產力的關係 比較操作型制約與社會學習理論 以人格特質預測行為 以人格特質預測行為 認知的捷徑 自我實現的預期 六種通用的情緒 增強的時程 學習型態 人類行為的文化差異 J. L. Holland’s personality job-fit model is based on the notion of fit between an individual’s personality and his or her occupational environment. Holland identified six personality types: realistic, investigative, social, conventional, enterprising, and artistic. Each of the six personality types has a congruent occupational environment, as shown in the table above. Holland developed a Vocational Preference Inventory questionnaire that contains 160 occupational titles. Respondents indicate which of those occupations they like or dislike, and their answers are used to form personality profiles. The figure above shows that the closer two fields or orientations are in the hexagon, the more compatible they are. Adjacent categories are quite similar, whereas those diagonally opposed are highly dissimilar. The bottom line is (according to Holland) that satisfaction is highest and turnover is lowest when personality and occupation are in agreement. For instance, a realistic person in a realistic job is in a more congruent situation than a realistic person in an investigative job. A realistic person in a social job is the most incongruent situation possible. People act on their perceptions, not on reality. Because these perceptions can be distorted, people often misinterpret events and activities. When managers want to explain or predict someone’s behavior, they must understand that person’s perception of the world: how he or she organizes and interprets sensory impressions to give meaning to his or her environment. Factors that can shape or distort perception can reside in the perceiver, in the object, or target, being perceived, or in the context in which the perception is made. When an individual attempts to interpret a target, the following character