Based On The Management Of Enterprise Culture Study On The Relationship Between The Personality Traits And Job Performance

With the rapid development of economy and technology, competitionamong enterprises is increasingly fierce. Human resources has become the corepower of enterprise competition, in which management personnel plays the mostimportant role. It has been becoming an common view that the performance ofmanagement personnel determines an enterprise’s performance. Due to theparticularity of the management personnel’s work, its performance is not easy toquantify and measure, so improve the management personnel’s performance hasalways been an important subject. It bears both theoretical and practicalsignificance to seek for ways to improve management personnel’s performance.This paper uses the "Big Five" personality traits as independent variable and adds corporate culture as adjusting variable to probe into the correlation between the management personnel’s personality and performance in different types of corporate cultures. It analyzes the correlation betweenthe "Big Five" personality traits (emotional instability, extraversion, openness, agreeableness and responsibility) and management personnel’s performance in four types of corporate cultures including the clan culture, bureaucratic culture, market-oriented culture and innovation-oriented culture.This paper adopts two survey ways, including the papery questionnaire andthe electronic questionnaire. We obtain263valid sample data. By using SPSS,we process the obtained data to conduct regression analysis and correlationanalysis, and finally research results are reached.This paper shows that emotional instability and management personnel’s performance was significantly negatively correlated, but both responsibility and extroversion personality are significantly positively correlated to management personnel’s performance in all kinds of corporate cultures. Open personality in innovation-oriented corporate culture is significantly positively correlated to management performance, however in other types of corporate cultures the relations are not significant. Agreeableness personalityin innovation-oriented corporate culture is significantly negative correlatedto management performance, but in other types of corporate cultures the y are significantly positive correlated. Based on the research conclusion, this paper puts forward some suggestion to improve the enterprise management personnel’s performance, select and train management personnel.