The effects of personality traits on job performance and the role of gender as a moderator: The case of company x
| dc.contributor.advisor | Gemechu, Waktola (PhD) | |
| dc.contributor.author | Sabrina, Abdulaziz | |
| dc.date.accessioned | 2020-02-26T14:38:03Z | |
| dc.date.accessioned | 2023-11-04T09:36:39Z | |
| dc.date.available | 2020-02-26T14:38:03Z | |
| dc.date.available | 2023-11-04T09:36:39Z | |
| dc.date.issued | 2019-10 | |
| dc.description | A Thesis Submitted in Partial Fulfillment of the Requirements for the Award of Masters of Business Administration | en_US |
| dc.description.abstract | This paper investigates the nature of the relationship between the Big Five personality traits (agreeableness, conscientiousness, neuroticism and openness to experience) and job performance. Additionally, it also investigates whether said relationship is moderated by gender. While survey data supports a strong relationship between personality and job performance outcomes, the exact mechanisms behind this association remain underexplored. Data was collected from a garment factory in Addis Ababa, Ethiopia where 157 employees were randomly selected from a population of 262 production employees. This data was analyzed using the multiple linear regression model in Stata. The results show that overall more conscientious and the less neurotic individuals perform better at their job. Additionally, women who are more extroverted or more open to new experiences perform worse at their job than their counterparts, while for men higher levels of extraversion and openness resulted in better job performance. These results have implications for the way personality is assessed for hiring purposes. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/20756 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U. | en_US |
| dc.subject | Big Five personality traits | en_US |
| dc.subject | Gender | en_US |
| dc.subject | Job performance | en_US |
| dc.title | The effects of personality traits on job performance and the role of gender as a moderator: The case of company x | en_US |
| dc.type | Thesis | en_US |