ABSTRACT
In this chapter, we focus on the relationship between implicit personality and workplace behaviors. Implicit personality refers to the component of the self-system that operates at a subconscious level. Historically, organizational researchers have paid little attention to implicit personality, largely due to concerns about the psychometric properties of available measures such as the Thematic Apperception Test (TAT; Murray, 1938). Things began to change in the later part of the 20th Century with the development of psychometrically sound, objective measures that capture implicit processes, such as conditional reasoning tests (CRTs; James, 1998) and implicit association tests (IATs; Greenwald, McGhee, & Schwartz, 1998).
