Work Performance And Big Five Personality Traits Of Employee

INTRODUCTION This chapter contains literature review on Employees Work Performance and Big Five personality traits which is conscientiousness, agreeableness, neuroticism, openness and extraversion. Furthermore, there are a Conceptual Framework and hypothesis for this study.

Employees Work Performance Employees Work performance is one of the most important factors affecting the overall organization performance. According to Kinicki and Kreitner (2007), employees work performance is higher in happy and satisfied workers and the management find it easy to motivate high performers to attain firm targets. Many studies about employees work performance have been done by many researchers. Katavich, K. M. (2013) has studies about how performance

Snell, S. S. (2016) also stated that the performance can be evaluated through:

a) Trait Methods (graphic rating scales, mixed-standard scales, forced-choice method and essay method).

b) Behavioral Methods (critical incident method, behavorial checklist method, behaviorally anchored rating scales and behavior observation scale).

c) Result Methods (productivity measures, management by objectives and the balanced scorecard). The Big Five personality traits also affect the employees work performance (Lin Kunlin, Y. L., 2013). Lin Kunlin, Y. L. (2013) stated that the study confirmed that the Big Five personality traits, job attitude and work performance are mostly significantly related. All the Big Five personality traits except extroversion, fully or partially affects work performance (Lin Kunlin, Y. L., 2013). Furthermore, the Big Five personality traits will continuously studies by the other

D. (2016) found that the agreeableness traits’ effect on knowledge-sharing attitude and behaviour was positive and significant. The agreeableness traits which are characterized by altruism, nurturance, caring, cooperation, conflict-avoiding, tolerant, kind-heartedness and sympathy towards others may have influenced the teachers to share their knowledge among themselves, as knowledge sharing is seen as a form of workplace collaboration, cooperation and helpfulness (K. Matzler, B. R., 2008). Previous research has study about age effects on perceived personality and job performance. Marilena Bertolino, D. M. (2013) stated that older and younger workers are perceived differently in terms of Five Factor Model of personality; the ‘Big Five’ and job performance. This author also found that older workers are perceived more positively than younger workers on most dimensions. It is because older workers were perceived to be more agreeable (Cuddy and Fiske, 2002). Furthermore, Ridhi Arora, S. R. (2016) has studies about linking the Big Five personality factors and career commitment dimensions which is a study of the Indian organization. Thus, the authors found that agreeableness personality have a strong positive influence on career planning of the Indian managers. In the Indian business environment, agreeableness personality leads to higher commitment toward career planning activities among the managers (Ridhi Arora, S. R.,