Download pdf
The Impact of Personality on Productivity and Job Performance
- 1 School of Finance and Management, School of Oriental and African Studies, University of London, 10 Thornhaugh St, London WC1H 0XG, United Kingdom
* Author to whom correspondence should be addressed.
Abstract
There is a growing body of research on the impact of personality on job performance. Additional research is required to examine the influence of individual variations and perceptions on workplace conduct and productivity. Productivity is a critical quantitative element in determining the success of any individual to excel in a competitive environment and must effectively utilise limited resources. Job performance is a qualitative indicator of an individual’s level of success within the workspace. For this study, the research method used is a survey to analyse the impact of different personalities on job performance and productivity. The results illustrate introverts are more productive despite displaying lower job performance than extroverts. In general, the personality questionnaire's design may have a limited representation of introverts due to their quiet nature. Ambiverts may be more challenging to distinguish during analysis. The study indicates the necessity of a more comprehensive comprehension of personality traits, with a specific emphasis on demographics and the working environment. Providing peaceful environments and designated time slots can enhance introverted performance in the workplace. Extraverts can excel at extroverted tasks but may struggle to adapt to introverted settings. Ambiverts possess both qualities, making influential leaders possible. Furthermore, this paper advises including supplementary control factors to establish a causal relationship between personality and workplace capability.
Keywords
Introvert, extrovert, ambivert, productivity, job performance.
[1]. Myers, I. B. (1998). MBTI manual: a guide to the development and use of the Myers-Briggs Type Indicator (3rd ed). Consulting Psychologists Press.
[2]. Raja, F. U., Akhtar, N., Hussain, S. Q. (2020). Exploring perception of professionals regarding introversion and extroversion in relation to success at workplace. Journal of Educational Sciences, 7(2), 184-195.
[3]. Petric, D. (2022). The introvert-ambivert-extrovert spectrum. Open Journal of Medical Psychology, 11(03), 103–111.
[4]. Tsai, C.-F., Chang, C.-P., Chen, T.-L., & Hsu, M.-L. (2024). Exploring the influence of personality traits, self-efficacy, and creativity on employability for hospitality and tourism college students. Sustainability, 16(4), 1490.
[5]. Blevins, D. P., Stackhouse, M. R., & Dionne, S. D. (2021). Righting the balance: Understanding introverts (and extraverts) in the workplace. International Journal of Management Reviews, 24(1), 78–98.
[6]. Dietl, E., Kombeiz, O. (2021). The interplay between extraversion, task significance, and task variety at work. Personality and Individual Differences, 171, 110471.
[7]. Kessler, R. C., Barber, C., Beck, A., Berglund, P. A., Cleary, P. D., McKenas, D. K., Pronk, N., Simon, G. E., Stang, P., Üstün, T. B., & Wang, P. (2003). The World Health Organization Health and Work Performance Questionnaire (HPQ). Journal of Occupational and Environmental Medicine, 45(2), 156–174.
[8]. Needle, R. (2019). Innovative and Introverted: How Introverts Function in the Creative Workplace (dissertation). USC Columbia. Retrieved from https://scholarcommons.sc.edu/senior_theses/290.
[9]. Herbert, J., Ferri, L., Hernandez, B., Zamarripa, I., Hofer, K., Fazeli, M. S., Shnitsar, I., & Abdallah, K. (2023). Personality diversity in the workplace: A systematic literature review on Introversion. Journal of Workplace Behavioral Health, 38(2), 165–187.
[10]. Tsai, C.-F., Chang, C.-P., Chen, T.-L., Hsu, M.-L. (2024). Exploring the influence of personality traits, self-efficacy, and creativity on employability for hospitality and tourism college students. Sustainability, 16(4), 1490.
[11]. Wilmot, M. P., Wanberg, C. R., Kammeyer-Mueller, J. D., & Ones, D. S. (2019). Extraversion advantages at work: A quantitative review and synthesis of the meta-analytic evidence. Journal of Applied Psychology, 104(12), 1447–1470.
[12]. Tisu, L., Lupșa, D., Vîrgă, D., Rusu, A. (2020). Personality characteristics, job performance and Mental Health: The mediating role of work engagement. Personality and Individual Differences, 153, 109644.
[13]. Schröder, V. S., Heimann, A. L., Ingold, P. V., Kleinmann, M. (2021). Enhancing personality assessment in the Selection Context: A Study Protocol on alternative measures and an extended bandwidth of criteria. Frontiers in Psychology, 12.
[14]. University of Arkansas. (2021). Personality traits predict performance differently across different jobs. ScienceDaily Retrieved from http://www.sciencedaily.com/releases/2021/12/211213181545.htm
Cite this article
Tao,Y. (2024). The Impact of Personality on Productivity and Job Performance. Advances in Economics, Management and Political Sciences,121,164-172.
Data availability
The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.
Disclaimer/Publisher's Note
The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of EWA Publishing and/or the editor(s). EWA Publishing and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content.
About volume
Volume title: Proceedings of the 8th International Conference on Economic Management and Green Development
© 2024 by the author(s). Licensee EWA Publishing, Oxford, UK. This article is an open access article distributed under the terms and
conditions of the Creative Commons Attribution (CC BY) license. Authors who
publish this series agree to the following terms:
1. Authors retain copyright and grant the series right of first publication with the work simultaneously licensed under a Creative Commons
Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this
series.
2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the series's published
version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial
publication in this series.
3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and
during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See
Open access policy for details).