Analyzing Psychology of Work: Intelligence, Personality, & Performance

This report delves into the psychology of work and organizations, examining the interplay between intelligence, personality, and individual performance. It begins with an introduction to the field and then explores theoretical foundations, including Charles Spearman's theory of general intelligence, which emphasizes both general and specific abilities, and Eysenck's personality theory, which categorizes personality traits along dimensions such as introversion/extroversion and neuroticism/stability. The report then analyzes how these factors influence behavior and performance in the workplace, considering the impact of intelligence on cognitive processes and personality traits on individual interactions and work styles. The report concludes by synthesizing the findings, emphasizing the importance of understanding both intelligence and personality for effective work outcomes and organizational success. The report also includes detailed references to support the analysis and findings within the report.

The Psychology of Work &
Organisations

Table of Contents
INTRODUCTION...........................................................................................................................1
Theoretical Background...................................................................................................................1
Behaviour and Performance at Work...............................................................................................3
CONCLUSION ...............................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Psychology is a very broad perspective as it includes every aspect of human behaviour
while performing daily activities or doing any kind of work within the organisation. In relation
with Psychology of Work and Organisation it analyses and intervene in the process of creating
better working condition so that workers can be provided better working space. In most of the
company it is used for certain factors such as recruitment and selection process, risk prevention,
job analysis etc., In order to do this assignment it will focus on three aspects like intelligence and
personality (Godard, 2014). Therefore, in this report all these topic will be supported by theories
such as for the former one i.e. intelligence Theory given by Charles Spearman i.e. General
Intelligence will be analysed and for the latter one i.e. personality theory given by Eysenck's that
is personality theory is being used. Thus, both the theory will aid the researcher in evaluating the
effective behaviour of an individual at workplace. Further these theories will be explored,
developed and arguments will be contrasted so that its impact on individual's behaviour and
performance at work place can be evaluated.
Theoretical Background
In present time, it has been analysed that some of factors like behaviour, mood and
feelings mainly affects working or performance of an individual at workplace. Impact can be
seen on a persons' ability of working, determinations and every other thing i.e. related from level
of creativity. According to Mouzelis, (2013), thoughtless or less effective behaviours like
rudeness demotivation are some of the major factors which needs to be understood or develop
smooth flow workplace. Intelligence and personality goes hand-in-hand because if a person will
have appropriate knowledge related to specific topic than this will ultimately develop personality
trait. Therefore, both the factors can be understood by theories for instance: Intelligence which is
an essential factor in everybody's life because how a person react or behave in certain situation
and circumstances shows the level of intelligence. Theory of Intelligence which is also known
as general intelligence was given by Charles Spearman. In his theory Spearman proposed two
factor theory based upon two components general intelligence which is related to mental tasks
and other one is specific ability. In addition to this for explaining the intelligence he has used
mathematical approach in which statistical analysis will assist a person in observing the abilities
and proficiency acquired by an individual (Lee, Lee and Kang, 2012). Therefore, this theory
1

explains that it is not essential that is a person is capable of doing a task than he/she is excellent
in other activities. For example: after evaluating a test researcher analysed that a person has
scored good scores which measures vocabulary which means that individual will be good in
comprehensions but there might be a possibility that the person is not good in mathematical
factors (Tang, Siu, and Cheung, 2014). Therefore, according to Spearman general intelligence
incorporates certain intelligence factor which underlines specific mental abilities. Theory of
Intelligence since it was proposed by Spearman it has to go through criticism and debates and
one of the major critic of this theory was L.L. Thurstone and J.P. Guilford both argued that only
mathematical approach is not the only factor as there are several independent domains of
intelligence and many of them can be correlated with one another. Apart from this, Howard
Gardener who proposed nine domains of intelligence focussing more on non-cognitive ones such
as music existential and bodily-kinesthetic intelligence. With the help of his theory he argued
that academic environment in order to increase intelligence level of a person highly emphasized
on verbal and logical skills and ignored other factors of measuring intelligence.
According to the viewpoint of Furnham (2012), personality defines the characteristics
that is a combination of various qualities and characteristics that makes the person different from
one another. Therefore, for analysing personality of an individual working within the
organisation personality theory given by Eysenck is being used and as per his view point
personality is based on biological factors which means whatever traits a person have inherit a
type of nervous system that determine the ability to adapting and learning new things. Later in
the year around 1947, Eysenck said that personality that is found in behaviour can be classified
into two dimensions and these are introversion/extroversion and neuroticism/stability. Further
Eysenck called this as a second-order personality traits. Extravert: Person who are included in
this are sociable, optimistic and impulsive in nature. Individual in this category often take risks
for performing there activity. Thus, it is because of aroused system that tend to do new things.
Introverts: If it is compared than people who comes under this are quiet and reserved. They
develop their own plans and prefer control their emotions. Neuroticism/stability: It is
determined on the basis of reaction of sympathetic nervous system in an individual. This depends
upon the level of neuroticism a person has as if a person has high neuroticism than that
individual will be much more unstable may have anger or fear. Whereas the person who has
2

balanced nervous system are less reactive to stressful situation and act in a calm manner (Darcy
and et. al., 2012).
Later in the year 1966 Eysenck added the third element which psychoticism which is
related to high level of testosterone as with the increase in this level of psychoticism also arises
and if a person has low level that means the person has normal and balanced behaviour. The
biggest criticism of this theory is that responding to a situation might be different for example: in
anger some may have excessive sweating or other may just ignore the situation (Eysenck’s
Theory of Personality critical evaluation, 2018). Thus, this all depends upon the traits that are
inherited by an individual since birth.
Behaviour and Performance at Work
While working in an organisation there are many factors that are to be considered thus,
intelligence and personality is one of them. This is determined on the basis of various factors
such as educational achievements, occupational performance etc., Therefore, according to the
traditional view point of psychology there is no linked between personality and intelligence
because intelligence is related to be a cognitive process whereas personality is determined as
non-cognitive approach. But according to some psychologist almost all personality traits has
some or the other cognitive attributes. For instance: neuroticism which is a personality trait but it
can be related to intelligence or compulsive thinking of any possible threat and or upcoming
activity (Kultalahti and Liisa Viitala, 2014). In relation with individual performance and
behaviour at work intelligence plays a crucial role and puts and impact on the same. As if a
person is good in thinking and intellectual process than he/she will be very calm in behaviour
which ultimately improves the performance of a person. According to the theory proposed by
Charles Spearman he has categorised intelligence into two segments and these are general
intelligence which is related to mental task therefore, if a person is provided appropriate training
and development programme than their skills and knowledge can be increased because of which
their performance can be enhanced. For analysing the intelligence it is not necessary that a
person is good in mathematical approach but there are other factors as well that are also required
to be considered. Because of developing intelligence only academic factor is not essential
because intelligence of person can be determined on the basis of non-cognition as well.
Therefore, this will help a person in developing the overall personality and behaviour. For
example: while working in an organisation analytical skills plays a crucial role but if a person
3

develops other skills as well than he/she can develop a creative sense of performing an activity
which will gradually improve performance and will make the person future ready for the task.
Other than this, for developing overall performance it is important that other aspects of
intelligence should be touched. As a result, better outcomes can be gained from the same in
terms of work related activities. Therefore, it can be said that ability of doing an activity by an
individual put an effect on individual's behaviour because IQ level of a person can make a
difference it can improve knowledge sphere of a person (Argyle, 2013).
Personality, is what that defines an individual's character and traits that are inherited and
adopted with the change in course of time. With the help of Eysenck personality theory, it can be
analysed that personality is generally determined through biological factor which can make a
person extrovert and introvert or neuroticism/stability & psychoticism. All depends upon the way
the person is behaving while performing a task. For example: extrovert factor in an individual's
life can act as a positive factor and in relation with work it can make a person intellectual and
open minded because continuous process of interaction will improve the knowledge and
personality. For suppose: a new employees, if he/she is communicating with the manager on a
regular basis and attending meetings will enhance the performance and behaviour. As it will
create a sense of behaving in an intellectual manner with other person while interacting with
them. On the other hand, introvert behaviour of a person can puts a negative impact on
individual's performance and behaviour and behaviour because these are reserved in nature and
while working in an organisation this kind of action will not aid an individual for developing
skills and knowledge. Whereas other factor neuroticism helps an individual for keeping their
state of mind calm in different situation. For example: it assist a person in improving the
performance and behaviour of an individual by using their presence of mind (Mouzelis, 2013).
CONCLUSION
From the above report, it can be evaluated that intelligence and personality assist an
individual in accomplishing the task in an effective manner. In order to know the same this can
be understood with the help of theories related to intelligence and personality. Therefore, for
knowing the concept of intelligence theory given by Charles Spearman through which it has been
analyse that mathematical approach is not the only factor which can measure intelligence of a
person rather it has to analyse other factor factors as well which are non-cognitive in nature such
as music existential, bodily-kinesthetic intelligence etc., Other than this, in relation with
4

personality theory given by Eysenck is explained which states about how personality of a person
is developed and how a person further use the same in future task.
5

REFERENCES
Books and Journals
Furnham, A. (2012). The psychology of behaviour at work: The individual in the organization.
Psychology Press.
Mouzelis, N. P. (2013). Organisatn&Bureaucracy Ils 157. Routledge.
Argyle, M. (2013). Cooperation (psychology revivals): The basis of sociability. Routledge.
Kultalahti, S., & Liisa Viitala, R. (2014). Sufficient challenges and a weekend ahead–Generation
Y describing motivation at work. Journal of Organizational Change Management.
27(4). 569-582.
Darcy. & et. al., (2012). Work–life balance: One size fits all? An exploratory analysis of the
differential effects of career stage. European Management Journal. 30(2). 111-120.
Tang, S. W., Siu, O. L., & Cheung, F. (2014). A study of work–family enrichment among
Chinese employees: The mediating role between work support and job satisfaction.
Applied Psychology. 63(1). 130-150.
Lee, S. M., Lee, D., & Kang, C. Y. (2012). The impact of high-performance work systems in the
health-care industry: employee reactions, service quality, customer satisfaction, and
customer loyalty. The Service Industries Journal. 32(1). 17-36.
Godard, J. (2014). The psychologisation of employment relations?. Human Resource
Management Journal. 24(1). 1-18.
Online
Eysenck’s Theory of Personality critical evaluation. 2018. [Online]. Available Through:
<https://link.springer.com/chapter/10.1007/978-3-642-67783-0_8>.
6