The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job

This study has two purposes: (I) to examine the relationships between the Big Five of personality and both task and contextual performances; and (2) to examine the moderating effect of perceived autonomy on the job in the relationships between the Big Five of personality and both task and contextua...

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Main Author:	Woon, Regina Ai Leng
Format:	Thesis
Language:	eng eng
Published:	2001
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/392/1/Regina_Woon_AI_Leng%2C_2001.pdf https://etd.uum.edu.my/392/2/1.Regina_Woon_AI_Leng%2C_2001.pdf
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id	my-uum-etd.392
record_format	uketd_dc
spelling	my-uum-etd.3922013-07-24T12:07:03Z The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job 2001 Woon, Regina Ai Leng Sekolah Siswazah Sekolah Siswazah HF5549-5549.5 Personnel Management. Employment This study has two purposes: (I) to examine the relationships between the Big Five of personality and both task and contextual performances; and (2) to examine the moderating effect of perceived autonomy on the job in the relationships between the Big Five of personality and both task and contextual performances. The sample chosen for this study comprised of the Support Group employees of the various departments in Universiti Utara Malaysia (UUM), Kedah, who completed two sets of questionnaires administered by the researcher. The findings obtained from the first set of questionnaire (QAI) showed positive and significant relationships between conscientiousness and both task and contextual performances. The relationship between extraversion and contextual performance was also positive and significant, but the relationship between extraversion and task performance was negative and insignificant. The relationships between openness to experience and both task and contextual performances were significant but in the negative direction. Although positive relationships were found for agreeableness and emotional stability with both task and contextual performances, these relationships were insignificant. The findings of QAl also showed that perceived autonomy on the job significantly moderated the relationships between agreeableness and task performance, and between conscientiousness and contextual performance. The findings obtained from the second set of questionnaire (QA2) showed positive and significant relationships for agreeableness, conscientiousness, and openness to experience with both task and contextual performances. The relationships between extraversion and task performance, and between emotional stability and contextual performance were also positive and significant. The findings of QA2 also showed that perceived autonomy on the job was a significant moderator between the relationships for agreeableness, extraversion, and emotional stability with both task and contextual performances. This study brought forth several significances. Firstly, the relationships between the Big Five of personality and the dimensions of job performance are most likely bidirectional and not unidirectional as found by most past studies. Secondly, perceived autonomy on the job could affect the personality-performance relations. Lastly, the instruments used in this study were among the first to be tested in the Malaysian context. Thus, it is hoped that this study could enable future research to build on these findings and instruments, especially in the local context. 2001 Thesis https://etd.uum.edu.my/392/ https://etd.uum.edu.my/392/1/Regina_Woon_AI_Leng%2C_2001.pdf application/pdf eng validuser https://etd.uum.edu.my/392/2/1.Regina_Woon_AI_Leng%2C_2001.pdf application/pdf eng public masters masters Universiti Utara Malaysia
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Woon, Regina Ai Leng The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job
description	This study has two purposes: (I) to examine the relationships between the Big Five of personality and both task and contextual performances; and (2) to examine the moderating effect of perceived autonomy on the job in the relationships between the Big Five of personality and both task and contextual performances. The sample chosen for this study comprised of the Support Group employees of the various departments in Universiti Utara Malaysia (UUM), Kedah, who completed two sets of questionnaires administered by the researcher. The findings obtained from the first set of questionnaire (QAI) showed positive and significant relationships between conscientiousness and both task and contextual performances. The relationship between extraversion and contextual performance was also positive and significant, but the relationship between extraversion and task performance was negative and insignificant. The relationships between openness to experience and both task and contextual performances were significant but in the negative direction. Although positive relationships were found for agreeableness and emotional stability with both task and contextual performances, these relationships were insignificant. The findings of QAl also showed that perceived autonomy on the job significantly moderated the relationships between agreeableness and task performance, and between conscientiousness and contextual performance. The findings obtained from the second set of questionnaire (QA2) showed positive and significant relationships for agreeableness, conscientiousness, and openness to experience with both task and contextual performances. The relationships between extraversion and task performance, and between emotional stability and contextual performance were also positive and significant. The findings of QA2 also showed that perceived autonomy on the job was a significant moderator between the relationships for agreeableness, extraversion, and emotional stability with both task and contextual performances. This study brought forth several significances. Firstly, the relationships between the Big Five of personality and the dimensions of job performance are most likely bidirectional and not unidirectional as found by most past studies. Secondly, perceived autonomy on the job could affect the personality-performance relations. Lastly, the instruments used in this study were among the first to be tested in the Malaysian context. Thus, it is hoped that this study could enable future research to build on these findings and instruments, especially in the local context.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Woon, Regina Ai Leng
author_facet	Woon, Regina Ai Leng
author_sort	Woon, Regina Ai Leng
title	The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job
title_short	The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job
title_full	The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job
title_fullStr	The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job
title_full_unstemmed	The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job
title_sort	big five of personality, job performance, and perceived autonomy on the job
granting_institution	Universiti Utara Malaysia
granting_department	Sekolah Siswazah
publishDate	2001
url	https://etd.uum.edu.my/392/1/Regina_Woon_AI_Leng%2C_2001.pdf https://etd.uum.edu.my/392/2/1.Regina_Woon_AI_Leng%2C_2001.pdf
_version_	1747826904460689408

The Big Five Of Personality, Job Performance, And Perceived Autonomy On The Job

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