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Effects of Big Five Personality Traits on Group Performance in AL-HIKMAH

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Effects of Big Five Personality Traits on Group Performance in AL-HIKMAH Effects of Big Five Personality Traits on Group Performance in AL-HIKMAH AREMU, Moriam Adeyemi1, OLAONIPEKUN, Wahid Damilola2 & KU'AIBA Lame Mu'azu1 1 Department of Business Administration, Faculty of Management Sciences, Al-Hikmah University, Ilorin. Kwara State Nigeria 2 Department of Business Administration, Summit University Offa, Kwara State Nigeria Organisation consists of people who come together to achieve common goals and objectives. The collective performance of the INTRODUCTION employees as a group is very germane to the success of an organization. Thus, if individuals in an organization cannot work Group performance in every organization is as a group, then the organizations objectives cannot be achieved. important as it depicts the overall performance of the Despite the germane role that employee teams and group plays, organization. If various individuals in an group are still unable to produce to their fullest capacity because of different personality traits which sometimes leads to personality organization cannot work as a group, then the clashes. The main objective of the research work was to examine organizations performance both financial and personality and its effect of group performance in Al-Hikmah operational will never be maximized. Group efforts University, Ilorin. Primary data were collected using a structured and team work is the major ingredient in every questionnaire. A total of 205 out of 227 copies of questionnaire representing a response rate of 90.3% were used for the study. successful organization, hence the need to make sure While 22 copies of questionnaire representing 9.7% was invalid. that the personality of every member in the group is Multiple Regression analysis technique and Pearson Product okay for group/organizational goals to be achieved. Moment Correlation Coefficient were used to analyse15 data and test Without good personalities in a group, there can hypothesis. The findings revealed that the group performance is enhanced through the big five personality traits when positively never be a good group. The desire to build a sound exhibited. These traits include extroversion, openness to conducive environment for an organization is the experience, conscientiousness, agreeableness and neuroticism. desire of every loyal employee of an organization. The result from the Pearson Product Moment Correlation Personality represents a process of change and it Coefficient (PPMCC) also revealed that group performance is correlated with big five personality namely, extroversion, relates to the psychological growth and openness to experience, conscientiousness, agreeableness and development of individuals. Personality factors neuroticism at 5% level of significance. In the same vein, results are extremely important in today's competitive from the multiple regression analysis indicated that the organizational settings. Often the 'wrong' kind of independent variables in the model jointly and significantly explain the effects of personality traits on group performance at personality proves disastrous and causes 5% level of significance. The study concludes that big five undesirable tensions and worries in organization. personality traits which entail extroversion, openness to Personalities of employee can take an organization experience, conscientiousness, agreeableness and neuroticism have significant impact on group performance. Based on the to greater heights, above its competitors, and at the findings, the study recommends that organisations should same way bad personalities can bring down the continually employ the best HR practices such as effective organization. Intelligence and emotional quotient recruitment and selection to get the best employees that would which basically forms an employee's personality exhibit positive traits that can effectively foster team spirit, task cohesiveness and ensure achievement of organisations vision and type must be balanced for the employees act mission. effectively and easily relate with his/her job other employees in a cordial way. The human resources is Keywords: Group, Organization, Performance, Personality, University the most important resources or asset an Amity Business Review 11 Vol. 19, No. 2, July - December, 2018 Effects of Big Five Personality Traits on Group Performance in AL-HIKMAH organization can boast of in the 21st century the personality composition of work teams. First, workplace since organizations are run and steer by personality has increasingly been found to be a valid people. It also deals with formal system for predictor of performance, in part, because of the managing people at work (Aremu& Olodo, 2014). influence of the Big Five model of personality Ibikunle, (2015), further stressed that it is through (Digman, 1990). Second, research on group's people that goals are set and objectives attained. performance has increased (Halfhill, Sundstrom, Thus, the performance of an organization is McIntyre, & Richards, 2000). Third, business and dependent on the sum total of the performance of its industry have demonstrated a sustained increase in members. Ojokuku (2012) opine that it is indeed very the use of work teams as well as a need for strategies difficult for any organization to succeed without designed to select group members (Lawler, managing its human resources effectively. In the Mohrman, & Ledford, 1995). same vein, one of the most critical topical issues in Personality has been considered as an important the study of organizational behavior in the 21st factor on the personality related to specifically for century is the effects of workforce diversity such as predicting the organizational performance. personality on organizational performance. In Organizational performance is when an today's global and competitive environment, the organization meets its set targets putting into general consensus is that organizations that consideration all other personality, external and capitalize on diversity are likely to perform better internal dimension that affected performance. An than organizations without the advantages that organizational performance is accumulated end diversity brings. Workforce diversity refers to result of all the organization work processes and employee's individual differences and similarities. It activities. Personality of employees is important to stands for individuality that includes personality, make sure the organization can accomplish the gender, race, nationality, ethnicity, region, sexual process and activities successfully. Group efforts orientation, income, marital status, work experience16 and team works is the major ingredients in every and perceptions that uphold organizational core successful organization, hence the need to make sure values. Personality is about the way individual that the personality of every member of the group is reacting, perception, thinking, perceiving, attitude passable for group and organizational goals to be or behavior as a person to their environment. achieved. Without good personality in a group, there Personality can be defined as a dynamic or set of can never be good group. Although the relationship characteristic possessed by a person that influence between workforce diversity such as personality and on cognition, motivation and behavior in a variety of group performance in the corporate organizations situation. has been fairly well studied and documented Kinicki (2008)says that personality represents a especially in developed countries, the issue has not stable set of characteristics that are responsible for a received adequate attention in the case of tertiary person's identity. Colquitt, Le-Pine, and Wesson institutions of higher learning, particularly those (2009) define personality traits as the structures and located in the developing World. The university, just propensities inside a person that explains his or her like all other organisations consists of people from characteristic patterns of thought, emotion and diverse background, culture, norms and tradition. behavior. They further argued that personality Thus, employees would exhibit different captures what people are like, in contrast to ability behaviours. Against this backdrop, this study which captures what people can do. Hogan, Hogan attempts to fill this gap examining the impact of and Roberts (1996) opine that several events in the personality on group performance in Al-Hikmah past 20 yearshave led to a resurgence of interest in University, Ilorin. 12 Amity Business Review Vol. 19, No. 2, July - December, 2018 Effects of Big Five Personality Traits on Group Performance in AL-HIKMAH compared with other five traits, extraverts are LITERATURE REVIEW completely associated with emotional Conceptual Clarifications commitment (Erdheim, Wang & Zickar, 2006). Extraverts are capable of practicing affirmative Personality refers to the structures and propensities emotions (Costa & McCrae, 1992) which in turn inside people that explain their characteristics lead to job gratification (Connolly & pattern of their thought, emotion and behavior. It is Viswesvaran, 2000). Extravert individuals are defined as individual differences in characteristic emotionally firm and sure that’s why they patterns of thinking, feeling and behaving. i.e the possess contented personality (DeNeve& combination of stable, physical and mental Cooper, 1998) and this blissful personality is the characteristics or qualities that form an individual’s key feature of contented life and job satisfaction distinctive character and identity.
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