加拿大论文格式：组织行为学方面:个性与个体差异;态度和工作满意度
加拿大论文格式：组织行为学方面:个性与个体差异;态度和工作满意度
在当前的时代,组织行为的最关键的问题之一是劳动力多样性的影响,喜欢个性和态度对一个组织的性能。劳动力多样性可以视为员工的个体差异和相似之处,个人主义,包括个性、态度、国籍、性取向、工作经验,观念等等。因此,它是至关重要的批判性评估相关的两个重要维度组织行为;个性和态度显著影响组织绩效。
人格可以被定义为独家联盟的情感、行为和思想的原型,一个人。按照金尼奇，（2008），人格体现恒定属性组，负责个人的身份。内部元素或多样性的主要元素主要是自己无法控制,但是强有力地影响态度、期望和相关假设,从而影响个人的行为(罗思曼和科泽尔,2003;伊斯梅尔,2012)。
因此,人格正是一个变化的过程,它将人们的心理发展和增长。通过这种方式,个性的差异从一个人到另一个产生个体差异的工作劳动力多样性(贾奇等,2002)。个性因素和个体差异是非常重要的在当前竞争激烈的组织设置。很多时候,错误类型的人格产生灾难性的情况和不安在组织如前所述科斯拉(2009)。
加拿大论文格式：组织行为学方面:个性与个体差异;态度和工作满意度
In the current era, one of the most critical issues related to organizational behaviour is the impact of workforce diversity, like personality and attitude on the performance of an organization. Workforce diversity can be regarded as the individual differences and similarities of employees and stands individualism that comprises of personality, attitude, nationality, sexual orientation, work experience, perceptions and so on. Therefore, it is essential to critically evaluate the two significant dimensions related to organizational behaviour; personality and attitude as they significantly impact the organisational performance.
Personality can be defined as the exclusive union of emotional, behavioural and thought prototypes that an individual holds. As per Kinicki, (2008), personality embodies a constant group of attributes that are accountable for an individual’s identity. The internal elements or the chief elements of diversity are mainly beyond one’s control, but potently influences attitudes, expectations and assumptions related to others, thereby affecting individual’s behaviour (Rothmann and Coetzer, 2003; Ismail, 2012).
Therefore, personality characterises a procedure of change and it associates to the psychological development and growth of people. In this manner, the differences in personality from one person to another give rise to individual differences work workforce diversity (Judge, et al., 2002). Personality factors and individual differences are highly significant in the current competitive organisational settings. Many a times, the wrong kind of personality gives rise to disastrous situations and qualms in organization as mentioned by Khosla (2009).
