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Personality and Job Performance
Abstract
The impact of personality on the job performance of the human resources is absolutely clear and many organizations use this effect for hiring their employees. Personality is one of the most significant topics considered by the job advisors. The appointment of the right people in the right jobs significantly enhances the individual and the organizational performance. Clearly, the individuals have different personalities just like the different characteristics of the careers. Based on this method, many efforts are made to appoint the right people to the right jobs. Although, cognitive ability previously has been found to be the most reliable and valid predictor of job performance across occupations, various studies and meta-analyses have indicated that human personality traits, are highly related to job performance. The relationship between personality traits and job performance has been studied to a great extent and the field has flourished to become a hot topic under investigation.
... Performance is a condition the level of achievement of results an organization associated with the vision and mission of an organization run (Al-Omari, & Okasheh, 2017). Job performance has been identified as a significant key for organizations to gain competitive advantage and superior productivity (Dhani, 2017). Job performance also ensures the organization is functioning well and it consists of the know_ledge and skills that able to guide the employees to perform a variety of activities (Jasiyah et al., 2019). ...
Since independence in 2011 the Republic of South Sudan has witnessed growth in the financial systems and the overall economy. This has led to growth in the number of the financial institutions in the country. There is however minimal research on their overall performance. Hence the current research sought to determine the effect of ownership structure, bank stability and the financial performance of commercial banks in South Sudan. The population for the study was all the 29 commercial banks in South Sudan. Secondary data was collected for the period 2012-2017 from audited annual financial reports of individual banks and from the Central Bank of South Sudan reports while primary data was collected by use of a semi-structured questionnaire. The collected data was edited, sorted and coded into SPSS 23 for subsequent data analysis using SPSS 23 statistical analysis tool. The research utilized both descriptive and inferential statistical methods in the analysis. The statistical tests to be utilized in the study included t-tests, f-test, regression models and ANOVA models. The findings of the research were presented using frequencies, percentages, means, standard deviation, correlation coefficients, charts, tables and other statistical measures. The results of the study indicated there was a statistically significant moderating effect of ownership structure on the financial performance of commercial banks in South Sudan. The study recommends that the government should adopt better measures to safeguard public owned commercial banks to improve their efficiency and performance.
... Performance is a condition the level of achievement of results an organization associated with the vision and mission of an organization run (Al-Omari, & Okasheh, 2017). Job performance has been identified as a significant key for organizations to gain competitive advantage and superior productivity (Dhani, 2017). Job performance also ensures the organization is functioning well and it consists of the know_ledge and skills that able to guide the employees to perform a variety of activities (Jasiyah et al., 2019). ...
Based on Social Identity Theory dan Conservation of Resources Theory, this study aims to examine the effect of Abusive Supervision on Leadership Identification and Customer Orientation, the effect of Leadership Identification on Job Performance, the effect of Customer Orientation on Job Performance, and the effect of Abusive Supervision on Job Performance. The type of research is Explanatory Research. The number of samples in this study were 200 salespeople at a retail store in Pamekasan Regency, Data collection using a questionnaire, with simple random sampling method. Data analysis using Structural Equation Model-AMOS. The results showed that: Abusive Supervision have a negative and significant effect on Leadership Identification, Abusive Supervision have a negative and significant effect on Customer Orientation, Leadership Identification have a positive and significant effect on Job Performance, and Customer Orientation have a positive and significant effect on Job Performance
... Performans türleri Borman ve Motowidlo (1993Motowidlo ( ) ve (1997'ye göre, görev performansı ve bağlamsal performans olarak iki şekilde sınıflandırılmaktadır. Görev performansı, çalışanların işlerinin bir parçası olarak resmen tanınmış faaliyetleri gerçekleştirme yeterliliğidir (Dhani, 2017). Bağlamsal performans, işin resmi olarak parçası olmayan eylemleri gerçekleştirmeye gönüllü olma gibi faaliyetleri içerir (Motowidlo ve Van Scotter, 1994). ...
... Employee performance has been investigated in combination with different factors, such as occupational attainment [20], mental ability [21], personality [22], stress management [23], inclusion in the millennial generation [24], work conditions [25,26], workload and workaholism [27], and emotional intelligence [28,29]. None of the studies considered university degrees in relation to employee performance, even though some interviewees were academics [28]. ...
The aim of the currently ongoing proposed research is to investigate whether specialised university degrees influence employee performance. Initial results are showing that specialised university degree has an impact on employee performance. This empirical work, based on the SPI Manifesto, has its characteristic as a people centric and value research. The high value derives from the factor people in industries.
... Because the value of t-count (3.948)>t-table (1.971), it is the significant path coefficient, it proves that there is a significant direct influence of Personality towards job performance. The study results related to other researchers stating that Human personality traits are highly connected to job performance [41,42]. The personality type affects the employees' productivity of the Banking Sector of Pakistan, at 300 samples of which regression analysis [43]. ...
The performance of education office organizations was influenced by the
behavior of its employees. This study aimed to determine the direct and
indirect influence of organizational culture, leadership style, personality, and
organizational justice towards the job performance of the employee
education office in Jakarta. Research samples were 221 employees of the
Jakarta Education Office. Data collection using questioner with the Likert
scale, The results of the research there was a direct influence of leadership
style towards organizational justice; Organizational culture on organizational
justice; Personality towards organizational justice; Leadership style on job
performance; Organizational culture towards job performance; Personality
towards job performance, then organizational justice towards job
performance, and personality through organizational justice towards job
performance. It was concluded that the level of job performance was
influenced by variations in leadership style, organizational culture,
personality, and organizational justice
... The results of the study have been found by some researchers before the conclusion to be inferred is that job complexity is a strong moderator of the validity of personality measures (Salgado, 2017). Human personality traits are highly related to job performance (Dhani, 2017;Ahmad, Razzaq, & Hussain, 2014;Abdullah, Omar, & Rashid, 2013). All factors have a significant relationship with employee productivity except. ...
The dominant factor to achieve a school's competitiveness is the performance of headmasters. This study aimed to determine the direct and indirect influence of organizational culture, work environment, personality, and motivation on the performance of principal of state senior high schools. Research samples were 310 principals of state schools in Jakarta. Data analysis used a path analysis of which requirements were the test of normality, homogeneity, and linearity. The results of the research there were direct influence exogenous variables on endogenous, and there was indirect influence of personality through motivation on the job performance. Increased job performance could be done by coaching the headmaster about the culture, environment, and personality.
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