期刊名称：CROMA Journal : Contemporary Research on Organization Management and Administration
印刷版ISSN：2335-7959
出版年度：2015
卷号：3
期号：1
页码：62-76
出版社：Academic Association of Management and Administration
摘要：Purpose – to identify an interface between the Big Five personality factors model and consideredmanager’s competencies.Design/methodology/approach – Quantitative research by using two questionnaires was implemented:Big Five questionnaire and Manager's competency assessment questionnaire. Big Five questionnaire comprises132 statements, five I (first) and ten II (second) order scales and lies scale. Manager's competency assessmentquestionnaire was drawn up on the basis of the results of the work of managers.Findings – Big Five Personality Factors associated with the considered shift manager competencies inparticular spots. Results based on 70 samples of shift managers from 1 organization reveal that Extraversionpositively correlated with Initiative, Supervisory abilities, motivating others competencies and overallsupervisor rating. Agreeableness was positively correlate with Conflict management, Stress management andCooperation competencies. Openness to Experience was positively correlate with Initiative, Decision qualitycompetencies. Conscientiousness was positively correlate with Productivity, Responsibility, Planning, Customerfocus, Organizational, Results Orientation competencies. Emotion Stability was positively correlate with Stressmanagement, Customer focus, Decision quality and Conflict management competencies. As self-report measures,personality measures scale scores can be influenced by social desirable responding. Response bias continues tobe the most frequently cited criticism of personality testing for personnel selection. In this study examining thelink social desirability to Big –Five model of personality and to shift manager’s competencies. Was found thatsocial desirability in fact related to real individual differences in Emotional Stability, Conscientiousness,Agreeableness and Extraversion. Social desirability was positively correlate with Initiative, Results Orientation.Customer focus competencies. Social desirability influence predictive validity of this factors.Research limitations/implications – Although the results of this research identified that some Big Fivefactors are associated with certain professional criteria, but subjectivity assumption suppose to be taken intoaccount. This means that directors of the organizations who do the recruitment may need outside help to avoidsubjectivity. It is also valid for the evaluation of work performance. Situation leads to understanding that furtherresearch could analyze links between Big Five factors and objective work performance evaluation criteria moredetailed.As the work was limited competency model expressed in labor efficiency, other studies would be useful toexplore how this test can predict other professional criteria: career and entrepreneurship, etc. It is helpful tocarry out a study with more subjects and more representative sample. Whereas research presents workperformance efficiently expressed only by competency model further research could investigate how the test canpredict other professional criteria. For instance career and entrepreneurship, etc. It could also be useful to carryout a study with wider sample.Practical implications – The research results can be applied in the recruitment process. Researchpresents analyses of the relationship between work performance and its indicators which may be valuable forrecruitment officer in order to predict retail, services work performance. In particularly it may be valuable forrecruiting managers. Results of this work can provide the information about how much personalitymeasurements are useful in providing managers work more efficiently. Moreover the results of this research canbe also used for the evaluation of Big Five questionnaire validityOriginality/Value – One of the critical organization‘s success factors – personnel recruitment.Nowadays personal workers' qualifications and requirement for every particular vacancy increasing simultaneously. Consequently, so competent and well-suited employee recruitment is becoming increasingly difficult. Accordingly we need more and more reliable screening methods and tools to predict the behavior of employees further assess whether the candidate will be an effective worker in the future. For this reason, studies that demonstrate the different methods of reliability and validity are crucial in addition to such a lack of research in our country. This research paper seeks to be an input to it.
关键词：personality factors; Big Five personality factors; work performance; competences; personnel;recruitment
