Personality and Organizations: A Test of the Homogeneity of Personality Hypothesis

A central proposition of attraction-selection-attrition theory ( B. Schneider, 1987 ) and of the literature on organizational socialization was tested. Support for the hypothesis that organizations are relatively homogeneous with respect to the personality attributes of their managers was found. A m...

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Bibliographic Details
Published in:Journal of applied psychology 1998-06, Vol.83 (3), p.462-470
Main Authors: Schneider, Benjamin, Smith, D. Brent, Taylor, Sylvester, Fleenor, John
Format: Article
Language:English
Subjects:
Biological and medical sciences
Fundamental and applied biological sciences. Psychology
Homogeneity
Human
Hypotheses
Managers
Middle Level Managers
Miscellaneous
Multivariate analysis
Occupational psychology
Organization theory
Organizational behavior
Organizational Characteristics
Organizations
Orientations
Personality
Personality Traits
Psychology
Psychology. Psychoanalysis. Psychiatry
Psychology. Psychophysiology
Socialization
Statistical analysis
Studies
Tests
Theories
USA
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Summary:A central proposition of attraction-selection-attrition theory ( B. Schneider, 1987 ) and of the literature on organizational socialization was tested. Support for the hypothesis that organizations are relatively homogeneous with respect to the personality attributes of their managers was found. A multivariate analysis of variance (MANOVA) conducted on a sample of approximately 13,000 managers from 142 organizations representing a broad cross-sample of U.S. industries revealed a significant effect for organizational membership on the personality characteristics of managers. Results of a 2nd MANOVA, nesting organizations within industries, revealed a significant effect for both organization and industry on the personality characteristics of managers. Some implications of these findings are discussed.
ISSN:0021-9010
1939-1854
DOI:10.1037/0021-9010.83.3.462