The definition of personality, used frequently was produced by Gordon Allport nearly 70 years ago. Allport said personality is “the dynamic organization within the individual of those psychophysical systems that determine his unique adjustments to his environment” (Robbins and Judge, 2015).

Personality in organizations means; • Set of traits, characteristics, and predispositions of a person. • Usually matures and stabilizes by about age 30. • Affects how a person adjusts to different environments and workplace.

• Cognitive theory
• Learning theory
• Biological theory

When we talk of personality, we don’t mean a person has charm, a positive attitude toward life, or a constantly smiling face. When psychologists talk of personality, they mean a dynamic concept describing the growth and development of a person’s whole psychological system. Moreover, the traits, relevant to personality, are considered to be stable and steady throughout the work life in a personality behavior model

• Extraverted (E) versus Introverted (I). Extraverted individuals are outgoing, sociable, and assertive. Introverts are quiet and shy.

• Sensing (S) versus Intuitive (N). Sensing types are practical and prefer routine and order. They focus on details. Intuitives rely on unconscious processes and look at the “big picture.”

• Thinking (T) versus Feeling (F). Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions.

• Judging (J) versus Perceiving (P). Judging types want control and prefer their world to be ordered and structured. Perceiving types are ?exible and spontaneous

Type A personality is characterized by impatience, a chronic sense of time urgency, enhanced competitiveness, aggressive drive, and often some hostility” (Friedman and Rosenman, 1974). The Type B personality lacks these Type A characteristics. Individuals with a Type A personality have been shown to report more work stressors and strain than individuals with the Type B personality (Pradhan and Kaur, 2016). 

Crant (2000) described proactive behavior as initiating an action for the aim to improve the current situation rather than accept it as it is.Covey (2004:71) asserted the importance of proactive people. Accordingly, such people look at the word responsibility -“responseability”-the ability to choose your response. Highly  proactive people recognize that responsibility. They do not blame circumstances, conditions, or the other people for their behavior. Their behavior is a product of their own conscious choice, based on values, rather than a product of their conditions, based on external factors.

Achievement Goal Theory (Dweck, 1986) proposes that individuals engage in behaviour with a competence-specific purpose. This purpose, an achievement orientation, thus describes the pattern of cognition and action that results from pursuing various goals (DeShon and Gillespie, 2005). These orientations have been theorised to reflect dispositional, trait-like motivational characteristics (Nicholls et al., 1989) that are distinct from basic personality traits (Payne, Youngcourt and Beaubien, 2007). 

Self-monitoring refers to an individual’s ability to adjust his or her behavior to external, situational factors (Gangestad and Snyder, 2000). Individuals high in self-monitoring show considerable adaptability in adjusting their behavior to external situational factors.

Selfcontrol is defined as “the capacity for altering one’s own responses, especially to bring them into line with standards such as ideals, values, morals, and social expectations, and to support the pursuit of long-term goals” (Baumeister, Vohs and Tice, 2007:351).

Machiavellianism is a personality trait that is characterized by manipulative and exploitative attitude toward others, lack of empathy, and a cynical view of human nature (Inancsi, Lang and Bereczkei, 2016). Machiavellians are characterized by agency and progress rather than connectedness to others and the community. Thus, they are usually autonomus, self-seeking, and lack social connectedness with others. These people are described as being coldhearted, self-seeking, dominant and lacking emphaty (Jones and Paulhus, 2011; Inancsi et al., 2016).

• A cognitive process: lets a person make sense of stimuli from the environment

• Affects all senses: sight, touch, taste, smell, hearing

• Includes inputs to person and choice of inputs to which the person attends

• Stimulus sources: people, events, physical objects, ideas

• Helps adaptation to a changing environment

• Personal characteristics
• Characteristics of the target
• The context of the situation (Situational factors)

Stereotype and the halo effect are the common perceptual errors.

• Distinctiveness: It refers to whether an individual displays different behaviors in different situations.
• Consensus: If everyone who faces a similar situation responds in the same way, we can say the behavior shows consensus.
• Consistency: The more consistent the behavior, the more we are inclined to attribute it to internal causes. 

Values represent basic convictions that “a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence.” (Rokeach, 1973:5). They contain a judgmental element in that they carry an individual’s ideas as to what is right, good, or desirable.

Milton Rokeach created the Rokeach Value Survey (RVS) (Rokeach, 1973:6) It consists of two sets of values, each containing 18 individual value items. One set, called terminal values, refers to desirable end-states. These are the goals a person would like to achieve during his or her lifetime. The other set, called instrumental values, refers to preferable modes of behavior, or means of achieving the terminal values.

Attitudes are one of psychology’s fundamental concepts because they help to explain people’s decisions and actions. An attitude is a global and relatively enduring evaluation of a person, object, or issue - a representation of whether we think the target is generally good or bad, desirable or undesirable (Bizer, Barden and Petty, 2003:247). An attitude is “a learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object”.

When people speak of employee attitudes, they usually mean job satisfaction, which describes a positive feeling about a job, resulting from an evaluation of its characteristics. A person with a high level of job satisfaction holds positive feelings about his or her job, while a person with a low level holds negative feelings (Robbins and Judge, 2015).

1. Affective commitment involves the employee’s emotional attachment to, identification with, and involvement in the organization.

2. Continuance commitment involves commitment based on the costs that the employee associates with leaving the organization. This may be because of the loss of senority for promotion or benefits.

3. Normative commitment involves employees’ feelings of obligation to stay with the organization because they should; it is the right thing to do.

Organizational citizenship behavior has five main dimensions: Conscientiousness, sportsmanship, civic virtue, courtesy and altruism.