Analyzing the Relationship: Personality Test and Work Performance

This discussion post explores the correlation between personality tests and work performance, asserting that behavior, driven by personality, significantly impacts job outcomes. It highlights the Big Five model (conscientiousness, extraversion, openness, stability, and agreeableness) and how unique combinations of these traits influence individual work styles and motivation. The analysis references studies indicating that conscientiousness and extraversion positively correlate with performance, while neuroticism can negatively affect it. The post also touches on the role of emotional intelligence (EI) and its measurement in predicting work success, referencing the MSCEIT test. Ultimately, the author concludes that personality is a crucial factor in determining an individual's effectiveness and interaction within the workplace, supported by various research findings and citations. Desklib provides access to similar solved assignments and study resources for students.

Response to the post of Miss Christina:
Yes, personality test correlates with work performance. Behaviour is driven by personality,
which acts as a motor. The Big Five model of personality is widely accepted which is
conscientiousness, extraversion, openness to new experience, emotional and mental stability,
and agreeing with others. Every person has a unique combination of these five ways, which
affect their work in different ways. It determines our motivation to achieve a target, and our
mood is affected which in turn affect our work performance (Forbes.com, 2019). The main
thing is it depends on the relationship with other employees, thus making personality an
important trait to work together.
Hansom, Hough, Ashworth, McHenry, and Toquam found in 1990 that people maintained
physical fitness and discipline due to their temperament and unique personality and not by
their abilities. Black studies 284 police force recruits of New Zealand in 2000 and he found
out that the factor of NEO-PI-R’s Conscientiousness added more in predictive ability than
testing of their perception. Blickle also studied NOE-PI-R’s Conscientiousness on 231
students of a University.
Extraversion and Conscientiousness are correlated with performance and productivity in a
very positive way, whereas agreeableness and neuroticism are correlated with the capacity of
a leader in a negative way (personality.cn, 2019). Employees with high conscientiousness do
greater work and perform well, while those employees who have neuroticism and miss
conscientiousness are likely to perform very poorly. Judge, Barrick, and Mount in 2001
discuss the various phases of prediction of data validity of how an individual’s performance
can be influenced by their personality. The findings, in recent times, have been positive.

References
Forbes.com, (2019) Available at
https://www.forbes.com/sites/sebastianbailey/2014/07/08/can-personality-predict-
performance/#56709fdd5499 Accessed on 15 April 2019
Personality.cn, (2019) Available at https://personality.cn/personality-at-work-scientific-
literature-review/job-performance-and-personality/ Accessed on 14 April 2019