International Journal of Recent Technology and Engineering (IJRTE)

ISSN: 2277-3878, Volume-8 Issue-5, January 2020

Big Five Personality Traits and Their Impact on Job

Performance of Managers in FMCG Sector
Neema Gupta, Ashish K. Gupta

Abstract:Personality of a manager is a very crucial factor to It is a set of combination of various features of a person that
get success in his career and leading the high level of job makes a unique trait for an individual. Like some
performance in all departments of every organization. individuals are easy going but others are not, they are tough
Appropriate personality of a manager always helps him to minded.
achieve the goal of the organisation. The prime objective of the
Duckworth & Yeager (2015)[2] referred the personality traits
research is to determine impact of five traits of personality on
managers' performance at the workplace particularly in FMCG as a tools, which are used to evaluate the manager’s
Sector. A questionnaire is made, comprising three stages where qualities, moral values and abilities, which he uses to
questions in first stage are based on respondent’s personal enhance his performance and efforts towards the
details, questions in stage second are framed for items of big five achievement of organisational goal. Personality traits of a
personality traits, which helps the managers to perform their jobs manager help him to achieve the higher performance,
within a stipulated time period, part three for Job Performance. leading to achievement of the goal of the organization.
400 managers of FMCG Sector are considered to collect the Performance of the organisation can be considered as when
responses. Out of 400 managers, questionnaire was properly an organisation achieves its goals within a stipulated time
filled by 350 managers. Collection of data was done through
period. Accomplishment of all activities successfully,
interviews, questionnaire and www-link. Analysis of data was
done through descriptive statistics i.e. measurement of greatly depends upon the personality traits of the managers
percentage, mean and standard deviation, Correlation, regression in the organisation. A high level performance of the
technique and reliability analysis. This research study has made organisation is the ultimate result of formulation of
an attempt to study the big five personality traits and their impact appropriates plans and their execution, accomplishment of
on manager’s job performance. The result of the research shows all activities within time, maintenance of inventory,
that the manager’s personality traits affect their job performance production of quality products, fulfillment of customer’s
in the organization. demand etc. A manager with good personality traits makes
Keywords: Big Five Personality Traits, FFM(Five Factor all these things happen successfully within time.
Model), FMCG NEO-PI-R(Revised Neuroticism-Extraversion- Companies in FMCG Sector are facing tough competition
Openness to Experience Personality Inventory), as customer’s taste and preferences are changing day by
day, management of distribution channels and expenses in
I. INTRODUCTION advertisements are increasing cost of the products.
Managers with appropriate personality traits, help the
Basically, people are blessed with a number of traits that
organization to manage all expenses and reduce the cost of
subsequently make their personality through which they
the products. In this study, I have taken Big Five
respond to the stimuli in the environment. Appropriate traits
personality traits to study their impact on job Performance
of personality of a manager helps him to accomplish the
of Managers in FMCG Sector. Personality theory i.e. a Five
organizational goal, not only in the form of profit but also
Factor Model (FFM) is a very well known trait theory of
achieving the high level of performance. Personality of a
personality. There are five traits in this model: extraversion,
person helps him to react, perceive, think about the stimuli
agreeableness, conscientiousness, emotional stability (or
and make person’s attitude or behaviour towards the
neuroticism) and openness to experience (Saucier and
environment. It is the way through which an individual
Goldberg, 2002)[3]. These five traits of personality are taken
achieves a high level of performance in his job. Individual’s
from FFM model. FFM Model, as the main tool, is used to
personality can be explained in terms of a set of traits
analyse the employee’s personality and its impact on his
possessed by him that determines person’s behaviour,
performance. The utmost aim of the research is to determine
attitude, motivation and cognition in a particular
the impact of Five traits of personality on employee’s
circumstances. Ozer & Benet (2006)[1] explain that
performance working in FMCG Sector.
appropriate personality acts as a way which determines the
performance of an individual in his job. Personality of a
manager determines the way a manager solves the II. RESEARCH OBJECTIVES
complicated problems. A person, as an employee, performs In order to determine Correlation and multiple regression
his job well in the work environment, if he possesses an analysis between two variables i.e. Big Five traits of Personality
appropriate personality traits and accomplishment of his task and manager’s performance, the objectives are designed.
within a stipulated time period will help the organisation Objectives are formulated, keeping five traits of personality
towards the achievement of goal. taken from FFM Model and their impact on manager’s job
performance.

1.Conceptual model of five traits of Personality.

Revised Manuscript Received on January 15, 2020 2.Impact of extraversion traits on manager’s work performance.
Dr. Neema Gupta, Graphic Era Deemed to be University Dehradun 3. Impact of agreeableness trait on work performance of
India. neema.gupta.gupta@gmail.com
Mr Ashish K. Gupta ITC Panchkula Chandigarh, India. managers.
Ashar_uddin2002@yahoo.com

Published By:
Retrieval Number: E6406018520/2020©BEIESP Blue Eyes Intelligence Engineering
DOI:10.35940/ijrte.E6406.018520
3104
& Sciences Publication
 Big Five Personality Traits and Their Impact on Job Performance of Managers in FMCG Sector

4.Impact of conscientiousness on manager’s work conceptual model describes how strongly the five traits of
performance. personality are correlated with employee’s work
5.Impact of emotional stability traits on manager’s work performance. These traits make employees orientation
performance. towards either high performers or low performers. The traits
6.Impact of openness to experience trait on manager’s workare discussed below:
performance.
A. Extraversion
III.REVIEW OF LITERATURE High Extraversion people have been found excellent in the
job of sales (Barrick and Mount, 1991)[6]. Wanberg et al.
Costa and McCrae (Costa et al., 2002)[4] developed NEO-PI- (2000)[14] claimed that high scorer extraversion employees
R, the first inventory of personality traits to determine the were sociable, pleasure and excitement seeking and having a
FFM Model. . In the year 1980s, research conducted by strong and comfortable social network. High scorer
Goldberg’s lexical (Goldberg, 1981) made a major extraversion are talkative, gregarious, positive, excited,
contribution to FFM Model by developing five individual sociable, talkative, assertive and great degree of emotional
personality factors in their research. The last but not least expressiveness display positive behavior towards others.
tread in the formulation of the FFM model was three factors These people are joyous, enthusiastic and optimistic. They
model of personality redesigned by Costa and McCrae. stay active all the time. They possess entrepreneurial skills
Before developing NEO-PI-R, Costa and McCrae used the and love to be engaged in several different projects. They
questionnaire to develop a three factors model of traits of are always found to be surrounded by many people. On the
personality. The reformulated model of personality traits other hand people with low scorer, are quiet, submissive,
comprised of two extra factors i.e. conscientiousness and unsocial and less interested in people. Lower extroversion
agreeableness. McCrae et al. (2005)[5] described doesn’t mean that they are less productive but perform the
extroversion as a traits, including the characteristics such as things at slow pace. They spend most of the time alone. The
sociability, assertiveness, excitability and great degree of following objectives can be formulated.
emotional expressiveness, done in research in the
collaboration with the members of the personality profiles of Objective 1: To determine the impact of extraversion traits of
culture project. Still Barrick and Mount (1991)[6] and personality on manager’s work performance.
Salgado (1997)[7] found that the trait agreeableness is not an
appropriate factor of employee’s work performance. B. Agreeableness
Emotional stability trait of personality is also known as Employees scoring high in agreeableness are kind, positive
neuroticism. Neuroticism is comprised of various
and gentle to other employee and very much interested to
characteristics which determine employee’s emotional
cooperate and coordinate them in the area where people
reaction, ranging from very high to very low (Marsh et al.,
need them (Costa and McCrae, 2006)[15]. This trait is
2013)[8]. Managers with extremely high scorer of
desirable in case of account managers to maintain healthy
neuroticism reflect poor performance, whereas employees relationships with employees and customers. It consists of
with low scorer in neuroticism show good performance
the facets like trust, altruism, cooperation-compliance,
basically in the jobs which requires a great emotional
modesty etc. People with higher agreeableness support
stability. This trait is basically required in the sales job
others, take genuine interest on others, and rely easily on
where employees have to deal with the customers with
others. Such people are very kind, gentle, forgiving and
different traditions, values, culture, needs etc. Behling flexible to their opinion. High agreeableness is not always
(1998)[9] found that conscientiousness trait of personality is useful and advisable. People with low scorer agreeableness
very important factor to determine the job performance of
believe that some degree of manipulation is necessary in
the managers. In order to support Behling’s (1998)[9]
life. These people are perceived as arrogant because they are
statement, many researchers accepted that conscientiousness
rigid to their opinion. Organ and Lingl (1995)[16] told that
is the maintrait of personality used by the managers to select
employees with higher agreeableness are satisfied in the
the employee (Hurtz & Donovan, 2000)[10]. Managers with context of their work relationship.
conscientiousness trait of personality are creative, Objective 2: To determine the impact of agreeableness
innovative, imaginative and curious to develop new ideas.
traits of personality on employee’s work performance.
(Furnham & Fudge, 2008)[11]. McCrae et al. (2005)[12]
explained agreeableness a trait of personality , comprising C. Conscientiousness
the facets such as trust, love, gentleness, empathy, Employees possessing high conscientiousness are
cooperation, modesty etc. Many researchers have used responsible, goal oriented, purposeful, self disciplined,
another factor Openness to experience in the big five traits orderliness, planned, well organized, hard working etc.
model of personality to determine manager’s work Their self focused nature helps them to achieve the task.
performance particularly in sales profile (Thoresen et al., Characteristics of conscientiousness show that there is a
2004a)[13]. Openness to experience consists of the facets like strong relationship between the trait conscientiousness and
imagination, creativeness, curious to generate new ideas. work performance. Barrick and Mount, 1991[6]; Hurtz and
Donovan, 2000[10]; Salgado, 1997[7]; Salgado, 2003 found a
IV. CONCEPTUAL MODEL OF BIG FIVE FACTOR consistent relationship between conscientiousness and work
MODEL OF PERSONALITY TRAITS performance in their study. People with low
The five traits of personality depicts the relationship conscientiousness are spontaneous, impulsive, absent
between five traits of personality i.e. extraversion, minded and messy.
neuroticism, conscientiousness, Agreeableness and openness
to experience and work performance of the managers. This

Published By:
Retrieval Number: E6406018520/2020©BEIESP Blue Eyes Intelligence Engineering
DOI:10.35940/ijrte.E6406.018520
3105
& Sciences Publication
 International Journal of Recent Technology and Engineering (IJRTE)
ISSN: 2277-3878, Volume-8 Issue-5, January 2020

They don’t mind incompleteness and inaccuracy. The based on demographic profile of managers, each traits of
following hypothesis can be formulated. personality consisted of 5 items and 5 items for job
Objective 3: Determining the impact of conscientiousness performance. Personality traits based questions were framed
traits of personality on work performance. from the items mentioned in FFM (Five Factor Model)
framework of traits of personality and questions related to
D. Neuroticism
manager’s work performance were framed after through
Employees with high scorer of neuroticism are negative in discussions with the managers of ITC and HUL to get the
nature. So they experience stress, high blood pressure, full understanding of subject. Data is calculated through
depression, anxiety etc. it consists of facets like self correlation and multiple regression techniques were used to
consciousness, vulnerability, immoderation, anxiety, analyse the data. The Secondary Data is gathered from
irritability etc. Higher neuroticism gets irritate easily. They various news papers, magazines, and internet websites on
can’t control the urges. They are very much prone to heart different aspects of traits of personality and work
attack, anger etc. Employees with low scorer are less prone performance. The responses are keyed into computer for the
to anger. They are calm, stable and don’t get easily irritated. purpose of data processing and analysis. The Statistical
If a person is extreme low in neuroticism is careless. packages SPSS and Microsoft-Excel are used for analysis.
Extreme low in neuroticism is not acceptable from career’s
point of view. Stress up to a certain extent is desirable in VI. ANALYSIS
the workplace. Because it makes person responsible and
focused towards the goal achievement. The highly popular framework of trait theories of
personality is the Big Five traits or FFM of personality.
Objective 4: To determine the impact of neuroticism traits Personality traits are explained with the help of big five
of personality on Job performance. traits of FFM: extroversion, agreeableness, neuroticism,
conscientiousness and open to experience (Saucier and
E. Openness to Experience Goldberg, 2002)[3]. Costa and McCrae in 1985 (Costa et al.,
2002)[4] introduced the NEO-PI-R, the first inventory of
Barrick and Mount, 1991, Hurtz and Donovan, 2000[10];
personality traits, especially to measure FFM. The prime
Salgado, 2003[17] found in their study that openness to
tool to measure the personality traits is FFM model. These
experience is not an appropriate trait of personality for
five variables are used to determine their impact on job
employee’s performance. Openness to Experience Consists
performance of the managers. Work performance of the
of being experimental, expressive, eager, open-minded,
managers was measured by using variables such as
brilliant, helping a manager to perform his job (Goldberg,
problems related to health, load at work place, job interest,
1990[18]; Digman, 1990[19]). Employees with high scorer of
distraction from goals, accountability etc. The items were
openness to experience are imaginative, develop ideas, eager
basically measured, using Likert’s 5 point scale varying
to try new things. They are experimental in nature. Low
from 1 (strongly disagree) to 5(Strongly agree).
scorer is traditional, down to earth, conservative and
comfortable in familiar environment. These characteristics
VII. PROCEDURES
provide the basis to design the objective.
The research analysis consisted of three stages, using
Objective 5: Determining the impact of openness to Statistical Package for the Social Sciences (SPSS) software
experience traits of personality on work performance. for calculation and analysis of data. Demographic profile of
respondents was analysed in the first stage. The second part
V. METHODOLOGY of my research is determination of reliability estimation to
ensure consistency. Cronbach‟s coefficient alpha was
To test the hypothesis of the study, quantitative techniques
generated by using SPSS software and for determining the
along with qualitative methodologies are used. The nature
relation between five traits of personality and manager’s
of study is descriptive. Study is basically based on primary
work performance, Pearson correlation coefficient was used
data. In order to carry out the study, random sampling
to determine the statistical relation between two variables
technique was used for data collection. Managers of
and regression analysis was used to determine the level of
FMCG Sector were taken to conduct the research. 400
job performance based on five factors of personality traits.
managers with job designation “Assistant managers” and
“Area managers” or equivalent designation were taken to
VIII. RESULT
collect the data. Data were collected through e-mail and
direct interview. I also made a www-link for the Table 1 shows the percentage and frequency of age and
convenience of the managers, who could give the responses gender. Out of 350 participants, 80.28 percent were male
through online also. It was as per their convenience either managers and 19.71 per cent were female managers. In this
to give responses through email or link. Respondents were study, the percentage of respondents belonging age group
from ITC and HUL, branch offices based in Uttar Pradesh 25-30 is 15.42, 54.28 percent belong to the age group 31-35,
and Punjab state. Out of 400, total 350 responses were 14.28 percent is under the age group of 36-40 and 16.00
received through email and online. 58 questionnaires were percent belongs to the age group which is above 41. Means
rejected due to the incomplete responses. Average age of and standard deviations of the examined variables are shown
the respondents was 45. Of the managers, 20% were female in Table 2. The mean scores for five traits and work
managers and 80% was male managers. performance were greater than three, showing a great value
Questionnaire consists of 33 questions based on of agreement from the participants.
demographic profiles, five traits of personality and work
Performance. In questionnaire, there are three questions

Published By:
Retrieval Number: E6406018520/2020©BEIESP Blue Eyes Intelligence Engineering
DOI:10.35940/ijrte.E6406.018520
3106
& Sciences Publication
 Big Five Personality Traits and Their Impact on Job Performance of Managers in FMCG Sector

Results show that Extraversion (Mean±SD=3.49±.37) and IX. CONCLUSIONS

Agreeableness (Mean±SD=3.38±.39) have the highest and
The researches which were conducted earlier have
lowest mean respectively in Table 2. Moreover, the
continuously claimed the strong significant positive
standard deviations for the five variables of personality traits
correlation between conscientiousness and employee’s work
ranged from .37 to .39, showing homogeneity in the data.
performance. The research analysis also claims significant
The result also showed the Mean±SD=3.41±.28 for the
positive relationship. The FMCG manager’s job
manager’s job performance. The result of Pearson
performance has statistically significant positive correlation
correlation for all the variables were displayed in Table 2.
with Conscientiousness at the significance level of <.001.
Result showed the significant positive correlation between
Analysis on the second objective is done to determine the
five traits of personality and Job performance.
relation between neuroticism and employee’s work
The analysis of the survey data showed a strong significant
performance. Previous researches show that there is a
positive correlation between extraversion trait of
significant correlation between neuroticism and manager’s
personality and job performance of managers of FMCG
job performance. Employees with low scorer of neuroticism
sector. Table 2 shows that at the p<.001 level, correlation
are not suitable for sales job. In their research work,
between two variables is statistically significant. The value
researchers have also supported that the trait extraversion
of correlation between extroversion and job performance is
and employee’s work performance always shows positive
.586. Extroversion trait is significantly related with job
correlation. The research analysis again claims strong
performance of the managers of FMCG Sector. On the basis
significant positive correlation between trait extraversion
of result, the conclusion is that extroversion is a contributing
and employee’s work performance. The research analysis on
trait of personality on manager’s performance. Neuroticism
fourth objective claims statistically significant positive
trait of personality had the lowest correlation with job
correlation between trait agreeableness and employee’s
performance of managers of FMCG sector. At the p<.001
work performance. Previous studies show that the
level, the correlation is statistically significant. The value of
correlation between the trait employee’s work performance
correlation between neuroticism and job performance is
and consciousness or extraversion is stronger than the
.154. Conclusion on the basis of result is that extreme high
correlation between the trait agreeableness and employee’s
or low neuroticism trait of personality is not desirable from
work performance. Research analysis claims statistically
the excellent job performance point of view of a manager of
significant positive correlation between openness to
FMCG Sector. The third trait conscientiousness showed
experience and work performance of managers of FMCG
significant positive correlation with job performance of
sector. This is because of the demand of the job, sometimes
managers working in FMCG Sector. Table 2 shows that
requiring creative and imaginative attributes.
correlation between the variables conscientiousness and job
performance is statistically significant at the level of p<.001.
.349 is the correlation value between conscientiousness trait REFERENCES
and job performance. Table 2 shows a positive correlation 1- Ozer, D. J., & Benet-Martinez, V. (2006). Personality and the
between openness to experience and job performance and it Prediction of Consequential Outcomes. Psychology’s Annual Review ,
57(1), 401-421. DOI: 10.1146/annurev.psych.57.102904.190127
is statistically significant at the p<.001 level. The value of 2- Duckworth, A. L., & Yeager, D. S. (2015). Measurement matters:
correlation between openness to experience and job Assessing personal qualities other than cognitive ability for
performance is .483 and it shows positive correlation educational purposes. Research in Education, 44(4), 237-251.
between these two variables. The item agreeableness and 3- Saucier, G. and Goldberg, L. (2002), “Determining the Big Five:
Applications of 10 psychometric criteria to the development of marker
work performance of manager’s of FMCG Sector shows scales”, pp. 29-58, In Raad, B and Perugini, M. (eds)., Big Five
significant positive correlation . Table 2 shows that Assessment, Hogrefe & Huber Publishers, Kirkland, Washington,
correlation is statistically significant at the level of p<.001. United States, 491 p.
439 is the value of correlation between agreeableness and 4- Costa, P., McCrae, R. and Jonsson, F. (2002), “Validity and utility of
the revised NEO personality inventory: Examples from Europe”, pp.
employee’s work performance. Agreeableness trait is 61-77, In Raad, B and Perugini, M. (Eds.), Big Five Assessment,
significantly correlated with job performance of the Hogrefe & Huber Publishers, Kirkland, Washington, United States,
managers of FMCG Sector. 491 p.
In the result of regression analysis, shown in Table 3, 4, 5, 6, 5- McCrae, R. R., Terracciano, A., and Members of the Personality
Profiles of Cultures Project (2005). Universal features of personality
7, the Beta Coefficient of each factor of personality traits; traits from the observer's perspective: Data from 50 different cultures.
Extraversion(β=0.318), Neuroticism(β=.274), Journal of Personality and Social Psychology, 88, 547-561.
Conscientiousness(β=.556), Openness to 6- Barrick, M. and Mount, M. (1991), "The big five personality
experience(β=.313), Agreeableness(β=.162). The analysis dimensions and job performance: A meta-analysis”, Personnel
Psychology, Vol. 44. pp. 1-26.
showed that conscientiousness and agreeableness had the 7- Salgado, J. (1997), “The five factor model of personality and job
highest and lowest impact on the dependent variable of job performance in the European Community”, Journal of Applied
performance respectively. Table 3,4, 5, 6, 7 display the Psychology, Vol. 82(1), pp. 30-43.
multiple regression analysis result, showing that there is a 8- Marsh, H. W., Nagengast, B., & Morin, A. J. S. (2013). Measurement
invariance of big-five factors over the life span: ESEM tests of gender,
significant positive relationship between independent age, plasticity, maturity, and la dolce vita effects. Developmental
variables of five traits of personality and dependent psychology, 49(6), 1194–218. doi:10.1037/a0026913.
variables of work performance at the level of p<0.001. The 9- Behling, O. (1998). Employee selection: Will intelligence and
final conclusion is that Extraversion, Neuroticism, conscientiousness do the job? Academy of Management Executive, 12,
77-86.
Conscientiousness, openness to experience and
Agreeableness are the best traits of personality to effect the
work performance.

Published By:
Retrieval Number: E6406018520/2020©BEIESP Blue Eyes Intelligence Engineering
DOI:10.35940/ijrte.E6406.018520
3107
& Sciences Publication
 International Journal of Recent Technology and Engineering (IJRTE)
ISSN: 2277-3878, Volume-8 Issue-5, January 2020

10- Hurtz, G. M., & Donovan, J. J. (2000). Personality and job AUTHORS PROFILE
performance: The Big Five
revisited. Journal of Applied Psychology, 85(6), 869–879.
doi:10.1037//0021-9010.85.6.869 Dr. Neema Gupta, Currentlty working as Assistant
Professor in CGC Landra, Mohali Chandigarh. I have
11- Furnham, A., & Fudge, C. (2008). The Five Factor Model of 13 years of teaching experience. I did my Ph.D. from
Personality and Sales Performance. Journal of Individual Rohilkhand University Bareilly in 2014. I did MBA
Differences, 29(1), 11–16. doi:10.1027/16140001.29.1.11.
from SRMS-CET Bareilly. I have published four
12- McCrae, R. R., Terracciano, A., and Members of the Personality
Profiles of Cultures Project (2005). Universal features of personality research paper, two articles and one case study. I am
traits from the observer's perspective: Data from 50 different cultures. also running a Youtube channel on motivation.
Journal of Personality and Social Psychology, 88, 547-561.
13- Thoresen, C. J., Bradley, J. C., Bliese, P. D., & Thoresen, J. D.
(2004a). The big five personality traits and individual job
performance growth trajectories in maintenance and transitional job Ashish K. Gupta, I am working in ITC Ltd. as Area
stages. Journal of applied psychology, 89(5), 835–53. Manager. I have 16 years industry experience. I have
doi:10.1037/0021-9010.89.5.835.
14- Wanberg, C., Kanfer, R. and Banas, J. (2000), "Predictors and also published two research papers.
outcomes of networking intensity among unemployed job seekers",
Journal of Applied Psychology, Vol. 85(4), pp. 491-503.
15- Costa, P. and McCrae, R. (2006), Revised NEO Personality Inventory
(NEO PI-R) Manual (UK Edition), Hogrefe, Oxford, United Kingdom,
80 p.
16- Organ, D. and Lingl, A. (1995), “Personality, satisfaction, and
organizational citizenship behavior”, Journal of Social Psychology,
Vol. 135(3), pp. 339-350.
17- Salgado, J. (2003), “Predicting job performance using FFM and non-
FFM personality measures”, Journal of Occupational and
Organizational Psychology, Vol. 76(3), pp. 323346.
18- Goldberg, L. R. (1990). An alternative "Description of personality":
The Big-Five factor structure. Journal of Personality and Social
Psychology, 59, 1216-1229.
19- Digman, J.M. (1990). Personality structure: Emergence of the Five-
Factor Model. Annual Review of Psychology. 41(1), 417-440.

Table 1: Demographic Profile of Respondents (N=350)

Sex % Frequency
Male Managers 80.28% 281
Female Managers 19.71% 69
Age
25-30 15.42% 54
31-35 54.28% 190
36-40 14.28% 50
Above 40 16.00% 56

Published By:
Retrieval Number: E6406018520/2020©BEIESP Blue Eyes Intelligence Engineering
DOI:10.35940/ijrte.E6406.018520
3108
& Sciences Publication
 Big Five Personality Traits and Their Impact on Job Performance of Managers in FMCG Sector

Table 2: Results of Descriptive Statistics and correlation technique.

Traits N Mean SD Extro. Neuro. Cons. Openness Agree. JP
Extraversion 3.49 .37 .819 .586**
Neuroticism 3.47 .28 .709 .154**
Conscientiousness 3.44 .33 .718 .349**
Openness to exp. 3.42 .37 .839 .483**
Agreeableness 3.38 .39 .704 .439**
JP 3.41 .28 .816
Reliability 350 .921
Note 1: i. SD= Standard Deviation.iii. JP=Job Performance ii. ** =
p<0.01 significant level (2 tailed). iii. bold values , showing
Reliability alphas.
Table 3: Result of Regression analysis for the impact of Extraversion trait on work performance (N=350)
Variables of Variables of R Square F t Beta
Dependent Independent
JP Extraversion .436 41.156 8.569 .318

Table 4: Result of Regression analysis for the impact of Neuroticism on work performance (N=350)
Variables of Variables of R Square F t Beta
Dependent Independent
JP Neuroticism .568 45.645 7.789 .274

Table 5: Result of Regression analysis for the impact of Conscientiousness trait on work performance
(N=350)
Variables of Variables of R Square F t Beta
Dependent Independent
JP Conscientiousness .349 42.568 16.153 .556

Table 6: Result of Regression analysis for the impact of Openness to experience trait on work performance (N=350)
Variables of Variables of R Square F t Beta
Dependent Independent
JP Openness to .492 41.243 7.816 .313
experience

Table 7:Result of Regression analysis for the impact of Agreeableness on work performance (N=350)
Variables of Variables of R Square F t Beta
Dependent Independent
JP Agreeableness .578 45.236 4.501 .162

Published By:
Retrieval Number: E6406018520/2020©BEIESP Blue Eyes Intelligence Engineering
DOI:10.35940/ijrte.E6406.018520
3109
& Sciences Publication