MG105 - Organisational Behaviour and Leadership (MG105)
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Summary LSE MG105 Week 1-3 Reading Summaries
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Course
MG105 - Organisational Behaviour and Leadership (MG105)
Institution
London School Of Economics (LSE)
LSE MG105 Week 1-3 Reading Summaries Great for Quiz 1 Practice
w1: READING 1: The bright and dark sides of personality: implications for personnel selection in individual and team contexts + READING 2: The use of personality measures in personnel selection: What does current research support?
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MG105 - Organisational Behaviour and Leadership (MG105)
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WEEK 1
READING 1: The bright and dark sides of personality: implications for personnel selection in
individual and team contexts
1. WHO were the authors of this article (last names only) and what year was it
published?
- Judge and LePine, 2007
2. WHAT is the purpose of this reading and its main conclusions?
- Purpose of the reading:
o Give one reason for modest validities of personality traits
- Conclusions
o Dark and bright traits may have both bright and dark effects in both individual
and team contexts
o The ability to predict criteria, eg job performance, in team and individual contexts
could improve if theorizing, research and practice explicitly took bright and dark
effects into account, which, however, can only come at the cost of increasing
complexity and fragmentation
3. HOW did the authors reach these conclusions? (i.e., the methods they used)
- To conclude that socially desirable and undesirable traits can have both negative and
positive implications on both team and individual level criteria, the authors:
o Carried out correlation tests between different traits (eg the big five) with
different criteria (ie job performance)
o Looked at previous studies and research hypotheses by other authors and applied
to the author’s work
4. WHY do these conclusions matter? (i.e., for our understanding of organisational
behaviour or leadership)
- With enough understanding of the bright and dark effects of dark and bright personality
traits, we can improve our predictions of different criteria, such as job performance, in individual
and team contexts, which is useful personnel selection and team composition. Therefore, we can
increase team effectiveness
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