Research On Managers’ Personalities In Commercial Bank

In the21th century, with the development of scientific quantitative management of commercial bank, knowledge workers have become the core of human capital. To realize people-oriented management concept, commercial bank has to establish human resource strategy to match business strategy development, and to focus on the research and development of management talent and professional talent who has competitive advantages. Theories and tools of personality traits have been used in personnel selection, training and management by more and more companies these years. Research on the personality traits, job matching and job involvement of commercial bank managers could make training and development more effectively, earn more return of human capital investment, and achieve bank strategy.In this article, we use theory of psychology, management science, behavioral science and organizational behavior to study the relationship between personality traits, job matching and job involvement of commercial bank managers. Besides, we do reliability analysis and validity analysis using desk research, questionnaire and statistical analysis. In the end, we find ways to improve job matching and work performance based on personality traits of commercial bank managers, and to prove it by real case.This article consists of5parts, which are as follows:(1) Theory of DISC. In this part, we describe the types of DISC traits, sub-traits, transfer pressure etc. Then we build the dimension model of personality trait of commercial bank managers.(2) Difference kinds of commercial bank managers’ personality traits. Traits are defined based on analysis of8kinds of managers’ department functions, job responsibilities and job characteristics. Then we try to figure out the similarities and differences of traits between these managers, and how job characteristics affect external style transformation, in order to get some valuable conclusion on personnel-post matching. (3) The relationship between personality traits, job matching and job involvement of commercial bank managers. First, establish hypothesis and collect data by questionnaire. Second, build regression equation model to study how personality traits affect job matching and job involvement. Third, take reliability test and validity test by exploratory factor analysis and confirmatory factor analysis. We would give some suggestions after the quantitative analysis.(4) Ways to achieve personnel-post matching and to enhance job involvement. In this part, there are some effective ways and measures, which include how to build dominant trait assessment and development mechanism, competency model of good performance managers, information management system of talent. Besides, we find methods to improve job involvement based on personality traits, which include ways to train and motivate talent, create environment good for their development.(5) Case study. China Trust Commercial Bank (CTCB) is studied. We focus on its strategic goal of talent management, revolution and model of talent management, post configuration process, and ways to create a good environment for talent.