|
Trait activation theory is a personality theory of work performance based on the concept of trait activation, that is derived from an integration of trait theory, situationism, and personality-job fit theory. Trait theory is a psychological approach that includes studying personality traits as relatively stable individual differences that describe general predispositions or predictable common patterns of thinking and experiencing emotions that influence behavior. In fact, personality traits have been associated with important life outcomes (seePersonality and life outcomes). The most well-known description or categorization of personality traits is called the “Big Five personality traits” which includes five broad personality dimensions: conscientiousness, extraversion, agreeableness, openness, and neuroticism (or emotional stability;). In personality psychology there has been a long-standing person-situation debate wherein trait theorists suggested behavior could be predicted by analyzing consistent personalities across situations, but “situationists” disagreed that personalities were as consistent as trait theorists suggested. Situationists argued that the external situation – not general traits – was what influenced behavior. Today, most personality psychologists adhere to an interactionist perspective, where both person and situation contribute to human behavior; as a result, the primary debate no longer exists. Personality-job fit theory (based on the broader concept of person-environment fit) suggests that certain jobs environments are more suited to individuals with certain personality characteristics, and that hiring individuals who are the best “fit” will result in higher employee satisfaction, well-being and better job performance. In other words, personality-job fit theory is based on an interactional model which suggests that both person and situation interact to influence behavior. Trait activation theory is based on a specific model of job performance, and can be considered an elaborated or extended view of personality-job fit. Specifically, “trait activation is the process by which individuals express their traits when presented with trait-relevant situational cues.” (, p. 502) These situational cues may stem from organization, social, and/or task cues. These cues can activate personality traits that are related to job tasks and organizational expectations (i.e., job performance) that the organization values, or certain cues may elicit trait-related behaviors that are not directly related to job performance. ==History== The principles of trait activation can be traced back as early as 1938, when Henry Murray described that situations “press” individuals to exhibit traits. Tett, Simonet, Walser, and Brown (2013) summarized the key contributions of others’ ideas that proceeded and influenced trait activation theory with the following quotes: * “Trait and situation form two sides of the same coin that cannot be separated from each other” (, p. 39) * “Traits influence behavior only in relevant situations…Anxiety for example, shows up only in situations that the person finds threatening” (, p. 29) However, three primary researchers, Robert P. Tett, Hal A. Guterman, and Dawn D. Burnett, are associated with introducing the theory through two focal papers ( ;). 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Trait Activation Theory」の詳細全文を読む スポンサード リンク
|