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Personality As A Determinant Of Innovative Behaviour In The Workplace
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1.2.1. CLASSIFICATION OF FIVE FACTOR MODEL OF PERSONALITY TRAITS
The
BIG FIVE personality traits are self-regulating personality factors
that described five major personality dimensions that include
Extraversion, Neuroticism, Conscientiousness, Agreeableness, and
Openness to experience (Goldberg, 1992).
1.2.1.1 Extraversion
Expressive,
outgoing, companionable, chatty, and determined persons are called
Extraverts (Barrick et al., 2001). Extraverts have a tendency a tendency
to be spontaneous, communicative, energetic, positive, and enthusiastic
(Goldberg, 1992). If compared with other five personality traits,
extraverts are completely associated with emotional commitment (Erdheim,
Wang &Zickar, 2006).
Extraverts are capable of practicing
affirmative emotions (Costa & McCrae, 1992) which in turn leads to
job gratification (Connolly &Viswesvaran, 2000). Extraverted
individuals are emotionally firm and that is why they possess contented
personality and this blissful personality is the key feature of
contented life job satisfaction (Judge et al, 2002). Extraverts are also
effective analysts of job performance for professions like
administration, social relation and sales (Barrick et al., 2001).
1.2.1.2 Neuroticism
Neuroticism
signifies variances of individual suffering and is defined
asemotionally secure and uneven (McCrae & John, 1992). Neurotics
possess traits including, annoyed, stressed, sulky, unsociable, nervous,
embarrassed, uncertain, doubtful, unconfident, fearful, and dejected
(Judge & Bono, 2000).
As compared to other individuals, Neurotics
experience more adverse feelings in life (Magnus et al., 1993). That is
the reason they are found to be negatively related to job satisfaction
(Judge et al., 2002). Meta-analysis by Meyer et al., (2002) showed that
persistence commitment is negatively interrelated with complete
performance and Neuroticism also negatively interrelated with
professional performance (Tett& Burnett, 2003).
1.2.1.3 Conscientiousness
Conscientiousness
contains personality traits like diligent, attentive, vigilant,
comprehensive, responsible,, systemized and determined (Barrick et al.,
2001). High conscientiousness personalities are logical, reliable and
risk averter (Goldberg, 1990). These persons are responsible, reliable,
determined, cautious and thorough, who focus on success which is also
very significant characteristic for performing work tasks (Barrick et
al., 2001).
This is the reason Conscientiousness persons are best
related with job satisfaction and job performance in all traits (Judge
et al., 2002). Conscientious people form long-standing work exchange
relations and search for atmosphere where they have better chances for
achievement and success. (Raja et al., 2004). Erdheim et al., also
confirmed a positive link between effective commitment and
conscientiousness.
1.2.1.4 Agreeableness
Agreeableness defines the
features such as self-sacrifice, helpful, nurturance, gentle, and
emotional support at one end of the dimension, and enmity, indifference
to others and self-interest on the other end. (Digman, 1990). Agreeable
consists of traits such as polite, flexible, naïve, helpful, supportive,
merciful, kind, openminded and tend to be generous, calm, trusting,
truthful and sincere (Judge & Bono, 2000).
According to Judge et
al., (2002), between agreeableness and job performance, the correlation
is very weak and also, the relationship between agreeableness and job
satisfaction is also very weak. This facet of the big five model is
related with normative commitments significantly (Erdehim et al., 2006).
1.2.1.5 Openness to Experience
Openness
to Experience is correlated to technical innovativeness, deviating
approach, and political moderation (Judge et al., 2002). The social
propensity generally related with openness to experience comprise of
being creative, cultivated, curious, open-minded, intellectual having a
need for diversity, aesthetic and sensitivity (Goldberg, 1990). Persons
who are extraordinary in openness to experience have the propensity to
better suite other dimensions (Costa & McCrae 1997).
Openness to
experience represents the influence of openness directed towards
affective responses such as subjective well-being (Judge et al., 2002).
This may have accounted for the special reason why the openness to
experience dimension is shown to have a weak relationship with job
satisfaction (Judge et al., 2002). Other studies carried out by Judge
& Bono (2002), found a positive relationship between the openness to
experience dimension and job performance for “training proficiency
criterionâ€, which seems to suggest that these individuals are
innovative, caring and insightful.
According to Raja et al., (2004),
openness to experience is quite ambiguous and debatable, and further
research is required on this particular dimension compared to other big
five personality traits. When done successfully, it can increase the
impact of the openness to experience dimension to organisational
performance (Raja et al., 2004).
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ABSRACT - [ Total Page(s): 1 ]This dissertation explores Personality traits as a determinant of Innovative behaviour in the workplace. The relationship between Personality traits and Innovative behaviour in the workplace were examined.A convenience sample of 200 participants was drawn for the study. The data was gathered with the aid of a standardized structured questionnaire, comprising of an innovative scale and a big five personality scale.The results were correlated using Pearson product moment correlation. The results g ... Continue reading---
