Civil Engineering Reference
In-Depth Information
TABLE 25.2 Descriptions and Occupationally Related Traits of the Eight MBTI Personality Preferences
Personality Types
Extraversion (E) is a preference for active involvement and
quick action. Extraverts:
Introversion (I) is a preference for inner reflection of thoughts
and ideas. Introverts:
Like variety, action
Like quiet and periods of uninterrupted work
Are impatient with long, slow jobs
Are content working alone
Like to have people around
Have some problems communicating
Sensing (S) reflects a preference for dealing with physical
reality and facts. Sensors:
Intuition (N) is a preference for deriving meaning from
personal insight. Intuitors:
Like established ways of doing things
Dislike doing the same thing repeatedly
Enjoy using current skills than learning new ones
Enjoy learning new skills than using them
Work more steadily
Work in bursts of energy, with slack periods in between
Are patient with routine details
Dislike taking time with precision
Are good at precision work
Thinking (T) is a preference for making decisions based on
logic. Thinkers:
Feeling (F) is a preference for decision-making based on
personal values. Feelers:
Are uncomfortable dealing with people's feelings
Are people-oriented and aware of others' feelings
Like putting things into a logical order
Enjoy pleasing people
Are sometimes impersonal
Like harmony
Can reprimand and fire people when necessary
Need praise
Judging (J) is a preference to lead an orderly, planned life.
Judgers:
Perceiving (P) is a preference to lead a more spontaneous,
flexible life. Perceivers:
Like to keep and follow a plan of work
Adapt well to changing situations
Prefer to settle and finish things
May have trouble making decisions
Dislike interruptions, even for more urgent matters
Want to know all about a new job
Are curious about new work situation
Research generally supports the validity of Eysenck's personality questionnaires. Early studies provided
evidence of construct validity of the Eysenck Personality Inventory (White et al., 1968; Platt et al., 1971),
a precursor to the EPQ. Comparisons with other personality measures found the EPQ to be valid
and reliable on the extraversion- introversion and neuroticism scales but less so on psychoticism
(Wakefield et al., 1976; Goh et al., 1982; Caruso et al., 2001). Cronbach's alpha coefficients for these
scales range from 0.66 to 0.86 (Eysenck and Eysenck, 1994).
Eysenck's questionnaires were designed to be completed quickly. The revised version of the EPQ con-
tains 73 questions and takes about 10 to 15 min to complete. A short form contains only 57 items in
which respondents answer “yes” or “no.” It can be completed in 3 to 5 min.
The extraversion-introversion and neuroticism traits, in particular, have been linked to physical
response outcomes. As summarized by Pervin (2003), introverts tend to be more sensitive to pain and
are more easily fatigued. Those scoring high on the neuroticism scale are more likely to be anxious
and to experience body aches. These characteristics suggest the possible interaction between job
design and physical outcomes due to one's personality.
25.2.4 Type A Personality Behavior
Theories regarding patterns of Type A behavior were put forth most notably by Friedman and Rosenman
(1974). Individuals exhibiting this trait typically have characteristics such as those listed in Table 25.3.
This table implies that Type A traits can manifest themselves in one's physical conduct, personal attitudes,
and cognitive behavior. Type A behavior is not considered a rigid personality trait by some (Matthews
and Haynes, 1986) but rather the outcome from an interaction between one's predispositions and par-
ticular situations in which they find themselves. Type A behavior is included here because of its suspected
link with a number of physical responses.
Several studies have linked Type A behavior with coronary heart disease (CHD). This arose following
findings that the primary risk factors for CHD (i.e., smoking, hypertension, elevated serum cholesterol
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