Emotional stability and conscientiousness as predictors towards job performance

Research output: Contribution to journalArticle

1 Citation (Scopus)

Abstract

The predictive validity of personality traits toward proficient job performance has always been inconsistent. Thus, the purpose of this study was to determine the predictive validity of personality traits (emotional stability and conscientiousness) on job performance. This was done by distributing 16 Personality Factor Questionnaire to 450 civil servants employees. Job performance on the other hand was measured by self-reported and annual performance evaluation report received from the employer. SEM analysis was employed to test how well conscientiousness, emotional stability and job performance model fit the sample tested. SEM results confirmed the goodness-of-fit between the model and the sample. The two constructs were also predictors of job performance. It can be implied from the findings that personality traits can be used as predictors to evaluate the suitability of job applicants in personnel decision making. Future research studies can look into other indigenous traits for measure conscientiousness and emotional stability and should investigate indirect effect on job performance.

Original languageEnglish
Pages (from-to)139-145
Number of pages7
JournalPertanika Journal of Social Science and Humanities
Volume19
Issue numberSPEC. ISSUE
Publication statusPublished - Oct 2011

Fingerprint

job performance
personality traits
civil servant
applicant
Predictors
Conscientiousness
Emotion
Job performance
employer
personnel
employee
decision making
questionnaire
evaluation
performance
Personality traits
Personality Traits

Keywords

  • Conscientiousness
  • Emotional stability
  • Job performance
  • Personality

ASJC Scopus subject areas

  • Arts and Humanities(all)
  • Business, Management and Accounting(all)
  • Economics, Econometrics and Finance(all)
  • Social Sciences(all)

Cite this

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title = "Emotional stability and conscientiousness as predictors towards job performance",
abstract = "The predictive validity of personality traits toward proficient job performance has always been inconsistent. Thus, the purpose of this study was to determine the predictive validity of personality traits (emotional stability and conscientiousness) on job performance. This was done by distributing 16 Personality Factor Questionnaire to 450 civil servants employees. Job performance on the other hand was measured by self-reported and annual performance evaluation report received from the employer. SEM analysis was employed to test how well conscientiousness, emotional stability and job performance model fit the sample tested. SEM results confirmed the goodness-of-fit between the model and the sample. The two constructs were also predictors of job performance. It can be implied from the findings that personality traits can be used as predictors to evaluate the suitability of job applicants in personnel decision making. Future research studies can look into other indigenous traits for measure conscientiousness and emotional stability and should investigate indirect effect on job performance.",
keywords = "Conscientiousness, Emotional stability, Job performance, Personality",
author = "Halim, {Fatimah Wati} and A. Zainal and Rozainee Khairudin and {Wan Sulaiman}, {Wan Shahrazad} and Rohany Nasir and Fatimah Omar",
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AU - Wan Sulaiman, Wan Shahrazad

AU - Nasir, Rohany

AU - Omar, Fatimah

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N2 - The predictive validity of personality traits toward proficient job performance has always been inconsistent. Thus, the purpose of this study was to determine the predictive validity of personality traits (emotional stability and conscientiousness) on job performance. This was done by distributing 16 Personality Factor Questionnaire to 450 civil servants employees. Job performance on the other hand was measured by self-reported and annual performance evaluation report received from the employer. SEM analysis was employed to test how well conscientiousness, emotional stability and job performance model fit the sample tested. SEM results confirmed the goodness-of-fit between the model and the sample. The two constructs were also predictors of job performance. It can be implied from the findings that personality traits can be used as predictors to evaluate the suitability of job applicants in personnel decision making. Future research studies can look into other indigenous traits for measure conscientiousness and emotional stability and should investigate indirect effect on job performance.

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