INFLUENCE OF PROACTIVE PERSONALITY ON JOB PERFORMANCE OF BANK EMPLOYEES IN PAKISTAN: WORK ENGAGEMENT AS A MEDIATOR

The purpose of this study was to determine whether the proactive personality of Pakistani bank employees influenced their job performance. With the awareness of the importance of job performance in the banking sector of Pakistan, researchers also examined the mediating role of work engagement in the relationship between proactive personality and job performance. A total of 315 responses were obtained from officers to test the relationship between proactive personality and job performance, and to examine the mechanism via work engagement. The researchers analyzed respondents’ demographic profiles in SPSS version 23 and developed several hypotheses through structural equation modelling technique which were tested in SmartPLS version 3. The findings of the study showed a significant positive relationship between proactive personality and the three dimensions of job performance: task performance, individual- directed citizenship behavior (OCBI), and organizational-directed citizenship behavior (OCBO). The study results also supported the main hypothesis that work engagement mediated the relationship between proactive personality and job performance. The findings of the study present a few useful insights to the HR department and policymakers in the banking sector. Proactive personality should be considered as one of the necessary dispositions to be evaluated in hiring decisions. Bank management should devote more attention on the work engagement of employees and its related factors to boost employees’ performance at work.

Impacts of Personality on Job Performance Through COVID-19 Fear and Intention to Quit

Recent studies have examined the association between personality and job performance; however, this relationship remains to be elucidated within the context of COVID-19 fear and intention to quit. Therefore, we aimed to develop a structural equation model (SEM) by exploring the effects of personality on job performance through COVID-19 fear and intention to quit. Accordingly, 447 employees participated in the study and completed the Job Performance Scale, the Scale of Intention to Quit, the COVID-19 Fear scale, and the Big Five Inventory. It was revealed that extroversion, conscientiousness, and neuroticism predicted job performance via COVID-19 fear, as well as intention to quit.

Relationship Between Proactive Personality and Job Performance of Chinese Nurses: The Mediating Role of Competency and Work Engagement

Background: As one of the main participants in health care, nurses are esteemed an important driving force for the vigorous health care development. Studies report that nurses’ proactive personality has positive effects on their job performance; however, this relationship acquires further understanding.Objective: A cross-sectional study was performed to explore the relationship between nurses’ proactive personality and job performance; the mediating role of nurses’ competency and work engagement in this relationship was also evaluated.Methods: The study was performed in a large third-degree general hospital in October 2019, Xi’an, PR, China. A sample of 246 nurses participated in this cross-sectional study. Proactive personality was assessed with the Proactive Personality Questionnaire (PPS), job performance was assessed by Heilman three-item measurements, nurse competence was estimated with Nurse Competency Scale (NCS), and work engagement was assessed with the Utrecht Work Engagement Scale (UWES). The structural equation model was used to test the main hypotheses.Results: Structural equation model analysis revealed that work engagement partially mediated the association between proactive personality and job performance. The serial two-mediator model which was used to explore the association between proactive personality and job performance through competency and work engagement, in sequence, was demonstrated.Conclusion: This study demonstrates that work engagement partially mediated the association between nurses’ proactive personality and their job performance. The serial two-mediator model demonstrated that proactive personality was associated with job performance via competency and work engagement. This study also revealed the critical role of nursing managers in understanding the nurses’ proactive personality, which would facilitate them to enhance the latter’s competency and promote their work engagement. All these will in turn constantly improve the overall quality of nursing and advance professional development of nursing and benefits for patients.

THE INFLUENCE OF PERSONALITY TRAITS AND EMPLOYEE DEVELOPMENT ON THE JOB PERFORMANCE OF ENGINEERS IN MALAYSIA

Penelitian ini mempelajari bagaimana ciri-ciri kepribadian mempengaruhi kinerja kerja insinyur di Malaysia dan bagaimana pengembangan karyawan memastikan kinerja kerja yang optimal dalam lingkungan yang terus berubah. Sampel insinyur yang bekerja di perusahaan berbasis Elektro dan Elektronika dan hasilnya menunjukkan bahwa Extraversion dan Openness berkorelasi positif dengan Prestasi Kerja sementara Agreeableness dan Neuroticism berkorelasi negatif. Itu juga menunjukkan bahwa pengembangan karyawan memoderasi hubungan antara Kepribadian dan Prestasi Kerja untuk individu dengan tingkat Conscientiousness yang tinggi. Penemuan ini menunjukkan bahwa individu dengan ciri kepribadian yang berbeda mempersepsikan dan menanggapi upaya pengembangan karyawan secara berbeda, dengan demikian pentingnya rencana pengembangan individual. This paper studies how personality traits affect the job performance of engineers in Malaysia and how employee development ensures optimal job performance in an environment of constant change. A sample of engineers working in Electrical and Electronics based companies were studied and the results showed that Extraversion and Openness were positively correlated to Job Performance while Agreeableness and Neuroticism were negatively correlated. It was also shown that employee development moderates the relationship between Personality and Job Performance for individuals with high levels of Conscientiousness. These findings show that individuals with different personality traits perceive and respond to employee development efforts differently, thus the importance of individualized development plans.