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Personality As A Determinant Of Innovative Behaviour In The Workplace
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1.9 THEORETICAL FRAMEWORK
Personality
trait has been defined by many scholars is different ways, Schultz
& Schultz (2005) explained personality as many attributes of an
individual, a totality or collection of various characteristics that
goes beyond superficial physical qualities. The word encompasses a host
of subjective social and emotional qualities as well, ones that we may
not be able to see directly, that a person may try to hide from us, or
that we may try to hide from others. And when we talk about personality
we talk about what makes a person different from other people, perhaps
unique (Akinfala, 2005). Having established what personality entails,
reviews of relevant theories of personality to this study are discussed
below
1.9.1 FIVE-FACTOR THEORY
The Five-factor model delineates
five broad traits- extraversion, neuroticism, agreeableness,
conscientiousness, and openness to experience (Moss, 2008). Costa &
McCrae (1992 cited in Moss 2008) identified six facets that correspond
to each trait. For example Individual who exhibit Extraversion are
gregarious, assertive, warm, positive, and active and as well seek
excitement. The six facets that underpin Neuroticism include exhibition
of anxiety, depression and hostility as well as feel self-conscious, act
of impulsively and experience a sense of vulnerability, unable to
accommodate aversive events. Agreeableness can be inferred through
traits such as trust in other individuals, Straightforward and honest
communication, altruistic and cooperative behaviour, compliance rather
than defiance, modesty and humility, as well as tender, sympathetic
attitudes. Openness to experience is the final trait, which relates the
extent to which individuals are open to fantasies, aesthetics, feelings
as well as novel actions, ideas and values, open individuals prefer
novel intense, diverse and complex experiences, while closed individuals
prefer familiar tasks and standardized routines (McCrae, 1996 cited in
Moss 2008).
The relevance of this theory to the present study is
that, individuals in an organisation possesses these traits and on
several occasions, these traits has been the determinants of employee
performance of task and duties, therefore it will be important to know
whether individuals possessing any of these traits will exhibit
innovative behaviour.
1.9.2 THEORY OF PLANNED BEHAVIOUR
The theory
of planned behaviour (TPB) is one of the most widely cited and applied
behaviour theories. It is one of a closely inter-related family of
theories which adopt a cognitive approach to explaining behaviour which
centres on individuals’ attitudes and beliefs. The TPB evolved from the
theory of reasoned action (Fishbein and Ajzen 1975 cited in Morris,
Marzano, Dandy, & O’Brien 2012) which posited intention to act as
the best Predictor of behaviour. Intention is itself an outcome of the
combination of attitudes towards behaviour. That is the positive or
negative evaluation of the behaviour and its expected outcomes, and
subjective norms, which are the social pressures exerted on an
individual resulting from their perceptions of what others think they
should do and their inclination to comply with these. The TPB added a
third set of factors as affecting intention (and behaviour); perceived
behavioural control. This is the perceived ease or difficulty with which
the individual will be able to perform or carry out the behaviour, and
is very similar to notions of self-efficacy.
Morris, Marzano, Dandy,
& O’Brien (2012) explained that TPB is suited to predicting
behaviour and retrospective analysis of behaviour and has been
particularly widely used in relation to health and other sphere of Life.
Evidence suggests that the TPB can predict 20-30% of the variance in
behaviour brought about via interventions, and a greater proportion of
intention (Morris, Marzano, Dandy, & O’Brien 2012).
With the
assertions of this theory that, individuals tends to plan the outcomes
of their action within their cognition before going into it. In view of
the present study, it will be important to know, if individuals that
possess any of the personality of study, with a positive perception of
the outcomes of innovative behaviour, will exhibit innovative behaviour.
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ABSRACT - [ Total Page(s): 1 ]This dissertation explores Personality traits as a determinant of Innovative behaviour in the workplace. The relationship between Personality traits and Innovative behaviour in the workplace were examined.A convenience sample of 200 participants was drawn for the study. The data was gathered with the aid of a standardized structured questionnaire, comprising of an innovative scale and a big five personality scale.The results were correlated using Pearson product moment correlation. The results g ... Continue reading---
