HEXACO personality traits and job performance

2010 ◽  
Author(s):  
Klaus J. Templer
Keyword(s):  
Job Performance ◽  
Personality Traits

Do employee responses to organizational support depend on their personality? The joint moderating role of conscientiousness and emotional stability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Greg J. Sears ◽  
Yu Han
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Organizational Support ◽  
Affective Commitment ◽  
Employee Performance ◽  
Self Regulation ◽  
Employee Commitment ◽  
Emotional Stability ◽  
Content Type ◽  
Positive Effects

PurposeThis study explored whether two Big Five traits – conscientiousness and emotional stability – jointly moderate the positive effects of perceived organizational support (POS) on employee commitment and job performance. Drawing on organizational support theory and a self-regulation perspective, we proposed that employees high on both traits will more effectively leverage POS to enhance both their commitment and their performance.Design/methodology/approachData were collected from 141 employees in a multinational transportation security firm. Employees completed measures assessing their POS, personality and affective commitment. Supervisors provided ratings of employees' job performance.FindingsResults indicated that POS exerts a stronger influence on both employee commitment and performance when workers are high on conscientiousness and emotional stability. Moreover, POS was only found to be significantly associated with job performance when employees were high on both traits.Research limitations/implicationsThese results suggest that personality traits play an integral role in influencing workers' perceptions of, and responses to, POS. Specifically, employees who demonstrate a stronger task focus and self-regulation capabilities appear to respond more favorably to POS.Practical implicationsThese findings reinforce the value of implementing HR practices that convey support for employees but also highlight the importance of attracting and retaining employees who are conscientious and emotional stable in order to fully realize the benefits of these practices.Originality/valueRecent evidence indicates that the relationship between POS and employee performance is tenuous. Our results are consistent with a contingency perspective on POS and signal that this may be partly owing to the `influence of individual differences, such as personality traits, in moderating the effects of POS.

scholarly journals Personality and work outcomes: A moderated mediation model of self-leadership and gender

2018 ◽  
Vol 10 (2) ◽  
pp. 1292-1304
Author(s):  
Jessie Ho ◽  
Paul L Nesbit
Keyword(s):  
Job Satisfaction ◽  
Locus Of Control ◽  
Job Performance ◽  
Personality Traits ◽  
Moderated Mediation ◽  
Work Outcomes ◽  
Mediation Model ◽  
Internal Locus ◽  
Internal Locus Of Control ◽  
Moderated Mediation Model

The purpose of this study is to examine the relationship between personality traits (conscientiousness and internal locus of control) and self-leadership. Specifically, we tested a moderated mediation model with self-leadership as the mediator between personality traits and job performance and job satisfaction and with gender as the moderator in influencing the mediations. Data were collected from a variety of organizations from 341 supervisor-subordinate dyads located in China and Hong Kong. Our analyses revealed that: (1) conscientiousness and internal locus of control were positively related to self-leadership in Chinese contexts; (2) self-leadership mediated the relationships of conscientiousness and internal locus of control with both job performance and job satisfaction; and (3) the mediating effects of self-leadership were not moderated by gender.  

Emotional Intelligence and Personality Traits as Predictors of Job Performance of IT Employees

2019 ◽  
pp. 1604-1619
Author(s):  
Priyam Dhani ◽  
Tanu Sharma
Keyword(s):  
Emotional Intelligence ◽  
Regression Analysis ◽  
Statistical Analysis ◽  
Data Collection ◽  
Job Performance ◽  
Personality Traits ◽  
Random Sampling ◽  
Frequency Correlation ◽  
Correlation And Regression Analysis ◽  
It Employees

The chief aim of this article is to examine the emotional intelligence (EI) and personality traits as the predictors of job performance of IT employees in India. To obtain this, the data was collected from 158 middle management employees working in Indian IT sector through random sampling method with the help of three scales such as DKEIT, JPI, and MPI. After data collection, the study carried out a different statistical analysis which includes frequency, correlation and regression analysis through SPSS 23.0 version. The study findings reported that both EI and Personality Traits impact the performance of job of IT employees, i.e. both Personality Traits and EI operate as a predictor of Job Performance of Indian IT employees. Based on which, the article gives few recommendations to future researchers.

scholarly journals The application of personality traits model on the freight forwarding service industry

2016 ◽  
Vol 1 (3) ◽  
pp. 231-252 ◽  
Author(s):  
Kuo-Chung Shang ◽  
Ching-Cheng Chao ◽  
Taih-Cherng Lirn
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Task Performance ◽  
Psychological Assessment ◽  
Contextual Performance ◽  
Logistics Industry ◽  
Content Type ◽  
Neo Personality Inventory ◽  
Freight Forwarding ◽  
The Relationship

Purpose The purpose of this study aims to investigate the relationship between employees’ personality traits and their job performances (including task performance and contextual performance) of Taiwanese freight forwarders by using responses from a NEO Personality Inventory-Revised Form (NEO-PI-R) questionnaire survey. Design/methodology/approach One of the most popular personality trait model is the five-factor model (FFM), which includes the big five domains, namely, openness, conscientiousness, extraversion, agreeableness and neuroticism (OCEAN). Each of these five domains includes six facets. Previous researchers have used OCEAN factors to describe the relationship between human personality and job performance. NEO Personality Inventory is a professional psychological assessment instrument published by psychological assessment resources. Multivariate analysis technique and regression technique are used to analyze surveyees’ responses. Findings Research results reveal the following four issues. The seniority of employees in a company has a positive relationship with their conscientiousness. Employees with higher score on the facets of the neuroticism domain have a negative correlation with their task performance and contextual performance. The relationship between employees’ openness to experience and job performance (both task performance and contextual performance) is not significant. Employees’ seniority has a positive correlation with both their task performance and contextual performance. In a nutshell, freight forwarding industry in Taiwan can use the facets in the neuroticism domain to screen and recruit appropriate job applicants. In addition, retaining senior employees could increase a forwarder’s task performance and contextual performance by their high degree of conscientiousness. Originality/value FFM model is a psychological theory dealing with the personality traits and human behavior. Freight forwarding is a labor-intensive business and is one of the most important sectors in the logistics industry. According the authors’ knowledge, the application of FFM on the logistics industry is simply not existed.

Emotional Intelligence and Personality Traits as Predictors of Job Performance of IT Employees

2018 ◽  
Vol 9 (3) ◽  
pp. 70-83
Author(s):  
Priyam Dhani ◽  
Tanu Sharma
Keyword(s):  
Emotional Intelligence ◽  
Regression Analysis ◽  
Statistical Analysis ◽  
Job Performance ◽  
Personality Traits ◽  
Random Sampling ◽  
Sampling Method ◽  
Middle Management ◽  
Correlation And Regression Analysis ◽  
It Employees

The chief aim of this article is to examine the emotional intelligence (EI) and personality traits as the predictors of job performance of IT employees in India. To obtain this, the data was collected from 158 middle management employees working in Indian IT sector through random sampling method with the help of three scales such as DKEIT, JPI, and MPI. After data collection, the study carried out a different statistical analysis which includes frequency, correlation and regression analysis through SPSS 23.0 version. The study findings reported that both EI and Personality Traits impact the performance of job of IT employees, i.e. both Personality Traits and EI operate as a predictor of Job Performance of Indian IT employees. Based on which, the article gives few recommendations to future researchers.

Negative feedback and employee job performance: Moderating role of the Big Five

2017 ◽  
Vol 45 (10) ◽  
pp. 1735-1744 ◽  
Author(s):  
Yun Guo ◽  
Yanhong Zhang ◽  
Jianqiao Liao ◽  
Xinwei Guo ◽  
Jintao Liu ◽  
...  
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Negative Feedback ◽  
Linear Regression Analysis ◽  
Negative Relationship ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
Moderating Role

We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees' job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.

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