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tasks, events, etc. throughout our lifetimes. Recent research has suggested that several traits important in
understanding personality have an inherited or genetic component (Bouchard et al., 1990; Plomin and
Caspi, 1999; Krueger, 2000). Loehlin (1992) estimated that as much 40% of the variability in personality
could be attributed to inherited traits. As further evidence that personality preferences are at least partly
“hard wired,” Canli et al. (2001) found clear relationships between personality and reactivity in the brain
to emotional stimuli, particularly with regard to extraversion and neuroticism. These results suggest that
personality is a stable trait that can be measured or observed as part of the environment that may
influence how work is perceived and reacted to.
By understanding one's personality, we may be better able to understand the influence that psychoso-
cial factors have on individuals and, as a result, on the potential for MSD development. Our personalities
dictate our preferences for many life situations, including work. Theorist Allport (1937) wrote that per-
sonality is “
the dynamic organization within the individual of those psychophysical systems that
determine his unique adjustments to his environment.” This implies that personality is a system, that
it integrates both the physical and mental aspects of an individual, and that people are active in adapting
to their surroundings.
Personality theory has been applied extensively to occupational work. Several researchers have studied
individuals' personalities and how these interact with one's jobs. In situations where an individual's per-
sonality preferences were less matched with the nature of their work, higher rates of turnover (Myers and
Myers, 1980) and job dissatisfaction (Smart et al., 1986; Smith, 1988; Karras, 1990; Holland, 1996) were
found. Such incongruence also has created communication problems, inefficiency, and, at times, health
concerns (Shelton, 1996). Thus, there appears to be a link between the job environment and individuals'
reactions to it, depending on their personality preferences.
Understanding and determining one's personality is not an exact science. There is a wide range of com-
peting personality theories. The aim of this chapter is not to compare and contrast these theories or to
detail the specifics of all types of personality assessments that have been used historically. The goal,
however, is twofold. The first is to identify those personality theories that have a solid research foun-
dation. The second goal is to detail those personality assessment techniques that may best be suited
for use in studying occupational risk factors for the development of MSDs. Those listed have established
acceptable levels of reliability and validity, and could be used to address the interaction of individual
factors with risk factors for the development of MSDs.
...
25.2 Personality Assessments for Use in Occupational Settings
There are many different methods designed to measure personality. These differ dramatically in terms of
their theoretical bases and applicability, especially with regard to use in occupation settings. However,
they can be grouped based on their assessment strategies. Block (1993) categorized four such techniques.
L-data comprise information pertaining to one's life history or life record. These have been used, for
example, to assess aspects of criminal behavior. O-data consist of ratings by observers, such as
parents, peers, or spouses and have measured hyperactivity and ego. T-data are the result of standardized
tests or the use of experimentation. They are often used to study personality in relation to such functions
as conflict, arousal, and achievement motivations. S-data involve self-reporting, such as to determine the
various personality traits, for Type A behavior, and to study coping mechanisms. Each of these methods
has its strengths and weaknesses; however, a majority of assessment techniques are of the self-reporting
(S-data) type.
Five personality assessments and behaviors have been included in this review: The Minnesota Multipha-
sic Personality Inventory or MMPI; the Myers-Briggs Type Indicator; the Eysenck Personality Question-
naire; an assessment of Type A behavior, using the Jenkins Activity Survey; and the Five Factor Model.
Descriptions of each of these are described next. This is followed by a summary of how the personality
traits assessed from these tools can be used to study individuals' interactions with their work environments.
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