Industrial and Organizational Psychology Studies

Prediction of Job Performance throgh Weighted Personality Traits: Hierarchical analysis Method

Document Type : Research Article

Authors

Nahid Hashemian Bpjnord 1
Masoud Moghaddas Zadeh Bazzaz 2
Fateme Alidoosti 3

1 MA Student of Psychology, Department of Psychology, Hekmat Razvi Institute & Assistant Professor, Department of Industrial Engineering, Khayyam University, Mashhad, Iran

2 Assistant Professor, Department of Psychology, Hekmat Razvi Institute, Mashhad, Iran

3 Assistant Professor, Department of Psychology, Khayyam University, Mashhad, Iran

https://doi.org/10.22055/jiops.2020.35928.1209
Abstract
Introduction
Research regarding the influence of personality traits on job performance has been largely based on correlation analysis and has explained job performance changes based on each personality trait. If job assignment is done in such a way that the dispersion of one personality factor is low, performance changes are largely explained by other factors, while that factor may play an important role. The purpose of this study was to develop a model that can explain the role of personality factors in job performance and not only rely on data collected from employees.
 
Method
Analytical Hierarchy Process explains the effect of each factor on performance based on expert opinion. The expert via pairwise comparisons expresses the preference of each personality factor over others, that is the comparison of each factor to another pairwise. The weight of each factor is then determined by hierarchical analysis. In the same way, the role of personality is determined in comparison with expertise and experience. Thus, an equation for job performance is developed taking into account personality traits. This procedure was performed for the employees of Khayyam University. To test the model, education, financial, and student departments vice presidents were selected as experts. Using the hierarchical analysis model and Expert Choice software, the weight of each factor regarding the job performance was calculated.
 
Results
The weights calculated by using software were acceptable due to the low incompatibility rate. In the education office, weights of responsibility, 0.51, agreeableness, 0.21, openness to experience, 0.04, extraversion 0.05, neuroticism, 0.16; in finance department, responsibility, 0.62, agreeableness, 0.20, openness to experience, 0.10, extraversion 0.05, and neuroticism 0.03, and in student affairs office, responsibility, 0.52, agreeableness, 0.14, openness to experience, 0.24, extraversion 0.04 and neuroticism, 0.06, were obtained in all three studied departments. Responsibility showed the greatest role in explaining job performance. The performance calculated with the equations developed by the model showed a significant correlation with the actual job performance based on the Spearman correlation test. In other words, the results of the neo-test and their placement in the equations led to job performance prediction that was correlated with actual performance, which means that the model is validated.
 
Discussion
In addition to the regression method, the hierarchical analysis method can be used to explain the role of personality factors regarding job performance. In this study, the weight of the effect of personality factors on performance was calculated by hierarchical analysis.

Keywords

analytical hierarchy process
performance
personality traits
Alessandri, G., & Vecchione, M. (2012). The higher-order factors of the Big Five as predictors of job performance. Personality and Individual Differences, 53(6), 779-784.
Alvani, S. M. (2001). Public management (14th ed.). Tehran: Ney Publication (Persian)
Asadnia, A., Jalilpour, P., Ahmadi, V., & Baryaji, M. (2016). The relationship between personality characteristics and job performance among librarians of shahid Chamran University and medical Science University of Jondishapoor of Ahwaz. Scientific Journal Management System, 1(2), 141-157. (Persian)
Blickle, G., Meurs, J. A., Zettler, I., Solga, J., Noethen, D., Kramer, J., & Ferris, G. R. (2008). Personality, political skill, and job performance. Journal of Vocational Behavior, 72(3), 377-387.
Carrasco-Hernandez, A. J., & Jimenez-Jimenez, D. (2016). Knowledge management, flexibility and firm performance: The effects of family involvement. European Journal of Family Business, 6(2), 108-117.
Chams, N., & Garcia-Blandon, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122.
Gharabaghi, H., & Garusi Farshi, M. T. (2009). Investigating the relationship between the five-factor model of personality and job satisfaction in the employees of Tabriz Tractor Factory, Journal of Psychological Achievements,16(2), 113-128. (Persian)
Ghodsipour, S. H. (2001). Analytical hierarchy process (AHP). Tehran: Amirkabir University Publication. (Persian)
Goffin, R. D., Rothstein, M. G., Rieder, M. J., Poole, A., Krajewski, H. T., Powell, D. M., ... & Mestdagh, T. (2011). Choosing job-related personality traits: Developing valid personality-oriented job analysis. Personality and Individual Differences, 51(5), 646-651.
Hoseinain, S., Yazdi, S. M., & Nikjoo Sukht Abandani, A. (2006), Relationship between personality dimensions and motivation to use initiative and job innovation of educational managers. Journal of Psychology & Education,4(3), 85-94. (Persian)
Jasbi, A. (2001). Fundamentals and principles of management (10th edition). Tehran: Islamic Azad University Publication. (Persian)
Karimi, J., Homayouni, A., & Izadi, R. (2015). Relationship between works related psychological basic needs, personality characteristics and work engagement. Quarterly Journal of Nursing Management, 3(4), 60-70. (Persian)
Madanifar, M., Farahbakhsh, K., & Sadipoor, E. (2016), Investigating the relationship between the personality characteristics and boundryless career attitudes of Allameh Tabataba’i university staff. Counseling Culture and Psycotherapy, 7(25), 47-70. (Persian)
Mkoji, D., & Sikalieh, D. (2012). The Influence of Personality Dimensions on Organizational Performance. International Journal of Humanities and Social Science, 17(1-2), 184-194.
Mohammadi, H. (2019). The factors affecting job satisfaction: considering an structural model. Industrial and Organizational Psychology Studies, 5(2), 167-183. (Persian)
Sadeghi, M., & Garousi, A. (2017). The relationship between personality characteristics and burnout and employee deviant behaviors of the Central Bank of the Islamic Republic of Iran. Public Policy In Administration, 8(1396), 205-220. (Persian)
Sensuse, D. I., & Cahyaningsih, E. (2018). Knowledge management models: A summative review. International Journal of Information Systems in the Service Sector, 10(1), 71-100.
Thoresen, C. J., Bradley, J. C., Bliese, P. D., & Thoresen, J. D. (2004). The big five personality traits and individual job performance growth trajectories in maintenance and transitional job stages. Journal of Applied Psychology, 89(5), 835-853.
Timmerman, T. A. (2004). Relationships between NEO PI-R personality measures and job Performance ratings of inbound call center employees. Applied HRM Research, 9(1-2), 35-38.
Zare Bahram Abadi, M., Doreh, I., & Azhdari, G. (2010). The relationship between job attachment, responsibility and emotional analysis with job satisfaction. Culture of Counseling and Psychotherapy, 1(4), 5-24. (Persian)
Industrial and Organizational Psychology Studies
Volume 7, Issue 2
November 2020
Pages 379-398

  • Receive Date 01 August 2020
  • Revise Date 03 September 2020
  • Accept Date 28 December 2020

Home

Editorial Board

Editorial Staff

Publication Ethics

Submit Manuscript

Reviewers

Contact Us