Psychology – A Level specialist option – Organisational Psychology | e-Consult

Individual differences shape the way members contribute to, interact within, and influence groups, which in turn affects organisational outcomes.

• Trait Theory (e.g., the Big Five): Employees high in conscientiousness tend to be reliable and goal‑oriented, enhancing group reliability and productivity. Conversely, high neuroticism can increase stress levels, potentially disrupting group cohesion.
• Person‑Organisation (P‑O) Fit Theory: When personal values align with organisational culture, individuals experience higher job satisfaction and commitment, leading to greater cooperation and lower turnover. Poor fit can result in disengagement, reducing group effectiveness.

Overall, organisations that recognise and manage these differences—through selection, training, and role design—are more likely to achieve high performance because groups become better matched to tasks and maintain healthier interpersonal dynamics.