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I will pay for the following article Personality and Job Performance: A Relationship Analysis. The work is to be 10 pages with three to five sources, with in-text citations and a reference page.
I will pay for the following article Personality and Job Performance: A Relationship Analysis. The work is to be 10 pages with three to five sources, with in-text citations and a reference page. Various job types are examined including how personality relates to managerial performance (Thomas & Moody, 2009). sales performance (Sjoberg, Littorin, & Engelberg, 2005). and customer service performance (Haq, et al., 2010), among other areas.
The first study was performed by Barrick & Mount (1991). They chose to investigate the ‘Big Five’ personality factors of Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience. Those factors were compared to job performance areas in job proficiency, training proficiency, and personnel data. The authors comment that this study was needed as there was no widely accepted given structure for categorizing different personality traits (Barrick & Mount, 1991). The study analyzes the ‘Big Five’ traits in regards to specific occupations, instead of the workforce as a whole. The occupations analyzed are professionals, police, managers, sales, and skilled or semi-skilled workers (Barrick & Mount, 1991).
The authors hypothesize that emotional stability and conscientiousness will be equally applicable to all five job types, as they appear the most independent of the type of job performed. In addition, they expect individuals scoring high on neuroticism will be less successful, regardless of the type of occupation. The characteristics of Extravaversion and Agreeableness are expected to only positively correlate to successful performance in sales and management since those are two criteria generally thought to be indicators of good job performance in a limited number of fields that involve heavily interpersonal communication. Openness to Experience is predicted to correlate only to one job performance area of Training Proficiency (Barrick & Mount, 1991). .The authors hypothesize that emotional stability and conscientiousness will be equally applicable to all five job types, as they appear the most independent of the type of job performed. .
