This study examines the relationship between job satisfaction and performance,investigating personality traits and satisfaction aspects among employees of a Federal Higher Education Institution.A questionnaire was adm...This study examines the relationship between job satisfaction and performance,investigating personality traits and satisfaction aspects among employees of a Federal Higher Education Institution.A questionnaire was administered to 658 participants,using structural equation modeling for analysis.Results highlighted that challenging work,neuroticism,and self-esteem significantly influenced overall workplace satisfaction,while general satisfaction,self-efficacy,and lack of attention were key determinants of work performance.This emphasizes the importance for managers to prioritize factors enhancing employee satisfaction,as it positively correlates with job performance.展开更多
Organizational climate refers to the collective behavioral tendencies of persons within an organization.It is an essential ingredient in determining business success,since the behavior of persons within an organizatio...Organizational climate refers to the collective behavioral tendencies of persons within an organization.It is an essential ingredient in determining business success,since the behavior of persons within an organization influences all types of interaction.At the same time,organizational climate also determines how much employees will dedicate themselves towards the achievement of their organization’s goal.However,although organizational climate is largely a product of organizational structure and leadership techniques,it remains significantly influenced by the personality traits of employees.Ideally,personality refers to the pattern of beliefs,attitudes,values,and behaviors perpetrated by an individual over an extensive period.Personality is unique to every individual,but it could potentially impact organizational climate.That is because it determines whether individuals will comply with the climate of their organization.In this study,the aim will be to prove that personality affects organizational climate.Findings indicate that personality determines compatibility between individual and organization,indicating that some individuals are not good for some organizations and vice versa.展开更多
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 personali...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.展开更多
This paper tries to find interaction rules between members and self-reform rules of members in some scientific research laboratories at a graduate school. The candidate of rules are extracted from the personality desc...This paper tries to find interaction rules between members and self-reform rules of members in some scientific research laboratories at a graduate school. The candidate of rules are extracted from the personality description sentences about factors： extroversion, agreeableness, conscientiousness, neuroticism and openness in the big five theory of personality psychology. In this paper, interaction and self-reform rules are not described by personalities themselves; instead, they are described by corresponding phenomena： activity, empathy, persistence, autonomy, and analytical ability which appear in the behavior side. Each member＇s initial value is determined from the main 5-factor personality investigation to the member, and the target value is given by the member＇s self-declaration. The rule selection is carried out by the genetic algorithm, where a sigmoid function is introduced in the renewal algorithm of the value, whereby a difficulty of setting the renewal parameters is avoided. An analysis is added about the obtained rules, and the validity of this approach and the subjects for future study are discussed. Finally, consideration is extended to the effect of environment on the behavior of members to reinforce the set of rules.展开更多
文摘This study examines the relationship between job satisfaction and performance,investigating personality traits and satisfaction aspects among employees of a Federal Higher Education Institution.A questionnaire was administered to 658 participants,using structural equation modeling for analysis.Results highlighted that challenging work,neuroticism,and self-esteem significantly influenced overall workplace satisfaction,while general satisfaction,self-efficacy,and lack of attention were key determinants of work performance.This emphasizes the importance for managers to prioritize factors enhancing employee satisfaction,as it positively correlates with job performance.
基金Hong Kong SAR Government Research Grants Council Earmarked Grant Projects(#CUHK4333/00H#CUHK4326/01H+10 种基金#CUHK4259/03H#CUHK4715/06H#CUHK441609)香港中文大学Direct Grants(#2020662#2020745#2020871#2020933#2020994#2021014)的资助教育部人文社科青年基金项目(10YJCXLX005)上海市浦江人才计划资助
文摘Organizational climate refers to the collective behavioral tendencies of persons within an organization.It is an essential ingredient in determining business success,since the behavior of persons within an organization influences all types of interaction.At the same time,organizational climate also determines how much employees will dedicate themselves towards the achievement of their organization’s goal.However,although organizational climate is largely a product of organizational structure and leadership techniques,it remains significantly influenced by the personality traits of employees.Ideally,personality refers to the pattern of beliefs,attitudes,values,and behaviors perpetrated by an individual over an extensive period.Personality is unique to every individual,but it could potentially impact organizational climate.That is because it determines whether individuals will comply with the climate of their organization.In this study,the aim will be to prove that personality affects organizational climate.Findings indicate that personality determines compatibility between individual and organization,indicating that some individuals are not good for some organizations and vice versa.
文摘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.
文摘This paper tries to find interaction rules between members and self-reform rules of members in some scientific research laboratories at a graduate school. The candidate of rules are extracted from the personality description sentences about factors： extroversion, agreeableness, conscientiousness, neuroticism and openness in the big five theory of personality psychology. In this paper, interaction and self-reform rules are not described by personalities themselves; instead, they are described by corresponding phenomena： activity, empathy, persistence, autonomy, and analytical ability which appear in the behavior side. Each member＇s initial value is determined from the main 5-factor personality investigation to the member, and the target value is given by the member＇s self-declaration. The rule selection is carried out by the genetic algorithm, where a sigmoid function is introduced in the renewal algorithm of the value, whereby a difficulty of setting the renewal parameters is avoided. An analysis is added about the obtained rules, and the validity of this approach and the subjects for future study are discussed. Finally, consideration is extended to the effect of environment on the behavior of members to reinforce the set of rules.
