The Big Five Model in Relation to Job Performance:A New Look at Organizational Psychology

The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.

A Study on Organizational Commitment,Work Motivation,and Job Performance After the COVID-19 Epidemic in Taiwan-The Mediating Effects of Work Motivation and Organizational Communication

The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between them.Using hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work performance.In addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine performance.The results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.

Business Clothing For Females: Suitability For Effective Workplace Job Performance in Nigeria

The study investigated business clothing for females that are suitable for effective workplace job performance in Nigeria.It identified fabric characteristics of females’business clothing already used;fabric characteristics needed and deign style preference suitable for females’business clothing for workplace job performance.The study was guided by four research questions and two hypotheses.Population was 4,806 female civil servants in Delta state,Nigeria.Multi-stage sampling technique was utilized to select 136 females.Structured questionnaire was employed to collect data and descriptive statistics and t-test were used for data analysis.Finding showed that cotton,nylon,lacra fabrics,light and medium fabric weight,blue,black,gray,colors,cool texture,rough,smooth surface plain,stripe and flowered design among others were fabric characteristics of business clothing are being used in workplace.But prefer and need cotton,nylon,lacra,light weight,black,blue,gray,brown colours,cool,plain,surface fabrics.Net,organza,heavy weight,white,yellow,toweling fabrics were not preferred.Findings further showed that straight gown,waist flared and gathered gowns,skirt,blouse and suit/jacket,straight,shirt,long sleeves,garment with or without collar,below knee length,peter and convertible collars,among others were highly preferred design styles of clothes.In conclusion,office workers determine what they wear to perform workplace daily jobs promotes self-confidence,comfort,professional worth and productivity.It was recommended that female employees should not downplay appropriate work attires for comfort and organizational productivity to satisfy fashion trends.

Authentic leadership and employees’job performance:mediation effect of positive employee health

In light of global competition and the COVID-19 pandemic,organizations are encountering an increasingly challenging and unpredictable environment.Consequently,employees are experiencing heightened levels of job strain.This study aims to explore the impact of various organizational mechanisms on promoting positive employee health within the organization,ultimately affecting employees’job performance.The findings of this study indicate that authentic leadership and the absence of organizational politics are significant predictors of positive employee health.Moreover,positive employee health has a positive influence on supervisor-rated job performance through its effect on job engagement.This study serves as a valuable resource for organizations,shedding light on the fundamental factors that contribute to positive employee health.It also raises managers’awareness of the importance of nurturing and sustaining employees’emotional and physical well-being to maintain competitiveness in the market.

Recognition and Appreciation and the Moderating Role of Self-esteem on Job Satisfaction and Performance among IT Employees in Melaka

The purpose of this study is to explore and examine employees＇ perceptions of recognition and appreciation among Telekom Malaysia （TM） employees in Melaka and the psychological influence it has on their job satisfaction, performance, productivity, and commitment towards the organizational goals. According to one of the laws of psychology which ＂says if you want someone to repeat a behavior, you should positively recognize the behavior immediately＂. Thus, it has been positively affirmed that every human being like to be recognized and appreciated because it is an innate aspiration. Conversely, even though there is nothing complex about recognition and appreciation, studies has found that these items consistently receive the lowest ratings from employees. Furthermore, research conducted over so many eras constantly and consistently discovered that people care about fair treatment, thus, recognition and appreciation of employees must be done appropriately and timely in order for the program to be effective and efficient and achieve its full objective and set goal of motivation. The constructs that will be used in this study will be operationalized using previously-validated and originally developed measures with little or no modifications where necessary to suit the present research context while the primary data of this research will be analyzed using AMOS software.

The perceived effectiveness of democratic management, job performance, and citizenship behavior： evidence from a large Chinese state-owned petrochemical company

Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived democratic management effectiveness, employee job performance and organizational citizenship behavior （OCB）, using 988 matching surveys of both workers and their supervisors in a state-owned petrochemical firm from the central region of China. We find that our measure of an employee＇s perception of democratic management effectiveness is positively associated with an employee＇s job performance and organizational citizenship behavior. However, the association between perceived democratic management effectiveness and employee performance is negative if the employee is a dispatch worker. Our interpretation of the findings suggests that an employee＇s perception of democratic management effectiveness is a source of employee performance.

The Big Five Model in the Workplace:The Transition From Job Satisfaction to Job Engagement

Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?

The Role of Trait Activation Theory in Occupational Behavior:A Systematic Review

The Trait Activation Theory(TAT)is widely regarded as the most influential personality theory approach in psychology.The purpose of this study is to analyze the TAT’s role in the contemporary workplace.Which personality traits are more likely to predict work success?Which characteristics should businesses prioritize throughout the recruiting and selection processes?According to the Trait Activation Theory,what is the significance of motivation in the workplace and how can employers find employees who can be more productive,efficient,and involved in the organization’s goals?A systematic review of past recent research was used to answer the questions raised above.Following the gathering and examination of multiple recent publications on the issue,it was determined that the use of this model had a favorable impact on individual and group performance,working relationships,manager job performance,and workplace creativity.

The Evolution of McGregor’s X and Y Theory in the Contemporary Organizational Settings:A Systematic Literature Review

Motivation and employee behavior have been characterized as strong factors for employee job performance.McGregor’s theory is one of the most recognized and influential theories that perfectly explains the relationship between those factors and focuses on management and organizational behavior.Specifically,this theory emphasizes that employees are characterized as Type X or Type Y,and motivation is achieved in different ways according to the type.This paper was conducted to address important areas of McGregor’s theory,to discuss how the theory is applied in the workplace,and to elaborate on how recent studies have assembled scientific valid instruments to evaluate X and Y employee behaviors and employee performance.Recommendations for future research and applications will be addressed too.

The Concurrent Predictive Validity of the Intercultural Business Communication Competence Scale

This article reports the concurrent predictive validity of a new Intercultural Business Communication Competence Scale(IBCCS)involving three dimensions:cognitive ability about intercultural business communication situation(CB),business English linguistic proficiency(LP),and intercultural business communication motivation(CM).Survey data were collected with 120 Chinese international business practitioners.It was found that the subjects’intercultural business communication competence(IBCC)appeared to predict the three dimensions of job performance(JP):task performance(TP),interpersonal facilitation(IF),and job dedication(JD).In the three facets of IBCC,CM emerged as significant predictor of the three dimensions of JP.The present study provides more validity evidence for the IBCCS and extends the existing research on the relationship between communication competence and JP to intercultural business context.

Analysis of the Impacts of Work,Non-Work and Stress Issues on the Work Family Conflict in Ivorian Industrial Sector

This paper analyzes the perceptions that workers in the Ivorian industrial sector have as the interface between their professional and personal life,and the factors that facilitate or make it difficult.Data collected from 4 Ivorian industrial companies which represent a sample of 187 respondents according to the selection criteria.These collected data make it possible to identify the factors which act on the labor conflict towards the family as well as the factors which act on the family conflict towards the work within the industrial sector in Cte d'Ivoire.The results of the correlation coefficients show that the relationships between the proposed variables are significant and in the direction suggested for the most part,thus providing support for nine of the ten hypotheses affecting these relationships.According to some results obtained,it was discovered that certain factors could be at the same time,factors of conflict and satisfaction,such as the commitment to work or the nature of the work.These variables can simultaneously increase stress,and increase the self-esteem of the worker.The results of the analysis of the proposed model recommend the possibility that the data fit the model well,explaining the impacts of work,non-work and stressors on work-family conflict.This indicates that the proposed model is adapted to the Ivorian context.