On The Relationship Between Big Five And Job Performance Appraisal

Nowadays, more and more people are facing the severe completion andwant to improve their job performance appraisal to get be promoted and moresalary, but many of them are confused that how to improve. For company,there is a conundrum to judge the employee’s job performance, in this article,we try to answer this question, and we research the prediction effect betweenbig five and job performance, especially the moderation effect ofself-monitoring to the relationship between big five and job performanceappraisal.The basic procedure of this article is to propose hypothesis, then to carryand collect questionnaire, to analyze the data from questionnaire and tovalidate the hypothesis true or false, we survey the MBA students of Jiaotongof university, we designed the questionnaire form by IPIP short version, there are totally50items and each item ranges7levels. Based on current researchfindings, we propose7hypotheses. Regarding to the analysis method, we usethe correlation analysis, multiple regression analysis and confirmatoryfactory analysis.Through our analysis, we find that three hypotheses are validated, namely,the others are not validated, and we think the reason is the limitation ofquestionnaire because our survey is only carried in MBA students.Through our findings, we know that self-monitoring is a moderator to therelationship between big five and job performance appraisal, due to thelimitation of questionnaire, this finding is especially helpful for the jobperformance appraisal of middle and low layer manager in company, and wethink it also is helpful to optimize job performance appraisal system incompany.