The Effects Of Personality Traits On Job Performance And The Role Of Gender As A Moderator The Case Of Company X

This paper investigates the nature of the relationship between the Big Five personalityrntraits (agreeableness, conscientiousness, neuroticism and openness to experience) and jobrnperformance. Additionally, it also investigates whether said relationship is moderated byrngender. While survey data supports a strong relationship between personality and jobrnperformance outcomes, the exact mechanisms behind this association remainrnunderexplored. Data was collected from a garment factory in Addis Ababa, Ethiopiarnwhere 157 employees were randomly selected from a population of 262 productionrnemployees. This data was analyzed using the multiple linear regression model in Stata.rnThe results show that overall more conscientious and the less neurotic individualsrnperform better at their job. Additionally, women who are more extroverted or more openrnto new experiences perform worse at their job than their counterparts, while for menrnhigher levels of extraversion and openness resulted in better job performance. Thesernresults have implications for the way personality is assessed for hiring purposes.

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