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PERSONALITY DEVELOPMENT
AND ORGANIZATIONAL
BEHAVIOR
Brent W. Roberts
ABSTRACT
This chapter provides an overview of a new theoretical framework that
serves to integrate personality psychology and other fields, such as organizational behavior. The first section describes a structural model of
personality that incorporates traits, motives, abilities, and narratives, with
social roles. The second section describes basic patterns of continuity and
change in personality and how this might be relevant to organizational
behavior. The third section describes the ASTMA model of person–
organization transaction (attraction, selection, transformation, manipulation, and attrition), which describes the primary transactions between
personality and organizational experiences across the life course. The
goal for the chapter is to build a bridge between modern personality
psychology and organizational behavior, such that the two fields can better inform one another.
Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews
Research in Organizational Behavior, Volume 27, 1–40
Copyright r 2006 by Elsevier Ltd.
All rights of reproduction in any form reserved
ISSN: 0191-3085/doi:10.1016/S0191-3085(06)27001-1
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BRENT W. ROBERTS
The goal of this chapter is to present a new model of personality psychology.
This new model has grown out of a program of research in which both
persons and organizations have been studied over long periods of time
(Roberts, 1997; Roberts & Chapman, 2000; Roberts, Caspi, & Moffitt,
2003; Roberts & Robins, 2004). What is clear in reviewing the findings from
these studies is that existing models of personality, which tend to be dispersive and non-integrative (Mayer, 2005), are inadequate for understanding personality, personality development, and the interface between
personality and organizations. My hope is that this model can provide a
focal point through which a more fruitful and productive integration can be
made...