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20.01.2007
Personality and Job Performance
Gerhard Ohrband
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1. Role of personality at work. 2. Relationship between personality and
career success: A British study.3. Relationship between personality and
job-performance. A socioanalytic perspective.
4. Conclusion.
Our Presentation:
1. Role of personality at work. 2. Relationship between personality and
career success: A British study.3. Relationship between personality
and job-performance. A socioanalytic perspective.
4. Conclusion.
Our Presentation:
Should we care about personality?
Role of Personality at Work
4. Most personality traits reveal small to nonexistent mean score differences between racial or ethnic groups (Hough, 1998; Mount & Barrick, 1995 )
5. Big Five personality traits predict multiple facets of career success, weather assessed intrinsically ( satisfaction) or extrinsically (occupational status), (Judge, Higgins, Thoresen and Barrick, 1999).
6. Personality is meaningfully related to many work-related behaviors and outcomes that managers care about.They also influence the fit with other individuals, a team or an organization (Barrick, Mitchell, & Stewart, 2003).
Role of Personality at Work
1. Managers care about personality (Dunn, Barrick, & Ones, 1995).
2. Meta-analysis have shown that Conscientiousness and Emotional Stability predict overall performance.Extraversion, Agreeableness, and Openness to Experience are valid predictors of performance only for specific occupations.
3. Multiple correlation of all Big5 for predicting overall job satisfaction is .41 (Judge, Heller, Mount 2002); multiple correlation using Big5 when predicting leader emergence .53 (Judge, Bona, 2002).
1. Role of personality at work. 2. Relationship between personality
and career success: A British study.
4. Relationship between personality and job-performance. A socioanalytic perspective.
5. Conclusion.
Our Presentation:
Definitions:
A dual definition of career success as extrinsic and intrinsic is necessary because their evaluations don’t always overlap.
Career success
Extrinsic (ECS) Intrinsic (ICS)
Career success
Organization-specific
From the beginning of work career until the particular point in evaluated time.
Since joining a particular organization until the point in time when the success of the career progression is judged.
Definitions:
Eventual
Aims of a British Study:
To investigate the extent to which Judge (1999) findings are replicable in Britain.
To examine the relationship between disposition and organization-specific career success.
To examine the relationship between disposition and intrinsic career success by including additional facets of intrinsic career success.
1 2 3
Hypothesis 1
Human capital (education attainment) Career choices Starting point of entry into work. But not career progression
General Mental Ability
ECS
Eventual ICS
+
Hypothesis 2
ConscientiousnessExtraversion
Neuroticism Agreeableness
Eventual ECS
Eventual ECS
Organization-specific
ECS
Organization-specific
ECS
_
+
A British Study
Task performance
Organizational citizenship
Superior job performance & favourable performance evaluations
More likely to set challenging career goals & to preserve in their accomplishments.
Conscientiousness
A British Study
Obtain status-related rewards
Advance their careers
Involve in mentoring relations
Inclusion in organizational
networks
Extraversion
Extrinsic Career Pogress
A British Study
-Low confidence-Feel insecure display hostility-Anxiety and negative emotions
• Suspiciousnessless relationship ties with others Job-finding Career advancement
Neurotisicm
Reduced career prospects
A British Study
Help & care about other
Neglect or assign lower priority to their own career interest.
Even avoid pursuing it.
Aggreeableness
Hypothesis 3
Satisfaction from performing well and from successfully responding to their duties.
Conscientiousness
Organization specific
ICS
Eventual ICS+
+
Hypothesis 4
Perfectionism, pessimism, proneness to negative affect, hostality & suspiciousness
lower job & life satisfaction
Neuroticism
Organization specific
ICS
Eventual ICS_
_
Hypothesis 5
Successful in interpersonal relationships Lower importance to financial&hierarchical career
Higher job & life satisfaction
Agreeableness
Eventual ICS
Organization specific
ICS
+
+
A British Study
308 white-colorFull time
3 uni of England
Voluntarily completed
questionnaires
74.5% female
45.5% married37.4% at least
bachelor degree
Method:
Cattell 16PF5
Global Factors Low High
Extraversion Introverted, socially inhibited
Extraverted, social participant
Anxiety Low anxiety, relaxed, imperturbable, well-adjusted
High anxiety, tense, perturbable, histrionic
Tough-Mindedness / Willpower
Receptive, open-minded, intuitive, emotionality, feeling
Tough-minded, resolute, non-empathetic, determined
Independence Accommodating, agreeable, selfless, subdued
Independence, persuasive, wilful
Self-Control Unrestrained, impulsive, uncontrolled
Self-controlled, inhibitory of impulses
Measures
ECS ICSOrganizational grade currently occupied by the respondent
Measures of facets of ICS:
Job satisfaction;Hierarchical success;Financial success;Interpersonal;Life success.
Result 1
ß=.12*
ß=.03
General Mental Ability
Eventual ECS
Eventual ICS
Organization-specific
ICS
Organization-specific
ECS
+
Result 2
ß=-.14*
ß=.11**
ß=-.11*
ß=-.05
Conscientiousness
Extraversion
x
Eventual ECS
Eventual ECS
Organization-specific
ECS
Organization-specific
ECS
_
__
Result 3
Conscientiousness
x
Eventual ICS
Organization-specific
ICS
Result 4
ß=-.12*
ß=-15**
ß=-.06*
ß=-10**
Neuroticism Agreeableness
Eventual ECS
Organization-specific
ECS
_
_
Result 5
Neuroticism
_
Agreeableness
Eventual ICS
Eventual ICS
Organization-specific
ICS
Organization-specific
ICS_
+
+
Conclusion
ICS associated with personality.
General mental ability related with eventual ECS
But not when single organizational careers considered
Neuroticism&agreeableness impede ECS
Neuroticism relates to ICS negatively.
Agreeableness relates to ICS positively.
General mental ability related with eventual ECS
But not when single organizational careers considered
Conclusion
• Reasons? Work performance is weakly related with career
success. Suppress divergent thinking&creativity Over-concentrationoverlook career
opportunities or ignore career enhancement activities
Cultural values Britishlow extraversion&low neuroticism
Conscientiousness relates with ICS& ECS negatively.
Extraversion relates Eventual ECS negatively.
For Future research?
Different sectorsDifferent cultures
• Results can be used for personal development career advice
Activity
1. Role of personality at work. 2. Relationship between personality and
career success: A British study.3. Relationship between personality
and job-performance. A socioanalytic perspective.
4. Conclusion.
Our Presentation:
Socioanalytic theory:
To get along
is used to understand individual differences in performance at work
People always live in work groups
Groups are always structured in terms of
status hierarchies
To go ahead
A Socioanalytic Perspective
To get along
cooperate seem compliant friendly positive
To get ahead
take initiatives seek responsibility compete try to be recognized
A Socioanalytic Perspective
personality
the perspective the perspective
of the actor of the observer
Personality from
actor’s perspective
- person’s identity
(strategies a person uses
to pursue acceptance and
status);
- identity controls an
actor’s social behavior
Personality from
observer’s perspective
-person’s reputation
(trait evaluations – helpful,
conforming, talkative,calm,
competitive, curious..)
- reflects the observer’s view
of an actor’s characteristic
ways of behaving in public
Reputation
describes a person’s behavior;
Identity explains it.
Acceptance and Status a person enjoys
Big Five
Reputation
Aims of current research
To investigate:
Predictors of overall job performance
Conscientiousness Emotional stability
…
When performance criteria classified as getting along or getting ahead a more nuanced pattern of personality performance links would emerge
…
conscientiousness
“ GET aim toward
ALONE” agreeableness peer
criteria popularity
emotional stability
extraversion
aim toward
“ GET status
AHEAD” openness
criteria
emotional stability
Method
43 independent samples
( N=5242)
Studies involvedrealistic, social,
enterpresing andconventionaloccupations
Published articles,chapters,
disartations(1980-2000)
Personality based
job analysis
Measures
• Predictors
- HPI Hogan Personality
Inventory 206 item True/False
inventory Contains 7 scales which
align with Big Five
• Criteria
- getting along
- getting ahead
Big five vs. HPI
Results
Results 1
Adjustment (.32)
Overall
Prudence (.24) job
performance
Ambition (.22)
Results 2
Adjustment (.34)
getting
Prudence (.31) along
criteria
Likebility (.23)
Results 3
Ambition (.26)
getting
Adjustment (.22) ahead
criteria
Prudence (.20)
Conclusion
• Although there are factors, such as general mental ability, interests, values, health and opportunity, that are apparently important determinants of job performance, research has shown that measures of personality can also be useful predictors of job performance.
1. Role of personality at work. 2. Relationship between personality and
career success: A British study.3. Relationship between personality and
job-performance.
4. Conclusion.
Our Presentation:
Conclusion
• Based on the British Study some of the Big Five traits are related positively whereas others negatively to career success.
• However, further study is needed in different sectors and culturas.
• These findings can be utilized for personal development and career advice
Conclusion
• Based on the Socioanalytic perspective, some of the Big Five traits predict overall job performance as well as criteria such as getting along and getting ahead
• Therefore, it can be said that besides general mental ability, personality also plays a role in determining job performance.
Discussion points
Sources and references
• Barrick, M. R. & Mount, M.K. (2005). Yes, personality matters: moving on to more important matters. Human Performance, 18, 359 – 372.• Beasley, S. (2006). Personality Comparison. Available from
<http://www.paladinexec.com/personality_comparison/ISTJ/>. (Accessed January 17, 2007).
• Bozionelos, N. (2004). The relationship between disposition and career success: A British study. Journal of Occupational and Organizational Psychology, 77, 403-420.
Sources and references
• Hogan, J. & Holland, B. (2003). Using theory to evaluate personality and job-performance relations: A socioanalytic perspective. Journal of Applied Psychology, 88,100-112.• Straker, D. (2006). 16 PF Factors. Available from <http://changingminds.org/students.htm>. (Accessed 16 January, 2007).• Thomson, L. (1998). Personality type. An Owner’s Manual. Boston: Shambala Publications, Inc.
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