On Relationship Between Managers'Personality Traits And Job Performance In Organization Situation

The thesis pays more attention to the relationship between personality trait and job performance across organization situation. The five-factor model is a theoretical model concerning the classification of personality, which describes the personality of normal person in the dimension of Extraversion, Neuroticism, Conscientiousness, Agreeableness and Openness to experiences. In this study, a questionnaire is first made to test the five-factor model, 58 items were abstracted from the IPIP to form a simple five-factor questionnaire. The final result indicated that the questionnaire had good reliability and validity. The second part defines the concept of job performance. The traditional concept of job performance paid more attention to the past behavior and its outcomes, which is a "past-behavior orientation"concept and is not accepted by most scholars. So, to judge the performance of managers, not only the fact and past behavior but also the manager's future purpose and his strategic plan and action should be taken into consideration. That is, the manager's performance includes the performance of strategic policy, strategic plan and strategic executive. As an ingredient, which keeps independence from task performance and contextual performance, strategic performance is a very important dimension in evaluating job performance of managers. To testify the above theoretical thinking, based on a multitude of documents, an Item pool about the judgments of job performance of mangers was formed. 30 questions were kept as the items of the questionnaire on job performance of managers after carrying out the exploratory factor analysis and necessarily item choices. The exploratory factor analysis on "questionnaire on job performance of managers"indicated that the job performance of managers could be divided into three dimensions: strategic performance, task performance and contextual performance. As an independent factor, strategic performance is a new dimension of managers. The cronbach a coefficient of the questionnaire on job performance of managers is 0.62 and the average Discrimination Index of each item is between 0.27-0.54. The result from the confirmatory factor analysis indicates that the three-dimension model of job performance of managers is relatively ideal in most of the fit Indexes and superior to single-dimension model and double-dimension model in every relative Index, which indicates that the questionnaires on job performance of managers has a better reliability and structural validity. Section three makes an important discussion on the relationship between personality traits and job performance in organizational context and construct a model about the relationship between these two variables. The main emphasis is put on the discussion of interpersonal relationship context, which lies in organizational context. Interpersonal relationship context is a potential objective context, which includes not only the cognitive component of individual but also emotional component of interpersonal relationships. As a big macrosystem, organizational context exerts influence on job performance through Individual factors. For instance, when personality traits fit in the organizational context, personality traits of Individual will be shown in a very suitable way. Therefore it will promote the job performance. Otherwise, when personality trait does not fit in organizational context,personality trait of individual may be restricted and therefore could not promote job performance. On the contrary, it may hinder job performance. In this theoretical model, interpersonal relationship context is treated as an external dependant variable. While personality trait, self-efficiency, motivation and management skills etc are treated as medieval variable and job performance of managers is treated as result variables. Based on the interaction model of person and context, taking advantage of the concept of trait activation, beginning with interpersonal context, how does this integration model exert its influence on job performance through medieval factors, such as personality trait, management skills, motivation and self-efficiency? Adopting the techniques of SEM, the integration model suggests the following hypothesis: interpersonal relationships influence job performance through the mediated variable of personality trait, the effect could be expressed 0.25×0.21=0.052; Interpersonal relationships influence job performance through the mediated variable of managers'skills and motivation. The effect could be expressed 0.130×0.42×0.34= 0.018; Interpersonal relationships influence job performance through the mediated variable of personality trait and self-efficiency. The effect could be expressed 0.25×0.60×0.20= 0.03; Interpersonal relationships influence job performance through the mediated variable of managers'skills .The effect could be expressed 0.13×0.45=0.058. Interpersonal relationships influence job performance through the mediated variable of personality traits and motivation. The effect could be expressed 0.25×0.41×0.34=0.034.