Research On The Relationship Between Personality Traits And Workers’ Performance

Researchers have shifted their focal point from traditional formal organizations toinformal groups about the factors affecting individual performance and have made a greatachievement since Hawthorne experiment in1932. Up to the21st century, with the deepeningof human economic globalization, the continual popularization of information technology andthe rapid development of knowledge economy, the competition among enterprises graduallytransformed from market contention and product quality to talent hunting. Meanwhile,personality traits influence performance.The relationship between personality traits and work performance is always the keyresearching point among scholars not only inland but also overseas. However, because of latestart in China, there still are disparities on the depth, the breadth and the relevance comparedwith others.Based on the relevant theories and research results related to personality traits andperformance, I chose three local representative companies in Xinjiang as the investigatingobject and used the Big Five Model scale and Self-monitoring scale as a personalityquestionnaire to analyze the relationship between personality traits and employeeperformance by utilizing the AMOS17.0and the SPSS17.0statistical software combiningwith the method of observation and interview. Then further explore the similarities anddifferences between these results and predecessors’ studying achievements.Academically, the BFM includes Extraversion, Agreeableness, Conscientiousness,Neurotics and Openness to experience. Including these dimensions, I chose Self-monitoringas the sixth dimension in the paper, work performance composed of task performance andcontextual performance. As is shown from results that, employees’ personality traits and theirperformance varies due to the statistical characteristics of demography such as gender, age,education background, marital status, post of duty and job contents. Certainly, Agreeablenessand Conscientiousness affluence the both kind of performance positively, while Neuroticsnegatively. Extraversion exerts more influence on contextual performance than taskperformance. However, Openness to experience impacts performance non-significantly. ALLin all, the research results about Extraversion and Openness to experience are characteristic tofirms in Xinjiang.Hoping that these research results could provide human resources managementpractice with screening criteria when selecting talents, adversely, it cannot be used to assessperformance.