There are many things to know about the extrovert. The extrovert can best be defined as “an individual in whom exists a diminution of the thought processes in relation to directly observable social behavior, with an accompanying tendency to make social contacts” (Freyd 1924, p. 1). The extrovert is someone who loves crowds and is happy when in the center of attention. The extrovert is very comfortable in public and enjoys being the life of the party. All of these personality traits can define who a person is both inside and outside of work(Pawlik-Kienlen 2007, p. 1).
In the work environment it could be a positive attribute to be an extrovert or it could turn out to be negative. What is a Psychological Contract Breach? A psychological contract is quickly becoming popular in working relationships. This is an underlying contract that is a part of the thinking process behind what employees are expected to give their employers and what employers are expected to give to their employees. The idea of a psychological contract is basically the underlying meaning behind a relationship between the employer and the employee (Robinson 1996, p.
1). How do These Affect Proactive Misbehavior? Proactive misbehavior is a misbehavior
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The idea here is that someone who is extroverted and has experienced a psychological breach would be more likely to act out in ways of proactive misbehavior. This would be because the employee would not feel as though he/she had as much responsibility towards the employer after the psychological breach and loss of confidence in the employer on the employee’s part. How Does Being an Extrovert and Having a Psychological Contract Breech Affect Proactive Misbehavior? In one article that looked at the topic of psychological contract breaches and the relationship between employee deviance.
The research proved that there was a direct connection between a psychological contract breach and the idea of deviance by the employee (Chiu and Peng 2008). These results show that it more common for someone to one to react with proactive misbehavior when they have felt that a psychological contract has been broken. In an independent samples test for those who have behaved with some proactive misbehavior some other information was found out. This information is highlighted in the chart below, which is representative of the t-test for equality of means.
There are many things that can be inferred from the results that were given in the last section. By looking at the personality type and how it is related to the occurrence of the individual to participate in proactive misbehavior one can conclude that it is a natural reaction of this personality type. However it is not that high of a frequency showing up as just . 081 on the Pearson Correlation and . 159 for the Sig. (2 tailed). This was evidenced since the standard error difference is lower than what was shown for those who were a part of the personality type.
Also by looking at the frequency of how the occurrence of proactive misbehavior is influenced by the psychological breach of contract. When looking at these statistics it is apparent that there is a higher frequency of someone being involved in proactive misbehavior with the breach of psychological contract. So therefore an overall higher chance of occurrence of someone being involved in proactive misbehavior when they are involved in a psychological contract breach as well as having an extroverted personality.
Both the personality type and the situational example both greatly affect the behavioral outcome. This is evidenced in a lot of situations however it is particularly well evidenced in this scenario. Overall— Overall there are many things that can be learned through this study and this information. There is a direct correlation between the personality type, situational issues and the behavioral outcome. This means that whether or not someone has a specific type of personality then it can cause different behavioral outcomes which can also be directly related to the situations that they are involved in.
Also there can be a correlation drawn between these different things. In the end there is a definite connection which can be looked at and through noticing these factors in the workplace there can be a psychological impact. References Adelman, H. S. and Taylor, L. (1990). Intrinsic Motivation and School Misbehavior, Journal of Learning Disabilities, 23:9:541-550. Chiu, S. F. , and Peng, J. C. (2008). The Relationship Between Psychological Contract Breach and Employee Deviance: The Moderating Role of Hostile Attribution Style, Journal of Vocational Behavior, 73:3:426-433.
Freyd, M. (1924). Introverts and Extroverts, Psychological Review, 31:1:74-87. Pawlik-Kienlen, L. (2007). The Extrovert’s Personality: Half Social Butterfly, Half Party Animal, Suite101. com. Retrieved on 17 May 2009 from http://psychology. suite101. com/article. cfm/the_extrovert Robinson, S. L. (1996). Trust and Breach of the Psychological Contract, Administrative Science Quarterly. Retrieved on 17 May 2009 from http://findarticles. com/p/articles/mi_m4035/is_n4_v41/ai_19137711/