ABSTRACT
Personality is an important variable in the interpersonal dynamics of the workplace because it guides a great deal of one’s actions, remains remarkably consistent over time, and provides an important source of identity. Difficulties in working relationships often can be linked to personality, which is illustrated by the fact that people often term disagreements “personality conflicts” or “personality clashes.” Some of the most serious conflicts in an employment setting may involve those with a pathology known as a personality disorder. Personality disorders are defined by the Diagnostic and Statistical Manual of Mental Disorders-Fourth Edition-Text Revision (DSM-IV-TR) (American Psychiatric Association, 2000) as long-lasting patterns of inner experiences and behaviors that differ significantly from an individual’s culture in the areas of cognition, emotion, interpersonal functioning, or impulse control. This pattern must be consistent and inflexible across a broad range of situations, must be traced back to adolescence or early adulthood, and must be a negative influence on one’s social or occupational functioning. Overall, personality disorders can be conceptualized within a framework of two fundamental developmental issues: coping interpersonally (e.g., getting along with others) and regulating private experience (e.g., controlling thoughts, emotions, or impulses).
