Dissertation for obtaining a master's degree
Field: public administration, orientation: human resources management
Abstract
The purpose of this research is to examine the relationship between the personality dimensions of managers and the job performance of employees. The research method used is a descriptive correlational type and is applied in terms of purpose or nature. The data collection method is field and the data collection tool is a questionnaire. The statistical population of the present research is 150 principals of secondary schools of Rasht city and 450 related employees in the statistical population. The statistical sample was 108 people for each using Morgan's table. Since this research examines the personality dimensions of managers and the job performance of employees, 108 personality dimensions questionnaires were answered by managers and 108 job performance questionnaires were answered by employees, and then the correlation between these two variables was measured. Data analysis was done using Pearson's correlation coefficient. The validity of the research was measured using content validity through respected professors and experts. The reliability of the research was also measured using Cronbach's alpha method, which is higher than 0.70. The results of the research showed that there is a relationship between managers' neuroticism or neuroticism, extroversion, openness, agreeableness, and conscientiousness and the job performance of employees.
Key words: neuroticism, extroversion, openness, agreeableness, conscientiousness, job performance. This element is of particular sensitivity and importance in educational units, and the improvement of performance in this field is influenced by various factors, including the personality of managers (Hosseinian, 2016).
In many educational and occupational environments and situations, individual abilities are emphasized as the main factor of success. But it should be noted that these abilities alone cannot be the cause of success, but individual differences between people should be considered as an important and effective factor in their career and academic success. The analysis of individual differences has always been considered in terms of psychology in organizations, especially education. One of the variables of individual difference is personality traits. It is very important to know the personality traits of people and use effective models in educational programs (Isai et al., 2012). Performance is the predicted criterion or the key dependent criterion in the framework we present, which serves as a means to judge the effectiveness of individuals, groups, and organizations. If our managers in the organizations provide the required training to the employees by using the talent of the employees, while giving them the right opportunity and the necessary facilities and creating motivation, they can witness the best performance in the employees, but unfortunately, in some organizations, we see that the managers mainly do not pay enough attention to the performance of the employees and mainly make decisions based on their desires. One of the factors that affect the performance of employees is their personality and dimensions. The dimensions of personality in this research are neuroticism, extroversion, openness (passion for new experiences), agreeableness and conscientiousness (responsibility). What is examined in this chapter is the examination of the relationship between the personality dimensions of managers and the job performance of employees based on the five big personality patterns. In this chapter, the research problem, the importance and necessity of the research topic are stated first, and then the goals and questions of the research along with the theoretical framework and assumptions and theoretical and operational definitions of the research and finally the scope of the research is discussed. It is related to the goals of the organization and it can be measured in the specialized information of each person (Mochinki [1], 2008). Job performance refers to both the action and the result of the action. In other words, performance is defined as today's action, which is the introduction of producing a certain amount of tomorrow's output value (Agha Yousefi and Mirhasani, 2011). Performance is the sum of job-related behaviors that people show (Mochinki, 2008).
The lack of employee performance will reduce the organization's productivity and lag behind other competitors.. Organizations that strive to maintain survival and competitiveness and consider themselves in need of presence in the national and global arena, should put the principle of continuous improvement of employees' job performance at the forefront of their activities. This result will not be achieved unless it is possible to achieve it by managing the job performance of the employees (Agha Yousefi and Mirhasani, 2013).
Performance as an individual behavior depends on personality and situational variables (such as work, organizational and social demands, etc.). The research conducted in this field has shown that in addition to knowledge, skills and various abilities, personality is one of the most important predictors of job performance (Hartz and Donovan [2], 2005).
Job performance is one of the most important factors that organizations are looking for. The education organization is not an exception to this rule. School principals can increase the spirit of teaching and effective education among teachers with their personality traits. Also, based on this, the motivation of students to learn will increase (Sha'bani, 2013).
Personality plays a decisive role in the visible and obvious behavior of a person. The five-factor model of personality is one of the most dominant and historical models of personality structure, and many psychologists have stated that the five-factor model includes many personality variables. The dimensions of personality are, respectively, psychopathy or neuroticism [3], extroversion [4], openness [5], agreeableness [6], conscientiousness [7] (Linden and Nijenhuis [8], 2010). Neuroticism includes the tendency to experience psychological distress in the form of anxiety, anger, depression, embarrassment, hatred, and a range of negative emotions. This dimension also includes sensitivity to having unrealistic beliefs. Extraversion includes the sensitivity to having unrealistic opinions. Extroversion includes the need for activity, excitement and mobility. Openness characterizes traits related to aesthetic sense, intelligent curiosity, need for variety, open-minded attitudes, and broad interests. Agreeableness also includes honesty, altruism, and sympathy, and is in contrast to pessimistic and self-centered hostility, and finally, conscientiousness includes a regular effort to achieve goals and serious adherence to principles (Teklo et al. [9], 2012).
Research findings on the relationship between personality and performance until the mid-1980s showed that there is no meaningful relationship between personality and performance. Until, with the expansion of personality theories and models, results contrary to the previous results were obtained and indicated that personality characteristics are one of the most important predictors of job performance (Penny et al. [10], 2011). Klang (2012) also showed that there is a positive relationship between personality dimensions and job performance.
Therefore, according to the mentioned issues, the question arises whether there is a meaningful relationship between the personality dimensions of managers and the job performance of employees based on five personality patterns?
1-3- The importance and necessity of research
The job performance of employees in organizations, companies and institutions is caused by various factors. There are also different methods to solve the problems that have led to low performance, and one of these methods is to focus on the personality traits of people in organizations. Research has shown that employees who are interested and loyal to the organization have a higher job performance and tend to stay in the organization more, are less absent, have higher work motivation, and agree and accompany the changes in the organization more (Saatchi, 2014). According to the personality of people, the process of recruitment, transfer and promotion can be improved. Since the personality characteristics of people act as factors to determine their behavior, a framework can be obtained by identifying these characteristics to predict behavior. Knowledge of people's personality can help the management of the organization to appoint qualified people in different positions of the organization, which in turn will reduce the turnover of employees and increase their job satisfaction (Parsaiyan and Arabi, 2016). Job performance is one of the most important factors that organizations are looking for, and the personality of people is one of the important factors that affect the performance of employees. Therefore, it can be said that this issue is among the issues that have been very important for education; Because employing efficient and competent managers in this department has an impact on the performance of employees and can ultimately lead to the growth and excellence of students.