Role of Conscientious on Job Performance in an Organization
CHAPTER ONE
Objective of the study
The objectives of the study are;
- To ascertain the role of conscientious on job performance in organization
- To ascertain the effect of conscientious on employee innovation in the organization
CHAPTER TWO
LITERATURE REVIEW
Introduction
Chamorro-Premuzic (2007) traced that ‘personality’ origin from Greek work ‘persona’. He suggested that ‘personality’ which makes the person different or similar to others. While, Gleitman (1992) narrated that personality pattern attributes to characters, which were assumed consistent from time to time and from situation to situation. For Banyard & Hayes (1994) personality is “a distinctive and relatively stable pattern of behavior, thoughts, motives, and emotions that characterize an individual.” Since, individual personality is stable over time, hence can be used to measure individual performance. (Matthews et al., 2003) Barrick & Mount (2005) describe that personality matters because it predicts and explains behavior at work. The recurrence of growing interest in personality and job performance relationship are credits mainly due to emergence of “Big Five” taxonomy (Jayan, 2006 and Detrick & Chibnall, 2006). This view is endorsed by Paunonen (2003), who added that researcher’s confidence has increased on Big Five factors to predict variation in behavior at work. Gerrig & Zimbardo (2005) mentioned that as name suggests “Big Five” represent five broad dimensions and each category of big five brings many traits that have common idea but distinctive connotations. Goldberg (1992, p. 26) has also mentioned that Tupes and Christal (1961) originally discovered the Big-Five Factor as a result of re-analyse of bipolar constructs as proposed by Cattell (1957). Gosling, Rentfrow, & Swann Jr. (2003) mentioned that Big-Five framework is a “hierarchical model of personality traits.” The model presents the personality at the “broadest level of abstraction.” Tupes and Christal built on Allport and Odbert’s work and established five factors known today. Their work was not recognized as it was published in Air Force publication (Howard & Howard, 2004). Warren Norman, in the late 1950’s, reproduced the Tupes and Christal study and confirmed the five-factor structure for trait taxonomy. Norman named these factors Surgency, Agreeableness, Conscientiousness, Emotional Stability, and Culture. From 1980’s to till date, Five-Factor Model is established as the basic paradigm for personality research (Howard & Howard, 2004). Barrick, Stewart, & Piotrowski (2002) wrote that five-factor model (FFM) is now realized as an accepted framework of personality. Judge & Ilies (2002) mentioned that “if a consensual structure of traits is ever to emerge, the five factor model is probably it” (p.798). In the past, personality and job performance relationship largely done due to the fact that it has practical objective in relation to exploring the traits related to job performance (Tett & Burnett, 2003).
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine role of conscientious on job performance in an organization. Selected organization in uyo forms the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
TEST OF HYPOTHESIS
H0: there is no role of conscientious on job performance in organization
H1: there is role of conscientious on job performance in organization
H0: there is no effect of conscientious on employee innovation in the organization
H2: there is effect of conscientious on employee innovation in the organization.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain role of conscientious on job performance in an organization. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of role of conscientious on job performance in an organization
Summary
This study was on role of conscientious on job performance in an organization. Two objectives were raised which included; To ascertain the role of conscientious on job performance in organization and to ascertain the effect of conscientious on employee innovation in the organization. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected organization in Uyos. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
The findings ascertain that the presence of a positive attitude and dignified nature of work contributes to job performance demonstrating high conscientiousness and a moderate level of motivator factors. Likewise, the association between attitude and behavior reflects the positive relationship between conscientiousness and job performance, and they influence each other. However, the degree of contribution between conscientiousness and job performance seems different among organization.
Recommendation
- Conscientiousness is importantly related to successful academic performance in students and workplace performance among managers and workers.
- Managers should focus identical and fair pays arrangement in their organization so that employees can be satisfied well in assessment to the advertise.
- Low levels of conscientiousness are strongly associated with procrastination
- Managers should consider in amendment as an occasion rather resisting to amend because to remain spirited in the market today, organizations must change with the changing environment.
References
- Atkinson, Rita, L.; Richard C. Atkinson, Edward E. Smith, Daryl J.Bem, & Susan NolenHoeksema (2000). Hilgard’s Introduction to Psychology (13 ed.). Orlando, Florida: Harcourt College Publishers. p. 437.
- Cattell, R. B.; Marshall, MB; Georgiades, S (1957). “Personality and motivation: Structure and measurement”. Journal of Personality Disorders 19 (1): 53– 67.doi:10.1521/pedi.19.1.53.62180. PMID 15899720.
- Costa, P. T. & McCrae, R. R. (1992). NEO personality Inventory professional manual. Odessa, FL: Psychological Assessment Resources.
- DeYoung, C. G.; Quilty, L. C.; Peterson, J. B. (2007). “Between facets and domains: 10 aspects of the Big Five”.Journal of Personality and Social Psychology 93: 880–896.
- De Fruyt, F.; Van De Wiele, L. & Van Heeringen, C. (2000).”Cloninger’s Psychobiological Model of Temperament and Character and the Five-Factor Model of Personality”.Personality and Individual Differences 29: 441–452.doi:10.1016/S0191-8869(99)00204-4.
- Dewitt, S.; Schouwenburg, H. C. (2002). “Procrastination, temptations, and incentives: The struggle between the present and the future in procrastinators and the punctual”.European Journal of Personality 16 (6): 469–489.
- Epstein, S. & O’Brien, E.J. (1985). “The person-situation debate in historical and current perspective”. Psychological Bulletin 98 (3): 513–537. Executive Coaching and Leadership Consulting. (n.d.). Working Resources. Retrieved April 7, 2011, from http://www.workingresources.com/nss-folder/pdffolder/LeadershipPersonality.pdf
- Fairweather, J. (2012). Personality, nations, and innovation: Relationships between personality traits and national innovation scores. Cross-Cultural Research: The Journal of Comparative Social Science, 46, 3–30.
- Goldberg, L.R.; Johnson, JA; Eber, HW; et al (2006). “The international personality item pool and the future of public-domain personality measures”. Journal of Research in Personality 40 (1): 84–96.
