Examining the Relationship between Managers' Personality Characteristics and Their Efficiency in Lorestan University of Medical Sciences in Year 2009 (original) (raw)
Related papers
The relationship between personality traits and organizational behaviour of managers
2020
Nowadays, companies and their managers are increasingly pressured to achieve certain results and levels of performance in order to ensure the financial sustainability of their companies and to remain competitive in the markets. Sometimes these goals are somewhat ambitious and difficult to achieve, which means that decision-makers must have certain personality traits in order to show resistance in dealing with obstacles and strengthen their capacity to solve problems. This research proposal assumes that the personality traits of managers, namely extroversion, pleasantness, neuroticism, conscientiousness, and openness to experience, will have a relevant impact on decision making, which will be reflected in the company's performance. In another perspective, this research proposal also aims to analyze what characteristics of managers are underlying to the organizational behavior. More attention has been given to the study of managers' behaviors and how their attitudes and decision-making can define the achievement of the strategic objectives of organizations. Following this point of view, this research proposal links two scientific areas, namely Management and Psychology, and presents itself as an extremely innovative approach, providing a new line of research that is expected to be extremely useful for the knowledge of the performance of companies and the decision-making process. Regarding the methodology, the data will be collected through the application of a questionnaire to evaluate the different dimensions of the proposed conceptual model. In the treatment of quantitative data, a structural equations model will be used, to investigate the possible relations between the different dimensions incorporated in the model.
Efficient Management and Manager's Personality
2013
Some standards of quality management are enumerated that are focused on the process of detecting and capturing the defects, meeting the technical requirements, as well as satisfying the customers and the employees. Some principles of quality management are presented that are focused on the customers, related to the employees and to the managers, to some specific work situations. In Bulgaria, 34 managers (8 men and 26 women) were asked 6 questions related to quality management. The biggest part of the managers was not excited by the conflict situations between people. They considered themselves as goal-orientated, reflexive and satisfied with the completion of some difficult and important tasks, but they had negative attitude towards being monitored in their work. What is important in quality management concerning the managers is their motivation to set the appropriate goals, to commit own performance to the taken decisions, the tasks to be finalized (even if they are considered mono...
Managerial Personality and Performance: A Semi-idiographic Approach
Journal of Research in Personality, 1999
Understanding the relationship between personality and behavior requires accounting for a broad set of traits within each person and the demands of a specific role or situation. To address these requirements, we assessed the relevance or ordering of traits within an individual (an idiographic approach) and compared these orderings across individuals occupying similar organizational situations (a nomothetic approach). We illustrate the utility of this semi-idiographic approach with a longitudinal study of Masters of Business Administration (MBA) students. The MBAs whose personalities were more similar to a template of the successful young manager received more job offers upon graduating and, subsequently, earned higher salaries, were more likely to be working full-time, and had changed jobs less often than did those who fit the managerial template less well.
MANAGERIAL SKILLS PERSONALITY CHARACTERISTICS AND ADMINISTRATIVE
Abiodun-Oyebanji, 2020
This study examined the relationship between managerial skills, personality characteristics and administrative staff effectiveness in the University of Ibadan, Nigeria. The study employed descriptive survey research design and the population of the study comprised all the administrative staff of the University of Ibadan. The sample size consisted of 225 administrative staff selected from nine departments of the university. Three research questions were raised and one hypothesis was formulated using simple percentages, frequency counts, mean and multiple regression An instrument titled "Managerial Skills, Personality Characteristics and Administrative Staff Effectiveness Questionnaire" (MSPCASEQ) was used to elicit relevant data for the study. The reliability coefficient of the instrument was ensured through the test re-test method of testing reliability and the coefficient value of 0.84 was obtained. Prominent among the findings from the study revealed that, there was joint contribution among managerial skills, personality characteristics and administrative staff effectiveness at F (6,218) = 15.444, p<0.05) and based on the findings, it was recommended that administrative staff should be exposed further by management to trainings and seminars, all aimed at improving their level of effectiveness and to also maintain or sustain the prevalent managerial skills, and learn new skills to improve administrative staff service delivery and positive attitude to work; the use of Information and Communication Technology (ICT) should be fully deployed or engaged to channel effective communication between the top management and administrative staff.
Effect of Personality Traits on Job Performance
The effect of personality traits on job performance is an area that is being researched upon for a considerably long time. This is fundamentally due to the importance it holds to the management for analyzing organizational behavior. One of the methods for assessing personality is ‘The Big Five Model’. In this paper the effect of personality, as assessed by the mentioned model, and job satisfaction on the job performance of the employees of BASIC Bank is scrutinized. Academic and scholarly literature is referred to as well for a more comprehensive analysis. Factors such as extraversion, emotional stability, agreeableness, openness to experience and conscientiousness, all being elements of the Model, and their individual effect on job performance are explained based on the research findings. The explanations are given both in detailed form and mathematical analyses in terms of correlation and other technicalities. The research was conducted on the basis of a sample of a hundred employees of BASIC Bank. In compliance with the contemporary and classic findings a relationship between personality and job performance is found, as is elaborated in this paper. The paper finds strong correlation between some personality factors and job satisfaction while in others the correlation is not that strong. However, there is correlation nonetheless and eligible implications are drawn from them. Much research on organizational behavior with which the academia is acquainted with is based on Western contexts. This paper is, however, an analysis based in a Bangladeshi context. The paper concludes with total integrity that there is an effect of personality on job performance.
2020
This research aims to study the role that managers' personality traits have in the decision-making process and their relationship on the performance outcomes of Portuguese higher education institutions (HEIs), through a literature review that supports the presentation of a research model proposed by the authors. Nowadays, companies and their managers are increasingly pressured to achieve certain goals and levels of performance to ensure the financial sustainability of their institutions and to remain competitive in the markets. Sometimes these goals are somewhat ambitious and difficult to achieve, which means that decision-makers must have certain personality traits to show resistance and resilience in dealing with obstacles and strengthen their capacity to solve problems in the adversities that arise in the day to day business. This research proposal assumes that the personality traits of managers, namely extroversion, pleasantness, neuroticism, conscientiousness, and openness ...
iaeme
The study pertains to relating the five factors of personality and individual level job performance of employees working in both the managerial and executive cadre in Indian organisations. A critical and pervasive variable like job performance has often been taken as a unitary construct which was predominantly related to Task Performance and contextual performance This study has made an earnest attempt to identify and evaluate the other components of job performance like Adaptability, Employee productivity/efficiency, job stress and stability and its relationship with personality factors.The current study (Sample size N = 316) analyzed the predictive validity the Five factors of personality in both the manufacturing and service industries .It was found that the factors associated with the five factor model of personality Conscientiousness, extraversion and emotional stability were valid predictors of job performance and had variable impact upon the various components of job performance viz., task performance, adaptability, employee productivity / efficiency. Neuroticism had a significant relationship with job stress. In most of the occasions, the variables did not have any impact on the job stress and stability components of job performance.
MANAGERS' PERSONALITY TRAITS OVER MANAGEMENT STYLES AND DECISION-MAKING STYLES
The paper seeks to offer a contribution to the extent literature on the role of managers' personality characteristics over management styles and decision-making styles. We have prepared a questionnaire which consists of Girgin's (2007) personality scale adaptation from Goldberg (1992), Kurban's (2015) decision-making scale adopted from Scott and Bruce (1995), and Yıldızhan's (2012) management style scale. The questionnaire is conducted among managers and employees in various sectors in Istanbul via the single random sampling method. Frequency analysis is applied to descriptive findings. In order to determine reliability and validity of the scales, reliability and factor analysis are performed. We have focused on investigating the impact of managers' personality traits on management styles and decision-making styles by applying the Multivariate Regression Model and Correlation Analysis. The result of the factor analysis revealed that the three dimensions (extraversion, neuroticism, conscientiousness) of big-five personality traits have a significant effect on some dimensions of managers' decision making and management styles.