The Influence of Personality Dimensions on Organizational Performance (original) (raw)
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IN SUPPORT OF PERSONALITY ASSESSMENT IN ORGANIZATIONAL SETTINGS
Personnel Psychology, 2007
Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to , we comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta-analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterionrelated validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self-report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self-report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I-O psychology.
Personality and organizations: A test of the homogeneity of personality hypothesis
Journal of Applied Psychology, 1998
A central proposition of attraction-selection-attrition theory and of the literature on organizational socialization was tested. Support for the hypothesis that organizations are relatively homogeneous with respect to the personality attributes of their managers was found. A multivariate analysis of variance (MANOVA) conducted on a sample of approximately 13,000 managers from 142 organizations representing a broad cross-sample of U.S. industries revealed a significant effect for organizational membership on the personality characteristics of managers. Results of a 2nd MANOVA, nesting organizations within industries, revealed a significant effect for both organization and industry on the personality characteristics of managers. Some implications of these findings are discussed.
The Effect of Employees Personality on Organizational Performance: Study on Insurance Company
This project is primarily concerned with the analysis of personality in private company with particular references to the employees at Prudential Assurance Malaysia Berhad (PAMB). In doing this, the researcher briefly explain some of the problem facing about the personality and behavior of person or employees that can be impact on performances. The research work further reviewed to the related literature on the subject matter to sample the opinions of various authors on the subject. The review of related literatures centered on personality types, theories, and effect on performances. The study employed drafted questionnaire, and the use of primary data as the major instrument for gathering information. The data gathered was analyzed based on questionnaire distributed to the respondents. The sample size of this research is about 100 of respondents. Based on the findings from the analysis of data, the study found that Conscientiousness and Agreeableness have a significant and positive impact on organizational performance. Conclusions was drawn and recommendation also made on how to ensure employees gives positively personality not only in the workplace but also to the environment in order to ensure that the employees always produces good behavior and personality to increase the productivity and performance of the organization. Future research should be undertaken on different context or by increasing the sample size by widening the research context to ensure validity and reliability of the results.
The role of personality differences in achieving organisational productivity
Annals of Management and Organization Research, 2023
This study examines the role of personality differences in organizational productivity. Specifically, the study examined the level of acceptance of individual differences, ascertained how individuals relate to each other to attain preset productivity levels and assessed how personality differences translate into organizational productivity. Research methodology: Using a quantitative research approach and case study design, data were collected from 190 employees through simple random sampling. Data were analyzed using descriptive statistics from IBM SPSS Statistics 24 and are presented in the tables. Results: The results showed a high level of acceptance of individual differences, even though leaders mostly failed to adjust to employee differences. It was also found that, although leaders did not invest in employee relations programs, personality differences positively affected organizational productivity. The findings also reveal that employees are creative in managing resources and materials for production, explaining the significant influence of personality differences on productivity. Limitations: The data were analyzed using descriptive statistics only. Therefore, no inferences can be made. This study was limited to the employees of the Ghana Meteorological Agency. Contribution: Organizational leaders need to become more tolerant of individual employee differences, as this goes a long way to improve organizational productivity. Future studies should consider other industries in which the workforce is more diverse. Novelty: This study highlighted the role of personality differences in achieving organizational productivity with evidence from the Ghana Meteorological Agency.
Human Resource Management Review, 2011
This article reviews the literature linking the Big Five personality traits with job performance in order to identify the most promising directions for future research. Specifically, we recommend expanding the criterion domain to include internal and external service-oriented behavior as well as adaptive performance. We also review situational moderators of the personalityperformance relationship and suggest additional moderators at the task, social, and organizational levels. Finally, we discuss trait interactions and explain why we expect that our capability to predict employee behavior will be considerably improved by considering the interaction among traits.
Personality Styles and Organizational Effectiveness
Journal of Community Medicine & Health care, 2021
Personality is among the human aspects that play a central role in an individual’s organizational behavior. The aspect influences a person’s manner of thinking, feelings, and behaviors, among other factors at the workplace. Moreover, a person’s attitude towards people and issues and their decisions and responses are highly dependent on their personality. Based on this argument, one can acknowledge the importance of undertaking a personality test at the places of work. This assessment is necessary for self-reflection and understanding and helping one learn how to better interact with other people. Understanding your personality is essential because this ties to job satisfaction and engagement. According to Redmond & Bower [1], job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. Below is an analysis of my personality test. After taking the test, the results were ENFJ type, whereby the Extravert aspect was 47...
The Impact of Personality and Value Diversity on Team Performance
2004
The impact of team diversity on team performance is of vital concern as today's organizations rely on teams to accomplish organizational goals. Even though researchers have consistently found that psychological characteristics at the individual level are highly related to organizational outcomes, few studies have examined how team diversity in psychological characteristics affects team performance. Thus, this study examines how team personality and value composition relates to team task performance and perceptions of team processes. By and large, results indicated that less diversity relates to better performance and that personality and value diversity differentially relate to task performance and team processes.