Performance of Garment Factory Workers in Relation to Personality Traits and Work Related Attitudes
The purpose of present study was to investigate the relationship of job performance of the garments factories workers with personality traits and work related attitudes. Five hundred two workers were selected purposively as respondents. In order to measure the variables of the present study, the Bengali versions of big five personality test, job involvement scale, organizational commitment scale, employee job performance scale were administered on the respondents. Seven hypotheses were formulated to test in the present study. Data were analyzed by applying Pearson product ...view middle of the document...
Keywords: Big personality traits, work-related attitude, organizational commitment, job involvement, employee performance.
Job performance is the important term used in the modern organizational structure. It refers to whether a person performs his job well and relates to organizational outcomes and success. Over the past 25 years, a number of researchers have investigated the personality dimensions and workers’ performance. The overall conclusion from these studies is that the personality as a predictor of job performance (e.g., Ghiselli, 1973; Guion & Gottier, 1965; Locke & Hulin, 1962; Reilly & Chao, 1982; Schmitt, Gooding, Noe, & Kirsch, 1984). In the past 10 years, the views of many personality psychologists have converged regarding the structure and concepts of personality. Generally, researchers agree that there are five robust factors of personality which can serve as a meaningful taxonomy for classifying personality attributes (Digman, 1990). Many psychologists today believe that human personality can be described by five dimensions, called the Big Five: extraversion, emotional stability, agreeableness, conscientiousness and openness to experience (Barrick & Mount, 1991).
However, they also reported variability in the validities of conscientiousness across studies (p = .23; 90% credibility values range from .10 to .35). In fact, the mean observed correlations between conscientiousness and performance typically hover in the low teens (r = .10 in Salgado, 1997). The variability and the small size of the correlations suggest the presence of moderators. Agreeableness (Hogan, 1986) or likability (Hogan, 1986), refers to such traits as selflessness, cooperativeness, helpfulness, tolerance, flexibility, generosity, sympathy and courtesy (Digman, 1990). Some researchers have suggested that agreeableness is the primary concept to consider in the assessment of individual differences (Havill, Besevegis & Mouroussaki, 1998). However, agreeableness seems to be most relevant to job performance in situations in which joint action and collaboration are needed (Mount, Barrick & Stewart, 1998). Work contexts having a fairly high level of interpersonal interaction require selflessness, tolerance and flexibility. Agreeable persons tend to deal with conflict cooperatively or collaboratively, strive for common understanding and maintain social affiliations (Digman, 1990). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (p < .l0). Overall, the results illustrate the benefits of using the five factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of personnel selection, training and development, and performance appraisal. Bing and...