INFLUENCE OF EMPLOYEES’ PERSONALITY TRAITS AND WORK LIFE-BALANCE ON ORGANIZATIONS JOB PERFORMANCE IN SELECTED AGRICULTURAL RESEARCH INSTITUTES IN SOUTHWESTERN NIGERIA
Keywords:
Personality traits, Work Life-balance, Job PerformanceAbstract
Poor understanding and application of personality traits have always led to serious damage in organizations because things are sometimes done inappropriately by most human resource managers and which lead to low productivity among staff. This study examined the influence of employees’ personality traits and work life balance on organizations’ job performance in selected Agricultural Research Institutes in Southwestern Nigeria. A Multi-stage sampling technique was used to select 172 respondents for the study. Structured questionnaire with Chronbach Alpha Coefficient of 0.75 was used to collect data on employees’ personality traits, work life balance and organization job performance. Data were analyzed using frequency counts, percentages, mean and standard deviation. Pearson Product Moment Correlation, Linear Regression and Analysis of Variance (ANOVA) were used to test the study hypotheses. Conscientiousness ( = 4.37) and job sharing ( = 4.08) were the predominant personality traits and work life balance practices respectively reported in the Research Institutes. Majority (84.9%) of the respondents had high level of work life balance while 56% had high job performance. Correlation analysis showed a significant (p< 0.05) relationship between respondents’ personality traits (r = 0.555) and work life-balance (r =0 .388); and job performance. Analysis of variance revealed no significant (p< 0.05) differences among respondents’ personality traits (F = .306), work life balance (F =.169) and level of job performance (F=.674) across the selected Research Institutes in the study area. Study revealed that employees’ personality traits and work life-balance were positively and significantly related to organizations’ job performance in the study organization while personality traits, work life balance and employees’ job performance were not significantly different across the study organizations. Organizations are admonished to always consider personality profiles of their employees at the selection stage and look into more emotionally stable and conscientious applicants when recruiting because these factors are significantly associated with organizational Job performance.
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