Implications for Thriving at Work€¦ · Implications for Thriving at Work Prof. Stephen A. Woods...
Transcript of Implications for Thriving at Work€¦ · Implications for Thriving at Work Prof. Stephen A. Woods...
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The Influence of Work on Personality
Development and Change through Life:
Implications for Thriving at Work
Pro f . S tephen A . W oods Ph .D. CPsycho l .
Professor of Work and Organizational Psychology
People and Organizations Department, Surrey Business School
University of Surrey, UK
Keynote Address to the BPS Division of Occupational Psychology Conference, January 2019
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To observe personal i ty change and development effects,
work demands and trai ts must be viewed as dynamic
Understanding the mechanisms of change and
development requires new models and theory: the
Demands-Affordances Transactional (DATA) Model
A dynamic view of personal i ty trai ts at work:
impl ications for practice and thriving at work
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OVERVIEW
I n t r o d u c t i o n
What we know about personal i ty development
and change at work: the evidence base
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STUDYING PEOPLE DYNAMICALLY: UNEMPLOYMENT
I n t r o d u c t i o n
Zhou, Zou, Woods & Wu (in press 2019) The Restorative Effect of Work after Unemployment: An
Intra-individual Analysis of Subjective Well-being Recovery through Re-employment. Journal of
Applied Psychology
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Dynamic and personal – within-person, over t ime
From individual differences to individual growth
D Y N A M I C P E R S O N A L
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THRIVING AT WORK
I n t r o d u c t i o n
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Personal i ty (the relat ively enduring pattern of thoughts,
feel ings, and behaviors that dist inguish from one another)
Personal i ty is often assumed to be stable and stat ic,
yet studies have shown that personal i ty can change,
even in adulthood
Studying the impact of work requires a fundamental change
in how we treat personal i ty and work variables in research
- (Lodi-Smith & Roberts, 2007; Roberts & Mroczek, 2008; Roberts, Walton, & Viechtbauer, 2005)
0 5S e c t i o n 1
SECTION 1
PERSONALITY DEVELOPMENT & CHANGE
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The val idi ty question
- Trait x, predicting outcome y
0 6S e c t i o n 1
THE DYNAMICS OF WORK ENVIRONMENTS
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0 7S e c t i o n 1
THE DYNAMIC NATURE OF JOB DEMANDS
T ho r esen , B r ad ley , B l i ese , T ho resen ( 2004)
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0 8S e c t i o n 1
TRAIT ACTIVATION THEORY
Tett & Burnett (2003)
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The Dynamic Developmental Model (Woods et al . , 2013)
Personal i ty trai ts are more or less sal ient over t ime based on
short- term dynamics of job demands and long-term career stages
0 9S e c t i o n 1
THE DYNAMICS OF WORK ENVIRONMENTS
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1 0S e c t i o n 1
A DYNAMIC DEVELOPMENTAL PROCESS
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11S e c t i o n 1
A DYNAMIC DEVELOPMENTAL MODEL
Woods, S. A., Lievens, F., De Fruyt, F., & Wille, B. (2013). Personality across working life: The longitudinal
and reciprocal influences of personality on work. Journal of Organizational Behavior, 34, S7-S25.
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Allan, Leeson, De Fruyt, & Martin (2018).
Bleidorn, Klimstra, Denissen, Rentfrow,
Potter, & Gosling (2013).
Denissen, Luhmann, Chung, & Bleidorn (2018).
Hudson, Briley, Chopik & Derringer, (2018)
Hudson & Roberts (2016)
Hudson & Fraley (2015)
Hudson & Fraley (2016)
Le, Donnellan, & Conger, (2014).
Nies, & Zacher (2015).
Roberts, Caspi & Moffitt (2003).
Roberts & Mroczek (2008)
Roberts, Wood, & Smith (2005)
Sutin & Costa (2010)
Wille, Beyers & De Fruyt (2012)
Wille & De Fruyt (2014)
Woods, Hampson, Edmond & Lievens (2016)
Wrzus & Roberts (2017)
Wu (2016)
Lüdtke, Roberts, Trautwein & Nagy (2011)
Roberts (2006)
Roberts & DelVecchio (2000)
Roberts, Robins, Caspi & Trzesniewski (2003)
Roberts, Wood, & Caspi (2008)
Chapman, Hampson & Clarkin (2014)
Woods, Lievens, De Fruyt & Wille (2013)
Woods, Wille, Wu, Lievens & De Fruyt (2019)
Tasselli, Kilduff & Landis (2017)
Watson & Humrichouse (2006)
Mroczek & Spiro (2007)
I NTERVENTI O N STUDI ES
Roberts, Luo, Briley, Chow, Su & Hill (2017). Meta analyses of 207 clinical intervention samples
NO RM ATI VE DEVELO PM ENT
Roberts, Walton & Viechtbauer (2006) Meta-analysis of longitudinal studies comprising 92 samples
SECTION 2
WHAT IS THE EVIDENCE BASE FOR PERSONALITY CHANGE AND DEVELOPMENT
S e c t i o n 2 1 2
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Roberts, Caspi & Moff i t t (2003)
Le, Donnelan & Conger (2011)
1 3S e c t i o n 2
Wu (2016)
KEY STUDIES: JOB DEMANDS
- The corresponsive pathway describes how the traits that select people into
environments are subsequently developed by experiences in those environments
- Job demands-control: effects on development of the Big Five
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Will ie, Beyers & De Fruyt (2012) / Wil le & De Fruyt (2014)
Woods, Hampson, Edmonds & Lievens (2019)
1 4S e c t i o n 2
KEY STUDIES: VOCATIONAL DEMANDS
- Investment and participation in career roles
- Holland’s RIASEC vocational environments
- Vocational environments and personality development from childhood to middle age
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1 5S e c t i o n 2
THE LONGITUDINAL INTERPLAY OF TRAITS & WORK
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1 6S e c t i o n 2
CHILDHOOD TRAITS & OCCUPATIONS
Woods, S. A., Edmonds, G., Hampson, S. E., Lievens, F. (2019). How Our Work Influences
Who We Are: Testing a Theory of Vocational and Personality Development over Fifty Years.
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S e c t i o n 3 1 7
SECTION 3
THE DEMANDS - AFFORDANCES TRANSACTIONAL (DATA) MODEL
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Demands represent micro and macro features of the work environment
Affordances
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- Job, vocation, group, organization
- Demands call upon personality traits as personal resources – what traits do work demands call for?
- Demand-salience of traits (Judge & Zapatta, 2015; Bartram, 2005; Hogan & Holland, 2003)
DEMANDS & AFFORDANCES
S e c t i o n 3
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Psychological exchange between perceptions of the demands
of the work si tuation and the deployment of resources
Guiding mechanism: Person-Environment Fit
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THE TRANSACTION
S e c t i o n 3
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Development f lows from an interaction of person - environment – behavior
(Social Learning Theory)
Consistency of Demands and Affordances determines
the development mechanism
2 0
DEVELOPMENT MECHANISMS
S e c t i o n 3
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2 1S e c t i o n 3
DEVELOPMENT MECHANISMS
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2 2S e c t i o n 3
DEVELOPMENT MECHANISMS
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Behaviour change serves to enable development
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BEHAVIOUR & GOALS
Hudson, Bri ley, Chopik, Derringer (2018)
S e c t i o n 3
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2 4
THE DATA MODEL
S e c t i o n 3
Woods, S. A., Wille, B., Wu, C. H., Lievens, F., & De Fruyt, F. (2018). The influence of work on
personality trait development: The demands-affordances TrAnsactional (DATA) model, an integrative
review, and research agenda. Journal of Vocational Behavior.
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2 5S e c t i o n 4
SECTION 4
IMPLICATIONS FOR THRIVING
People who are thriving experience…“growth and momentum marked
by both a sense of feel ing energized and al ive (vi tal i ty) and a sense
that they are continual ly improving and gett ing better at what they
do (learning)” (Porath, Spreitzer, Gibson and Garnett (2012) ).
Selection, learning & development and identi fying
the signs of thriving
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Selection and person-job f i t
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SELECTION
How do our assumptions change when
aspects of both are treated dynamical ly?
Social ization and adjustment – ensuring
people thrive once recruited
S e c t i o n 4
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Passive versus active development: role of intervention
2 7
LEARNING & DEVELOPMENT
What are the effective development strategies for work adjustment
- Coaching, goal-setting, behavioural strategies
What about the vol i t ion?
- Aspiration to change
Is development an adaptive process
- Impact on well-being over time
S e c t i o n 4
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Vital i ty and learning
2 8
SIGNS OF THRIVING
S e c t i o n 4
Adjustment and personal growth
Impact on wel l -being, engagement and performance
Might personal i ty trai t change and development,
l ike other forms of personal growth, be seen as
a sign of thriving at work?
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FOR OCCUPATIONAL & ORGANIZATIONAL PSYCHOLOGY
SELECT, ASSESS, MEASURE,
RESEARCH AND DEVELOP
2 9S e c t i o n 4
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Thank you
Questions?
s .a .woods@sur rey.ac .uk
Goog le Scho la r : h t t ps : / / t inyu r l . com/y8n9 l8q2
Ar t i c le on DATA Mode l i n JVB: h t tps : / / t inyur l . com/ y9u fn7kp
See a lso Researchgate o r emai l f o r advance copy
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Exp lo r ing the Long i tud ina l Deve lopment and In te rp lay o f Pe rson
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Thursday 10 th January, 11 .05 , Co rnwa l l Room