Does Task Selection Mediate the Relationship Between Personality Traits and Job Performance of Accountants?

2011 ◽  
Author(s):  
Shahriar M. Saadullah
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Task Selection ◽  
The Relationship

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.

THE RELATIONSHIP BETWEEN THE BIG FIVE PERSONALITY TRAITS AND JOB PERFORMANCE IN BUSINESS WORKERS AND EMPLOYEES' PERCEPTION

2016 ◽  
Vol 16 (2) ◽  
pp. 63-76 ◽  
Author(s):  
Andrea Ceschi ◽  
Arianna Costantini ◽  
Andrea Scalco ◽  
Morteza Charkhabi ◽  
Riccardo Sartori
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Big Five ◽  
Big Five Personality Traits ◽  
Big Five Personality ◽  
The Relationship

scholarly journals Impact of Personality Traits and Paternalistic Management Style on Job Performance of Employees in Pakistan

2019 ◽  
Vol 1 (2) ◽  
pp. 1-5
Author(s):  
Hajra Akhtar ◽  
Kainat Naeem Maik ◽  
Muhammad Fazeel Butt ◽  
Shafaq Ishfaq ◽  
Zia ur Rehman
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Self Esteem ◽  
Emotional Stability ◽  
Management Style ◽  
Telecommunication Sector ◽  
The Impact ◽  
The Relationship ◽  
Purposive Sample ◽  
Paternalistic Approach

Different personalities and management style affect the performance of the employee. The study aims to investigate the impact of personality traits on the job performance. The five personality traits are self-esteem, openness to experience, extraversion and emotional stability. The study also explores the relationship between paternalistic management style and the job performance. A purposive sample of 199 respondents from telecommunication Sector of Pakistan is selected for the study. The result reveals that personality traits of extraversion, optimism and emotional stability and management style of paternalistic approach positively and significantly relates to employee’s job performance.

scholarly journals Service workers’ job performance

2015 ◽  
Vol 49 (11/12) ◽  
pp. 1751-1776 ◽  
Author(s):  
Hongwei He ◽  
Weiyue Wang ◽  
Weichun Zhu ◽  
Lloyd Harris
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Organizational Identification ◽  
Call Center ◽  
Customer Orientation ◽  
Employee Performance ◽  
Service Workers ◽  
Content Type ◽  
The Relationship ◽  
Center Service

Purpose – This paper aims to advance the literature by testing the boundary of this relationship with reference to a key construct in employee performance in the service domain: employee customer orientation. Organizational identification refers to employees’ perceived oneness and belongingness to their work organization, and has been argued to be associated with higher employee performance. Design/methodology/approach – Data were collected based on a sample of call center service workers. Employees rated their organizational identification, customer orientation and personality traits. Supervisors independently rated their subordinates’ performance. Variables statistic tools were used to analyze the data and test a series of hypotheses. Findings – It was found that customer orientation strengthens the relationship between organizational identification and service workers’ job performance, and it enhances the mediating effect of organizational identification on the relationship between service workers’ personality trait (i.e. agreeableness) and their performance. Originality/value – This research advances an argument that employee customer orientation moderates the relationship between employee organizational identification and employee job performance in the call center service provision domain. In addition, this is a pioneering study examining the roles of personality traits on employee organizational identification.

scholarly journals Emotional Labor in Health Care: The Moderating Roles of Personality and the Mediating Role of Sleep on Job Performance and Satisfaction

2020 ◽  
Vol 11 ◽  
Author(s):  
Shu-Chuan Jennifer Yeh ◽  
Shih-Hua Sarah Chen ◽  
Kuo-Shu Yuan ◽  
Willy Chou ◽  
Thomas T. H. Wan
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Personality Traits ◽  
Emotional Labor ◽  
Sleep Problems ◽  
Mediating Effect ◽  
Surface Acting ◽  
Deep Acting ◽  
Job Performance And Satisfaction ◽  
The Relationship

The objective of this study is to investigate the effects of emotional labor on job performance and satisfaction, as well as to examine the mediating effect of sleep problems and the moderating effects of personality traits. A time-lagged study was conducted on 864 health professionals. Scales for emotional labor, sleep, personality traits, and job satisfaction were used and job performance data was obtained from records maintained by human resources. Structural equation modeling was performed to investigate the relations. Sleep problems only partially mediated the relationship between surface acting and job satisfaction but completely mediated the relationship between surface acting and job performance. Several personality traits were shown to moderate the relationship between surface acting and sleep problems. The effects were stronger for people with low agreeableness and high neuroticism. The relationship between high levels of deep acting and low levels of sleep problems was more pronounced in individuals with low extraversion. Supervisors should be conscious of emotional labor in the work context and provide necessary deep acting training to facilitate emotional regulation.

scholarly journals The Relationship between Achievement Motivation and Job Performance among Chinese Physicians: A Conditional Process Analysis

2021 ◽  
Vol 2021 ◽  
pp. 1-9
Author(s):  
Botang Guo ◽  
Binbin Qiang ◽  
Jiawei Zhou ◽  
Xiuxian Yang ◽  
Xiaohui Qiu ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Personality Traits ◽  
Achievement Motivation ◽  
Career Planning ◽  
Process Analysis ◽  
Pearson Correlation ◽  
Demographic Data ◽  
Cross Sectional ◽  
The Relationship

Background. To explore the relationship between achievement motivation and job performance among physicians, this study investigated the impacts of different personality traits on job performance among the physicians. Methods. This cross-sectional study was conducted in 2017 and 1,523 physicians from eight tertiary grade A hospitals in Harbin, China. The type of data collected included the achievement motivation of the physicians, job performance, organizational commitment, personality traits, and other demographic variables. To assess and compare the demographic data, independent t -test and ANOVA were applied. Further, Pearson correlation coefficients were used to evaluate the correlation among the variables. Moderated mediation analysis was performed to test the correlation among the job performance, achievement motivation, organizational commitment, neuroticism, extraversion, openness, agreeableness, and conscientiousness. Results. Achievement motivation directly influences job performance and organizational commitment partially mediates the direct effects of achievement motivation on job performance. Additionally, our findings demonstrated that agreeableness and conscientiousness moderate the strength of the relationships between achievement motivation and job performance mediated by organizational commitment. Conclusion. We propose that hospital managers should pay attention to the personal growth of the physicians and improve their organizational commitment via creating a positive working climate and training for career planning and education. Moreover, managers should identify conscientiousness and agreeableness individuals and increase their responsibilities geared towards improving the performance of the organization.

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