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dc.contributor.authorSweney, Arthur B.
dc.contributor.authorFiechtner, Leslie A.
dc.date.accessioned2020-04-07T18:16:17Z
dc.date.available2020-04-07T18:16:17Z
dc.date.issued1974
dc.identifier.citationSweney, A.B., Fiechtner, L.A. (1974). Personality Factors in the Organizational Role Preferences of Middle Managers. The Journal of Multivariate Experimental Personality and Clinical Psychology, 1(2), 108-117.
dc.identifier.issn0149-9688
dc.identifier.urihttps://soar.wichita.edu/handle/10057/17306
dc.description.abstractOrganizational roles differ conceptually from personality traits but are very likely influenced by some of the same environmental and social pressures. This study of 185 active middle managers was directed at determining whether meaningful factors could be found which would affect both realms. The results showed that six of the seven factors extracted affected both realms. Only intelligence seems to appear in the personality area alone. The other factors were identified as over socialization, expressive anxiety, conservative idealism, competitive naivete, extroversion, and confrontive suspicion. Authoritarianism and equalitarian load in an opposite direction on the confrontive suspicion factor. The other roles were more complexly determined.
dc.language.isoen_US
dc.publisherWestern Institute of Multivariate Experimental Psychology
dc.relation.ispartofseriesJournal of Multivariate Experimental Personality and Clinical Psychology
dc.relation.ispartofseriesv.1 no.2
dc.subjectPsychology
dc.subjectPersonality traits
dc.subjectOrganizational culture
dc.titlePersonality factors in the organizational role preferences of middle managers
dc.typeArticle


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