Job performance: a study of personality and self-efficacy at work in argentinian employees

Abstract

Purpose: The aim was to test the relationships among personality trait, self-efficacy at work, and job performance. A lineal multiple regression was carried out in order to analyse how personality trait and self-efficacy at work predict job performance. Design/Methodology: In total, 219 employees from three occupational sectors (blue, pink, and white collar) (Female: 72%), Meanage 35.30 years (SD=11.07) and Meanjob-experience 13.97 (SD= 11.04). Measures: Sociodemographic questionnaire, Personality Inventory NEO-FFI (Costa & McCrae, 1992), Self-efficacy at work Spanish version (Robalino & Musso, 2018) and Job Performance Scale Spanish version (Robalino & Musso, 2018). Stepwise regression analyses supported the hypothesis. Results: On one hand, a model involving conscientiousness (â=.250; p< .001), extraversion (â=.265; p<.001) and Task self-efficacy (â=.350; p<.001) predicts a 42% (R2 adjusted= .419) of Task performance variance. On the other hand, a model including social self-efficacy (â=.335; p< .001), Emotional Self-efficacy to helps others (â=.169; p<.01), and agreeableness (â=.169; p<.01) predicts the 31% (R2 adjusted= .312) of the contextual performance variance. Furthermore, a model with only two personality traits (extraversion, â=.239; p<.001; conscientiousness, â=.231; p< .001) and global self-efficacy at work (â=.384; p< .001) predicts 44% of total job performance variance (R2adjusted= .442). Limitations: Sample is relatively small and was collected by a non-probabilistic sampling technique. Research/Practical Implications: This study provides information on how personality traits in conjunction with self-regulation variables such as self-efficacy at work predict work performance. Originality/Value: Predicting job performance continues to be of interest to organizations, thus studying the variables that are involved is a contribution to knowledge.