The Personality Traits Of The Individuals Will Affect The Organizational Performance

Theoretical framework of personality traits and their impact on organizational performance

Personality trait can be termed as the characteristics, which is distinct to an individual. According to Csikszentmihalyi and Wong (2014), there are 5 major personality traits. It has been found that everyone fails into at least one of these personality traits. They are such as conscientiousness, agreeableness, openness, neuroticism and extra version. On the other hand, organizational performance indicates how positively or negatively a company is doing business (Keyes et al. 2015).The main subject of this assignment is to find out the impact of organizational traits on the performance of an organization. It has been found that, in order to improve organizational performance, it is always essential to understand the impact of individual personal traits on it (Truss et al. 2013).

It has been found that, every year there are number of researcher conduct research work on this topic. Some of them helped to understand the concept of self-evolution that helps to determine job satisfaction. One the other hand, some of them developed research work to find out the relationship between 5 personality traits and job satisfaction. However, this research work has been developed on this research topic as it will help to better understand this issue. In addition, it will help to enhance organizational performance of a company in future. The result of this research work can be used by other organizations to improve business performance.

Personality of an individual can be defined as the way the person reacts to the environment (Judge and Zapata 2015). The way a person behaves, reacts and perceives to the external happenings in the external environment builds the personality trait of the individual (Colbert, Barrick and Bradley 2014). The personality of the person decides the way the person will get motivated and the way they will react to the motivation (O’Reilly et al. 2014). Organizational performance can be defined as the situation when the organization will be able to meet the targets that has been set by the senior management by keeping in mind different personalities that might have affected the performance of the organization (Judge et al. 2013). The personality of the employees in an organization hugely affects the performance of the employees in the organization. If an employee is outgoing and is good with the communication, then the employees will perform well (Scott and Davis 2015). On the other hand, if the employees who introvert might not be able to communicate well and it will affect their performance (Li and Tan 2013). They would not be able to mix well with the co-employees and hence they would not be able to perform well. An organization is hugely dependent on the personality of the employees as it is up to the behavior of the individuals as the way they perceive their work will ultimately decide the productivity of the organization (Anderson, Poto?nik and Zhou 2014). The personality of the employees is important as it helps the organization to reach its goals and accomplish the activities and the processes successfully (Goetsch and Davis 2014).

Research methodology for data collection and analysis

One of the studies has shown that agreeableness and conscientiousness help an organization to be more productive as the employees are ready to work properly. Employees who are kind and competitive and are ready to understand the pressure an organization is facing, are said to be more agreeable. They are sympathetic towards the co-employees of the company (Korschun, Bhattacharya and Swain 2014). In addition to this, they are always to ready to give extra effort in their work. If the company is going through some crisis, it might demand help from the employees. The employees who are agreeable in nature are always ready to help the organization where they are working during the time of crisis (Kark and Shamir 2013). Once the employees will be ready to help the organization, the organization will be able to put up a good show to the customers (Fu and Deshpande 2014). The companies that will have more employees that are agreeable will able to serve the customers during the time of difficulty. Once the customer will be satisfied with the organization, they will eventually become loyal to the company (Bradley et al. 2013).

The research will help the readers in understating the fact that the performance of an organization will be affected due various kinds of personality traits of the employees present in the organization. The employers of various organizations will also be able to understand the types of personality traits in the employees that help in future development of the organization (Korschun, Bhattacharya and Swain 2014). They might not be able to train the employees to develop the right kind of personality traits apt for the organization (Kark and Shamir 2013). However, they can keep in mind the traits and search for the employees who have the right trait to work in the organization. They can also implement personality tests during the recruitment process to know the personality of the employees (Fu and Deshpande 2014).

The organizations are already in a tough competition with each other and they are finding out new ways to stay ahead of the competitors in the business (Judge and Zapata 2015). The competition is visible in all types of industries present in the market. In such a situation, it is important that the employees perform well and help the organization to stay ahead in the competition (Colbert, Barrick and Bradley 2014). When one hand, it is the responsibility of the organization to help the employees perform well; the employees are able to deliver unmatched services to the organization where they are working (O’Reilly et al. 2014). However, at times the organizations are not able to perform better even if they give the employees good environment to work in and other benefits (Judge et al. 2013). In such a situation, the problems might be with the personality of the employees who are working in the organization (Scott and Davis 2015). At time, the employees find it difficult to work with the co-employees and perform in a group. The employees should be able to work with each other and adjust themselves as per the requirement of the job and the team where they are working (Li and Tan 2013). If any of the employees in unable to adjust with the team, the performance of the entire team will be hampered (Anderson, Poto?nik and Zhou 2014). Thus, the personality of the employees has huge consequence on the way the organization will perform in the market. If the personality of the employees does not allow the employee to mix with the group or adhere to the performance of the organization, then it will affect the performance of the organization as a whole (Goetsch and Davis 2014).

Survey questionnaire and analysis results from SPSS

The research will throw light on various types of personality traits that are present in the individuals. The theories regarding the personality traits will be discussed in the research work so that the readers get an idea about the various kinds of traits and the argument based on these theories. The feedback of the employees from a hospital and the secondary data will be effective in throwing light on the effect of the personality traits on the behavior of the employees in an organization.

H₁: The personality traits of the individuals will affect the organizational performance

H₀: The personality traits of the individuals will not have any affect the organizational performance

The structure of this research that consist of 5 chapters.

Chapter1- Introduction of the research is the background of the research problem. Understanding the issue and the other research studies been done before on this issue. The research rational is then highlighted by the research objective, research question, research Aim and end with the structure of the research.

Chapter 2 – This chapter is the theoretical framework through the understanding of the concept and theories to provide the understanding for this research topic. The conceptual framework is produce and the variables are discussion and the effect in the working environment.

Chapter 3 – The research methodology and the justification and approached taken to bring systematic and organized the different components of the study in logical way and easy to understand are described. The data sampling, sampling technique, the data accessibility and data reliability are being discussed in this chapter.

Chapter 4- The data collected based on survey questionnaire from the convenient sampling from the pool of population Gen Y residing in Kuala Lumpur Malaysia. Insert the analysis results from SPSS for normality of data distribution, reliability test, data distribution graphs- Histogram, P-plot, scatter plot, descriptive statistics, correlations and regression.

Chapter 5 – Conclusion is presented with the discussion on the research problem, the research questions, the research objectives and the findings. Limitation of study, recommendations, future research direction.

Personality traits can be defined as the characteristics that are distinct for every individual (Buss and Plomin 2014). The psychologists say that there are five major personality traits and every individual falls in any one of the five traits (Stautz and Cooper 2013).

Personality traits can also be defined as the behavior of the individuals towards other individuals or situations (Hopwood et al. 2013). The attitude of an individual, the characteristics and the mindset helps in developing the personality of an individual (Parks-Leduc, Feldman and Bardi 2015).

Discussions on the research problem, research objectives and findings

Personality traits help in reflecting the patterns of thoughts, behavior and feelings of an individual (Belcher et al. 2014). The personality traits also determine the level of stability and consistency in an individual.

American psychologists David buss and Randy Larsen (2008) defined personality as collection of psychological traits and mechanism, that are organized and stable in the minds of the human beings that influence the interaction of the individuals and modifications to the psychological, social and physical environment that surrounds the individuals (Johnson and Bouchard 2014).

When the enduring disposition and characteristics of an individual give rise to a particular behavior or behavior patterns, it can be called personality trait (Russo, Barbaranelli and Caponera 2014).

Personality traits can also be defined as the differences in the characteristics of the individuals as far as feeling, behaving and thinking is concerned (Johnson and Bouchard 2014).

The personality traits of a human being can be defined as the mental organization of the human being at any stage of his or her development (Leutner et al. 2014). Personality of a human being can embrace all the phase of characters like temperament, morality, intellect and skills

Personality trait can be defined as different styles of thinking, feeling acting. Just as the human beings vary in the physical features based on their hair, height, skin complexion and weight, similar the difference in their behavioral terms can be termed as personality traits (Parks-Leduc, Feldman and Bardi 2015).

Before the introduction of the big factor personality theory, several other authors came up with the theory that the personality of the human being is based on five personality traits present in the human beings (Csikszentmihalyi and Wong 2014). The initial model of big five personality traits was being introduced by Raymond Christal and Ernest Tupes in the year 1950(Salgado and Táuriz 2014). They introduced the model based in the work that was done at the U.S. Air Force Personnel Laboratory. The model was modified by J.M. Digman and he introduced the big factor model in the year 1990. In the year, 1993, Goldman modified the model further and extended it to the level where it can be used in the highest level of organizations.

Openness is described as the ability to appreciation (Pierce and Aguinis 2013). People who are open have appreciation for art, adventure, variety of experience, emotion, unusual ideas and curiosity (Judge et al. 2014). Openness is about the degree of curiosity, preference for variety and intellectual curiosity. Openness decides the intensity of imaginations present in a person (Joseph et al. 2015). If a person is open to idea, he or she will be open to imagination and apply the imagination at work. These types of people do not like to follow routine. They are disciplined but they are always open to new idea and bring in innovation at work (Blickle et al. 2013). In addition to this, these types of people are open to any kind of change in the organization and that will help in the development of the person. People who score high on openness prefer variety while people who score low on openness prefer routine (Bellé 2013).

Recommendations for future research direction

People who score high on openness tend to perform better in an organization (Chen et al. 2014). The organization will be benefited if they employ these types of employees as they will be able to innovate new ideas for the organization and the business of the company will be enhanced because of the employees (Kuvaas, Buch and Dysvik 2016).

Conscientiousness is referred as the goal-oriented behavior (Akhtar et al.2015). There are people who are competent, have strived for achievement, are thoughtful and dutiful in their behavior and are self-disciplined. The people who have the mentioned characteristics can be can be said to have the conscientiousness (Shooshtarian, Ameli and Aminilari 2013). They are planned and do not like to do anything spontaneously. They plan for anything for a long time and then they implement their ideas in the situations (Srivastava 2013). They are organized in their work and prefer systematic actions before taking any decision (Bertolino, Truxillo and Fraccaroli 2013). It has been seen that people who score low in conscientiousness are tend to be spontaneous, more relaxed at work and at times are disorganized (Hyland, Lee and Mills 2015).

People who score high on conscientiousness will also be helpful for the organization (Poropat 2014). They will complete their work on time, as they want to achieve the goal that they have set for themselves (Csikszentmihalyi and Wong 2014). However, this type of trait should also be compiled with some amount of spontaneity. It might not be possible that every plan will be successful every time. In such a situation, the person should think of a better plan (Pierce and Aguinis 2013).

Extraversion are more social in the approach. People who are extrovert have high positive energy, sociability, talkativeness, positive emotions and assertiveness (Judge et al. 2014). They tend to seek stimulation when in company of others (Joseph et al. 2015). People who score low in extraversion prefer small group and solitude at work. They do not like large institutions, work quietly and prefer to work alone (Salgado and Táuriz 2014). People who are high on extraversion seek more challenge at work and they are adventure seeking. They participate in the works that are related to adventure (Blickle et al. 2013). They prefer interacting with the peers and the employees at work. This type of people can be more helpful at work and prefer to work in a team (Bellé 2013). Teamwork can be expected from the people who are high on extraversion.

The performance of the employees will be better if they are extravert (Chen et al. 2014). They will be able to work in a team and will be able to work for the enhancement of the organization (Kuvaas, Buch and Dysvik 2016). They can adjust well with the employees and will always be ready to take up new challenges at work (Akhtar et al.2015). The performance of these employees will also be enhanced that they would not fear any kind of challenge and will be able to try new ideas at work (Shooshtarian, Ameli and Aminilari 2013).

Agreeableness makes a person more cooperative and compassionate (Srivastava 2013). They are not suspicious to any activities or work. They are themselves trustworthy and can trust other people easily (Bertolino, Truxillo and Fraccaroli 2013). In addition to this are always helpful towards co-employees. People who score less on agreeableness are tend be ruder and are less cooperative at work (Hyland, Lee and Mills 2015)

People who are agreeable will also be able to perform well (Poropat 2014). They are trustworthy and hence the organization can depend on them. However, these types of people also be careful while trusting other people as over trusting might call for other issues in the organization (Csikszentmihalyi and Wong 2014).

Neuroticism is one of the personality traits in the Big Five higher order of the personality test (Pierce and Aguinis 2013). The people who score more in neuroticism are tend to be more moody than the normal people. They are more anxious, show more anger, experience more fear, suffer from frustration, envious to peers, more jealous of others and tend to be lonelier (Judge et al. 2014). People who are suffering from neuroticism become stressful even when there is a slight change in their regular activities (Joseph et al. 2015). They have problems in mixing with the people as they are shy and are more lonely than usual (Salgado and Táuriz 2014). There is high chance that the people who are showing high indices of neuroticism might develop mental disorder in near future (Blickle et al. 2013). There is a high chance that they will suffer from phobia, panic disorder, substance use disorder, depressions and other mental disorders (Bellé 2013). In other words, it can be said that a person who is suffering from neuroticism will always be in a negative emotional state (Chen et al. 2014).

The big factor personality trait theory is based on the assumptions that traits can be said to be relatively stable over a period (Kuvaas, Buch and Dysvik 2016). Traits differ based on the individual and traits can influence the behavior (Akhtar et al.2015). The five personality traits that have been considered in the model that covers all types of traits that is present in an individuals.

Various arguments have been presented for the big five model (Shooshtarian, Ameli and Aminilari 2013). Some of the factors seem fit with the model while some factors do not comply with the big five model.

The arguments that are in favor of the model are:

Since its inception in the years 1900s it has been readily used in the organizations and no other model seem to be as useful as the big five model.
The traits that has been explained in the model seem to be the result of equal impact from heredity and environment
The big five model is widely used in the non-western cultures
The model has been modified since its inception and now the traits are called personality developments. The change in the idea has helped in understanding the model with the advancement of time.

Some of the critics have talked against the theory on which the big five model is being based.

As a person ages, the ranking of the traits change (Srivastava 2013). For example, openness, extraversion and neuroticism decrease once person grows older. Hence, the model does not comply with the idea that traits do not change.
It has been found that birth order and gender of the human beings influences the personality of the individuals. The first sibling are generally less agreeable (Bertolino, Truxillo and Fraccaroli 2013).
The five factors that are being considered are in the model are not independent variables (Hyland, Lee and Mills 2015).
The health of a person can affect the behavior of the person (Poropat 2014). Thus, the idea that personality traits are based on the beaver of the person cannot be supported in this case.

Based on the results of the analysis of the responses on questionnaires based on personality, Eysenck developed a model based on personality (Matthews 2016). According to him, there are three dimensions of personality:

Extraversion
Neuroticism
Psychoticism

In the year 1947, Eysenck tested his questionnaire on a group of 700 soldiers who are patients of neurotic disorders. The answers of the soldiers naturally with each other. Eysenck was able to conclude that there are number of personality traits that are present in the human beings (Zuckerman and Glicksohn 2016). He named the difference as first order personality traits.

He applied factor analysis and grouped different kinds of behaviors into separate headings called dimensions (Boyle et al. 2016). Eysenck found that the behaviors of the soldiers could be divided into two dimensions. They are:

Introversion/ Extroversion (E)
Neuroticism/ stability (N)

Eysenck further related the functioning of the autonomic nervous system (ANS) (Matthews 2016). The personality of an individual is based on the balance between inhibition and excitation process of nervous system. The individual who are neurotic have an autonomic nervous system that responds to stress instantly (Zuckerman and Glicksohn 2016). They are not stable and are not able to handle the stress.

Henry Odbert and Allport are being considered the modern traits theorists. They worked with the English dictionary and found out 18,000 adjectives that could describe personality (Schultz and Schultz 2016). Later they reduced the words to 4500 adjectives. They considered those personality-describing adjectives as permanent personality traits could be present in an individual and could be observable (Cervone and Pervin 2015). Based on the adjectives found out by them, they organized the personality traits based in three hierarchies. The arrangement of the personality traits are as follows:

The cardiac traits dominates the behavior of the individual and shapes the behavior (Pettigrew, Smelser and Baltes 2015). The people with cardiac traits are placed at the top of the hierarchy and that are at times described as individual’s master control. It is also considered the ruling passion of an individual. People who have cardiac traits are powerful but presence of single trait is hardly seen (Mischel2013). On the contrary, a number of personality traits are present in an individual.

As per the hierarchy, central traits come next. These types of traits are available in general among the individuals (Schultz and Schultz 2016). Some of the traits that come under central traits are agreeableness, loyalty, sneakiness, grouchiness, friendliness, wildness, kindness and so on (Cervone and Pervin 2015). These types of traits can be described as the building blocks that shape the behaviour of most of the individuals.

The secondary traits are present in the bottom of the hierarchy as explained by Allport and Gordon. There are a number of traits that are present under the secondary traits but could be seen in specific circumstances like when the attitude of a person about something and preference of the individual (Pettigrew, Smelser and Baltes 2015). The secondary traits explain the reason behind the change in the behaviour of the person. A person at times behaves differently from the way he or she should behaved. Due to the change in the situation, the people change their behaviour or attitude (Mischel2013).

Allport before developing the theory, took the hypothesis that the external and internal forces can influence the personality of an individual and after the research, he named the forces as phenotypes and genotypes.

Genotypes are explained as the internal forces (Schultz and Schultz 2016). It is up to the individual on the way he or she will process information and use the information to communicate with the external environments.

Phenotypes are the external forces (Cervone and Pervin 2015). Based on the phenotypes a person accepts the incidents of the surrounding which he or she is living and the way the people in the surroundings impacts his or her own behaviour.

Raymond Cattell wanted to help the readers by making the traits identified by Allport more manageable. He aimed at reducing the number of traits to 171 from 4500 (Boyle et al. 2016). However, just because some of the traits are absent or present in an individual does not help in bringing the uniqueness of the individuals (Chamorro-Premuzic and Furnham 2014). The person feels that same traits are present in the individuals. It is up to the individual on which trait he or she is expressing (Allen 2015). Cattell sampled a wide range of variables to understand personality.

The first type of data is life data. For the life data, he collected data from the everyday life of an individual and observed the behaviours.
Experimental data is the data that measured the reactions of the people on experimental situations.
Questionnaire data gathered data based in introspection of a person that evaluated the person’s his or her own behaviours.

Cattell used the data and he summed sixteen dimension do personality traits present in an individual (Maslej et al.2014). They are:

Dominance
Abstractedness
Vigilance
Warmth
Self-reliance
Apprehension
Social boldness
Emotional stability
Sensitivity
Liveliness
Tension
Openness to change
Rule consciousness
Perfectionism
Intelligence
Privateness

Based on the sixteen dimensions that he summed up, he introduced personality assessment called 16 PF (Boyle et al. 2016). The way of evaluating the personality trait within an individual is bit different in case of Cattell as compared to other psychologists (Chamorro-Premuzic and Furnham 2014). He did not try to prove the traits that are present or absent, instead, he scored the sixteen traits on high to low basis that will be present in an individual. One of the examples of scoring as introduced by Cattell is as follows:

When a person is being measured on the dimension of warmth- a person who will score low in warmth will tend to be more cold and distant (Allen 2015). On the other hand, a person who will score more on warmth will be more comforting and supportive (Maslej et al.2014). His entire perspective is based on the fact that he stated that all types of personality traits in an individual. it is degree of that personality that shapes the behaviour of an individual (Boyle et al. 2016). Some of the traits in high amount and in some it are present in lesser amount.

However, the theory by Cattell faced much criticism. In spite of the fact that he narrowed down the personality traits as introduced by Allport, he faced many criticisms, that the idea of personality traits as introduced by him is too broad (Chamorro-Premuzic and Furnham 2014).

The trait theory of leadership is based on various experiments on the characteristics of the leaders who are either successful or unsuccessful. The traits are being used to predict the effectiveness of the leadership and the traits that might support the possible leadership skills in an individual (Colbert, Barrick and Bradley 2014). The traits that might decide the chance of success or failure in an individual as a leaders are considered in the trait theory of leadership (Siegling, Nielsen and Petrides 2014).

Scholars who took the trait approach to identify the potential leader have considered a number of factors that might contribute in understanding the traits of a leadership (Joseph et al. 2015). Some of the factors are:

Physiology – the height, weight and appearance of the person can decide the traits of leadership present in the individual
Demography – socio-economic backgrounds, education and age of the person will decide whether the person is having the traits of leadership.
Personality of the individual
Self-confidence present in the individual
Aggressiveness of the person
Intellect – intelligence, judgmental power, decisiveness and knowledge of the individual will help in understanding the traits present in the leader.
Task-related approach-initiative to complete the work, achievement drive and persistence of an individual will show the trait of leadership
Social characteristics – cooperativeness and sociability of the individual will help in understanding the leadership traits.

It has been hypothesised that effective leaders have certain types of personality traits, interest and attributes that are not same with the individuals who are less effective leaders (Nichols and Cottrell 2014). With the help of various research work, a set of traits has been zeroed ion based on which traits the traits of a successful leader has been described. The traits do not decide the fact that whether a person will be future leaders but the traits decide the potential of an individual decide the capability whether a person can be a leader (Colbert, Barrick and Bradley 2014).

Some of the core traits that are identified and might be present in a leader are:

Achievement drive- a person who is always ready to give high level of effort, has high level of ambitions, have the energy and always take the initiative to perform.
Leadership motivations- a person who is always ready to lead others and have the interest to achieve a shared goal
Honesty and integrity- a person who could be trusted, is always open and transparent and could be relied on
Self-confidence- a person is confident and has a reliability in the ability of self
Cognitive ability- a person who has the ability to decide properly, analytical skills and have proper skills to understand the concepts.
Business knowledge- the person should possess a thorough knowledge of the industry and the business and other related matters to business
Emotional maturity – a person who can adjust well and does not face any pressure when there is any tough situation at the workplace
Creativity- the person has the ability of work and can be creative at the same time.

The above-mentioned factors have been compared to those traits that help in the development of an individual (Siegling, Nielsen and Petrides 2014). If a person had the above-mentioned personality traits then that person can be a good leader in the organization as well as in other fields.

The trait theory of leadership has certain advantages

The theory can said to be valid as many research works has been done to reach the conclusion and many researcher have found the base of the trait theory of eldership
It helps any organization to decide the types of leadership qualities that a person should base and based on those traits a leader could be applied.
The detailed give an idea about the leadership process and help in understanding the leadership element.

Certain setbacks are there in the leadership theory

The judgement is subjective regarding who would be considered as a successful leader.
The list of traits that would help in judging the potential of a leader is huge. It might not be possible that all the traits are present in a high amount.
A disagreement among the traits exist regarding which trait should be given priority to decide the traits of the leader
The trait theory of leadership takes into account the physical features of person. However the physical features is dependent on situational factors. If person is physically fit, the person will have the ability to work hard. The physical factors do not support other qualities that are present in the leaders.

One of the studies have shown that people who are score high on neuroticism have minimal emotional stability. It has been found that the organization performance is directly related to the job satisfaction of an employee. The more satisfied an employee will be in the job, the better will be performance of the person in the organizations (Debusscher, Hofmans and De Fruyt 2016). In addition to this, it has been found that the people who are emotionally stable are more satisfied in their job. They need the mental stability to decide whether they are happy in their job and in spite of some of the negative factors, they try to find the positive outcome of any job. Hence, it can be said that the people who will score high on neuroticism will not be able perform well in the company as they would not be able to come to terms with the challenges that the organization will put forward for those employees. Those individuals will not be able to handle the pressure of the jobs and eventually they will it be able perform well affecting the overall productivity of the organization where they are working.

Another study throws light on the mediating role of multidimensional organizational commitment concept to assess the link between job performance and big five personality traits. The authors induced theoretical model where the personality is antecedent to the organization commitment of the employees and the organizational performance is the result of the organizational commitment (Ahmad, Ather and Hussain 2014). The authors identified that the level of organizational commitment among the employees helped in determining the relationship between personality and performance. The organizational commitment plays an effective role in mediating the relationship between the job performance and extroversions. It has been found that the organizational commitment also helps in being the mediator for the relationship between job performance and conscientiousness. It has also been found that the relationship between job performance and conscientiousness will also be mediated with the help of continuous commitment.

Another study was carried to learn the affect of the big five factor of personality traits on the performance of the salesperson. The authors of the articles introduced a framework that had customer orientation as the mediating factor (Yakasai and Jan 2015). The customer orientation also helped in exploring the moderating role of culture. After carrying out the secondary research and primary research, the authors have found out that the job of the sales person is a continuous process and many stakeholders have been attracted to the factors that have helped to the enduring performance the sales person. The authors have found that there cannot be any single factor that would have helped in the enhancing the performance of the employees except the outcome of the job.

Studied has have been carried in cement industries located in Tricky. The authors tried to develop a work related attitude on the performance of the employees in the organization. Some of the components that have been studied in the articles are the job involvement, organizational commitment and job satisfaction (Jan and Subramani 2016). The authors carried out the survey among the floor employees. The survey has shown that there is connection between the work related attitudes on the performance of the employees in an organizations. If they feel good about the organization, then they will have positive attitude towards the organization and the performance of the employees will vary accordingly.

A study has been carried out to evaluate the effects of big five personality traits on the organizational commitment on organizational citizenship behavior (OCB). The support staffs from Ubon Ratchathani Rajabhat University, Thailand had been interviewed. Both quantitative as well as qualitative data were being studied. The authors have found out that the components of the personality traits and organization commitment affected the organizational citizenship behavior (OCB) (Weeks 2016). The results of the research show that effective commitment, normative commitment, agreeable personality and conscientious commitment has positive effects on the altruistic behaviors.

A study carried out in the hospitality industry reveals the fact that the commitment among the employees is a big factor in determining the performance of the employees in the organization (Ahmad, Athar and Hussain 2016). In addition to this, it has been induced that personality of the employees helps in determining the level of amount of satisfaction among the employees as they are said to be the emotional labor. The study showed that there is strong relation between the personality of the employees and the amount of commitment among of the employees. If the employees have a pleasant personality, they will be able to perform well in the organization and will be committed towards delivering good work towards the organization. If they are committed towards the organization, they will be able to perform in a better manner in the organization.

Summary of Variable

No	Variable	Source
1	Individualism/Collectivism	Wagner, J.A., 1995. Studies of individualism-collectivism: Effects on cooperation in groups. Academy of Management journal, 38(1), pp.152-173.
2	Masculinity/ Femininity	Gall, M.D., 1969. The relationship between masculinity?femininity and manifest anxiety. Journal of Clinical Psychology, 25(3), pp.294-295.
3	Power Distance	Kirkman, B.L., Chen, G., Farh, J.L., Chen, Z.X. and Lowe, K.B., 2009. Individual power distance orientation and follower reactions to transformational leaders: A cross-level, cross-cultural examination. Academy of Management Journal, 52(4), pp.744-764
4	Uncertainly Avoidance	Cornelius N. Grove (2005). Worldwide Differences in Business Values and Practices: Overview of GLOBE Research Findings. https://www.grovewell.com/pub-GLOBE-dimensions.html

Above is the conceptual framework and will be used for this research using the four (4) identified variables that would affect the Gen Y Working Behaviour and its impact in the organization

The individualism/collectivism syndromes the cultural syndrome (Triandis, 1996) appears to be the most significant cultural is the different among the culture call “Deep structure” of culture differences Greenfield (2000).It can identify four types of culture

The main concerning the relation between some characteristics of societies that have high and low uncertainty avoidance orientation (based on House et al, 2004, p. 618).High uncertainly is formality in interaction with the other show strongly resistance to change. Orderly and keep meticulous records really careful and calculate how much will be risk. Rely on formalized policies and procedures.

Low Uncertainly Avoidance some are same like as high uncertainly avoidance as is formality in interaction with the others. This only moderate resistance to change and are less orderly and keep fewer records, less calculating when taking risks .Rely on informal norms for most matters.

Openness

Conscientiousness

Extraversion

Nearoticism

Agreeableness

Organizational Performance

Research methodology works as the path that the researcher has followed while carrying out the research work (Mackey and Gass 2015). The research strategies, research approaches, types of data, data collection techniques and the sampling techniques are being discussed in research methodology (Taylor, Bogdan and DeVault 2015). The readers come to know about different types of methods that can be used for these types of research work (Brinkmann 2014). The readers will also know about the benefits and the usages of the methods that could be used in different types of research work (Flick 2015). The research methodology will help future researchers to get an idea about the application of the research methods in other research works (Silverman 2016).

Three types of research philosophy are available to a person who is carrying out a research work.

Research philosophy

Positivism

Phenomological

Realism

Interpretivism

When the researcher mainly takes into consideration data and the facts available, then it can be said that the researcher is following positivism to complete the research work (Smith 2015). The way the people thinks does not matter when the researcher is taking into account of positivism (Wiek and Lang 2016).

Some researcher mainly concentrates on the emotions and the feelings of the human beings regarding certain cultural or social issues (Panneerselvam 2014). Then it can be said that the researcher is taking into consideration interpretativism. The data and the facts are not important in this type of research philosophy. This type of research philosophy is been adopted when the researcher is carrying out a research on social issues or culture. The way the people think and adopt to a culture is important for the researcher .The data would not be helpful in this type of research work.

Some researchers take into consideration the human emotions and the feelings as well as take into consideration data and the facts that are available online or through primary sources (Gast and Ledford 2014). When a person takes both types of situations into account, then it can be said that the person is taking the help of realism (Billig and Waterman 2014).

For the present research work, positivism has been chosen. The result of the research has been deduced by concentrating on the feedback of the employees who are working in the hospital. Based on the data that has been retrieved from the secondary sources and the feedback of the employees, the result of the research has been deduced. Hence, it can be said that positivism the perfect research philosophy that has been chosen for the research wok.

Research onion is a compact form of research methodology that will be easier for the readers and the researchers to take into account in the research work (Riedl, Davis and Hevner 2014). As the name suggests, it is represented as a form of layered onion. The outer layer describes the research philosophy. As the onion gets into the inner layers, the more intense factors are being described (Panneerselvam 2014). The innermost layer is the most important part of the research project that consists of the data collection methods, sampling and the types of data that will be required to carry out the research work.

The research strategies that could be used by a researcher while carrying out an investigation are:

Case study
Grounded theory
Action research
Experiment
Survey
Ethnography

For the present research, survey of the employees who are working in the hospitals has been used to carry out the research work. As the numbers of employees are more, hence, survey has helped in getting the feedback of the employees as a whole. They told their feedbacks regarding the five personality tests and the way it affected the performance. Based on that the feedback of the employees, the result of the research has been deduced.

Two types of time horizons are available to a researcher:

Longitudinal study
Cross-sectional study

When a researcher is carrying out a project, the person can observe the participants over either a period or the person can observe the participants for a single point (Khan 2014). When the researcher is studying the participants over a period then it is called longitudinal study (Salaberry and Comajoan 2013). On the contrary, when a person is carrying out a study for one particular time, then it can be called cross-sectional study (Bauman 2013).

For the present research, cross-sectional study has been used to get the feedback of the participants. The employees of National university hospital have been asked about their feedbacks, for certain number of days until the desired number of samples has been reached. The study did not take huge amount of time to complete. The change in the behavior of the employees has not being used in the research.

Two types of data are being used in the research:

Primary data
Secondary data

The primary data will be in the form of the feedback of the employees who are working in National University Malaysia hospital. As they are working with a number of patients, hence they need to keep calm with the patients (Vamsi Krishna Jasti and Kodali 2014). The feedbacks of the employees will throw light on the fact of the influence of the types of personality traits and the performance of the employees. The employees have been given questionnaires with the 25 close-ended questions. As the numbers of the employees are huge, they will not give descriptive answers. They will give the feedback for multiple-choice questions.

The secondary data has been from the online sources (Wildemuth 2016). The data has been retrieved by linking them to the objectives of the researcher. The relevant data has been evaluated by comparing the data with each other.

For this research, primary data collection is chosen as this would help in this research especially on collecting the right specific information required. These specific information is gathered directly from the source; the targeted Gen Y and Gen X (used as comparison generation) population in Kuala Lumpur, Malaysia. Therefore, Primary data is considered to be more reliable than Secondary data as Primary gather information from direct source and scratch. While secondary data depends very much on the availability of the information that could have limitation especially if there is limited or none research/s done on this Gen Y behaviour impact topic and on same geographical area and population.

The instruments for collecting the data are in the form of questionnaires. There will be close-ended questions and the participants have been asked to give their feedback in the form of five point Likert Scale.

As discussed earlier in chapter three (3) on this research, quantitative approach is chosen and the primary method is selected for the data collection. Under this quantitative studies, the under this quantitative studies, the questionnaire survey is chosen as the tool or the instrument for this research data collection. Therefore, the questionnaire is developed for this particular research to measure the dimension using sub variables to produce statements for each factor that is the Mindset, Beliefs, Values, Motivation, Technology and Working Behaviour. Below table indicates the sub variables that explain the factors and the sources.

The 150 respondent’s data had been collected by using Likert-scale questionnaire. The research case study will carried out quantitative approach as questionnaires and it is the most used tool to collect data especially in quantitative studies which involving surveys (Bandyopadhyay, 2011).

When a researcher deduces a theory or a model that has been already used by other researchers, then it can be said that the individual can be said to be following deductive research approach (Dumay and Cai 2015). The present researchers to get the result of the research are using the ideas and the concepts that have been used by other authors.

Some researchers give rise to a new concept or idea while carrying out the research work (Wiek and Lang 2016). They either give rise to new theory or model that could be used later in other research projects (Riedl, Davis and Hevner 2014). In such situation, it can be said that a research is following an inductive research methods.

For the present research, deductive research project has been used. The theories and the concepts that have been used by other researcher have been used to in the present research to deduce the result. The concepts have been described in literature review. The primary data has been based on the findings that have been identified in the literature review.

Variable

Sub-Variables

Source

Autocratic

1. Giver orders
2.

(2312312312)

This study have to examine the factors affecting consumer purchasing decision (A case study personal traits on organizational performance in Malaysia), a primary survey by using questionnaire was carried out from 11^th April 2017 to12th April 2017 involving 150 respondents. This survey was conducted in National University Hospital Malaysia ( PPUKM) in Cheras target respondents were peoples with age < 35 and the respondents were mainly respondent . The respondents were intercepted randomly and invites to take part in this study with complete the questionnaire.

This research case study applied convenience sampling. Convenience sampling is a type of non-probability or non-random sampling where members of the target population that meet certain practical criteria such as easy accessibility, geographical proximity, availability at a time given or the willingness to participate are included for the purpose of the study (Dörnyei, 2007). Convenience sampling also refers to the researching subjects of the population that are easily accessible to the researcher (Lisa, 2008).

Probability	Non probability
Random	Quota
Stratified	Convenient
Cluster	purposive

Two types of sampling are available to the researcher:

Types of sampling

Probability sampling

Non-probability sampling

When an author knows the types of samples needed for the research and the number of samples that are needed for the research, then it can be termed as probability sampling (Taylor, Bogdan and DeVault 2015). The researcher will not be biased for any type of data. The researcher will collect the data without any discrimination among the data that are available to the researcher (Brinkmann 2014).

Probability sampling has been used while collecting the primary data. The employees of the hospital have not been discriminated based gender, ethnicity, background or race. The employees who have participated in the research have taken part on their own and none of the employees has been stopped from participating if he or she has wanted to.

When the researcher does not have any idea about the types of data requited to complete the work and the number of data, then it can be said that the researcher is taking the help of non-probability sampling (Flick 2015). While a person is taking the help of non-probability sampling then the person becomes biased towards the type of data that will be collected (Silverman 2016).

Non-probability sampling has been used while collecting the secondary data. Only those articles, books and written materials have been used that have information regarding the personality traits and their influence on the performance of the employees. While collecting the secondary data, biasness was necessary to get the relevant data.

No participants have been forced to take part in the research work (Vaioleti 2016). They have been given the consent form and the purpose of the research has been explained to them. Once they have gone through the consent form and the known the purpose of the research work, then the interview process strayed (Smith 2015). If any of the participants had any issue with the research, then he or she was not forced to take part in the research work (Panneerselvam 2014).

The secondary data has also been collected ethically. Many websites have limited access to the user and do not share all the information to the users who are not registered with the websites (Gast and Ledford 2014). In addition to this, the websites ask the users to become members of the websites and then they could get all the information from the websites (Billig and Waterman 2014). Unethical activities like hacking the websites has not been taken into account while collecting the secondary data (Dumay and Cai 2015). Some other websites have taken into consideration to search the data or the desired amount has been paid to get the data from the websites (Wiek and Lang 2016).

Certain issues have been faced while taking the interview of the participants. Not all employees were ready to take part in the project and time was wasted in making until the desired number of participants have given their interview (Riedl, Davis and Hevner 2014). Some employees were not sure whether they would like to speak on the topic and they were skeptical if the research is authentic (Khan 2014). The permission that has been received for carrying out the interview was shown to them and then they were satisfied that the research is authentic and would not cause any harm to them (Salaberry and Comajoan 2013).

The primary has been analyzed with the help of statistical data (Farooq and O’Brien 2015). The numbers of employees are more and the feedback of the employees has been collected with the help of close-ended questions (Mackey and Marsden 2015). The feedback of the employees has been analyzed with the help of SPSS.

The secondary data are descriptive and hence could not be analyzed with help of calculations (Mackey and Gass 2015). The data has been retrieved from various online sources and the information about the personality types acts as the secondary data. The feedback of various authors has been described and compared to analyze the secondary data.

Normality test – Different tests are used to for testing the distribution of the data. In the present analysis Skewness and Kurtosis is used to test the normality of the data. In a survey data normality tests define the distribution of the random variable (response to the query). The normality test are done to test the fitness of the model.
Reliability test – Cronbach’s alpha is used to test the internal consistency of the variables. The Reliability analysis is used to test how closely two or more variables are related with each other.
Description – Descriptive statistics provide a measure of the central tendency and variability of the survey data. These help to understand the basic features of the data.
Correlation – Karl Pearson correlation analysis is used to test the association between two variables. Correlation coefficient is used to detect the strength and direction of the relationship. Correlation values vary from +1 to -1. The more the number is closer to 1 the stronger the relationship. As the association between two variables approaches 0 the poorer the correlation.
Regression – Regression analysis is used to find the relationships between independent variables and dependent variables. The analysis also shows the percentage of variance in dependent variable which can be predicted with independent variables.

Even though proper research has been done to complete the research work. The secondary as well as primary data has been retrieved to reach a proper outcome of the research work. The primary data has been collected from UKM Hospital to get an idea about the subject. It might happen that that the people who are not been included in the interview might have different outlook about the relation between the performance and personality traits. The employees who have taken part in the research work has been chosen based on the

Even though proper research has been done to understand the relation between personality trait and performance of the employees, yet there can be some articles that have not been explored. It might have affected the result of the research work. If all the information could have been retrieved, the result could have been better than the present research.

The research is limited to one type of industry. The employees of the hospital are being taken into account to carry out the work. If the research were being carried out in a different industry, the result of the research would have been different. The mental pressure for the employees working in the hospital is more as they have to handle the patients. The types of work as well as the work pressure would have been different for the employees working in other sectors.

This chapter of the dissertation would highlight the findings of the research. Collected data would be presented with the help of statistical analysis. In this context, it can be mentioned that the findings of the research would be developed depending on the collected responses. The questionnaire have been developed in such a way that all of the responses can respond being unbiased. Total size of the sample is 200. 150 employees of would be participated. In order to identify the effect of behavioral traits on the organizational performance, the researcher would follow the regression and the descriptive analysis. Question 1 is developed based on the demography of the employees and the rest questions are based on the impact of behavioral traits. This chapter is mainly developed on the outcomes of primary survey.

The outcomes of the responses have presented with the help of graphical representation. The outcomes are as follows:

	Demographic
Description
Gender			Variable	Percentage
	Male	44	153	29%
	Female	106	153	69%
Age	<25yrs	34	153	22%
	<35yrs	80	153	52%
	<45yrs	31	153	20%
	<55yrs	5	153	3%
Race	Malay	98	153	64%
	Chinese	25	153	16%
	Indian	19	153	12%
	Other	8	153	5%
Education	Diploma	70	153	46%
	Degree	56	153	37%
	Master	16	153	10%
	Phd	8	153	5%

Table 1: Gender of the employees

(Source: Created by author)

In order to represent the gender of the employees, the researcher would take the help of descriptive analysis. From the above table, it has been surveyed that the number of male employees is more than the female employees in the company. However, these figures do not conclude anything regarding the workplace discrimination between male and the female employees. It is good opportunity for National university hospital in Malaysia to have good number of both young and middle aged employees. Young employees are more enthusiastic and hard working to perform efficiency if rewarded properly. On the other hand, experienced employees are the assets for the organization. Racial figure indicates that the hospital provides opportunity to people belongs to different culture. Therefore, it can be inferred that cultural diversity is present in the National university Hospital (PPUKM) in Malaysia.

Descriptive Statistics

	N	Skewness	Kurtosis	z skewness	z kurtosis
Statistic	Statistic	Std. Error	Statistic	Std. Error
IC1	153	-0.508	0.196	0.075	0.39	-2.591836735	0.192308
IC2	153	-0.562	0.196	0.177	0.39	-2.867346939	0.453846
IC3	153	-0.29	0.196	-0.165	0.39	-1.479591837	-0.42308
IC4	153	-0.618	0.196	0.166	0.39	-3.153061224	0.425641
IC5	153	-0.649	0.196	0.926	0.39	-3.31122449	2.374359
MF1	153	-0.903	0.196	0.663	0.39	-4.607142857	1.7
MF2	153	-0.137	0.196	-0.312	0.39	-0.698979592	-0.8
MF3	153	-0.497	0.196	-0.35	0.39	-2.535714286	-0.89744
MF4	153	0.012	0.196	-0.902	0.39	0.06122449	-2.31282
MF5	153	-0.968	0.196	1.59	0.39	-4.93877551	4.076923
PD1	153	-0.063	0.196	-0.626	0.39	-0.321428571	-1.60513
PD2	153	0.007	0.196	-0.999	0.39	0.035714286	-2.56154
PD3	153	0.765	0.196	0.43	0.39	3.903061224	1.102564
PD4	153	0.869	0.196	0.418	0.39	4.433673469	1.071795
PD5	153	0.529	0.196	-0.59	0.39	2.698979592	-1.51282
UA1	153	-0.832	0.196	1.519	0.39	-4.244897959	3.894872
UA2	153	-0.019	0.196	-0.519	0.39	-0.096938776	-1.33077
UA3	153	0.177	0.196	-0.289	0.39	0.903061224	-0.74103
UA4	153	-0.677	0.196	0.66	0.39	-3.454081633	1.692308
UA5	153	-0.315	0.196	-0.524	0.39	-1.607142857	-1.34359
OPC1	153	-0.11	0.196	-0.196	0.39	-0.56122449	-0.50256
OPC2	153	-0.468	0.196	0.204	0.39	-2.387755102	0.523077
OPC3	153	-0.474	0.196	0.889	0.39	-2.418367347	2.279487
OPC4	153	-1.053	0.196	2.132	0.39	-5.37244898	5.466667
OPC5	153	-0.748	0.196	1.495	0.39	-3.816326531	3.833333

The above table shows that the kurtosis for the data of MF5, UA1, OPC4 and OPC5 are more normally distributed since they approach a value of 3. The rest of the variables which have a positive kurtosis values are mesokurtic while those with negative values are leptokurtic. The result of acceptable has been used to collect data, it needs to be assessed whether the distribution follows normality or not. As seen in the above table, most of the variables are significant good fit to the model to follow the normal distribution. As the sample size is less than 200, 95% confidence interval has been used.

Reliability test is conducted to test the validity of the collected data. Due to sample fluctuation, sampling error is inevitable in result. However, robustness of the data depends on how far the responses are reliable to test the attentiveness of the respondents in responding the questions. Reliability test is conducted through Cronbach’s alpha test using the SPSS tool. Collected data is accepted as reliable if the alpha value is equal or greater than 0.7.

Overall Reliability Statistics
Cronbach’s Alpha	N of Items
.769	25

Variable	Cronbach’s Alpha
Individualism and collectivism	0.679
Masculinity and femininity	0.638
Power distance	.795
Uncertainty avoidance	.744
Organizational performance	.839

Overall reliability test shows that responses are reliable to conduct further research. However, the reliability of the responses to indicate individualism and collectivism in the case study hospital is .679, which can be rounded off to 0.7. Among the five parameters, only alpha value of masculinity and femininity have been turned out to be unreliable as the value is 0.638 < .7. Researcher can rely on the responses of other variables.

Organizational performance is the dependent variable for this study. The objective of the study is evaluating performance of National university Hospital (PPUKM) in Malaysia and the impact of employee personality trait on the performance of the organization. Fluctuate action of independent variables affects the performance of the hospital in providing service to the patients.

Independent variables are individualisms/ collectivism, Masculinity /femininity, power distance and uncertainty avoidance. The data graph distributions have been plotted below. The histogram of dependent variable indicates that the data follows normal distribution, which is slightly positively skewed. .

P –P points out how closely two data sets agree with each other. This graphs plot two cumulative distribution functions adjacent to each other. When data fall on the 45 degree line, both distributions are equal. However, any deviation implies dissimilarities between two distributions. After 0.5 point, the values fall on the line indicating.

	N	Mean	Std. Deviation
Individual /Collectivism	152	3.5094	.357648484443836
Masculinity and femininity	153	3.376	.6236
Power distance	153	2.455	.7392
Uncertainly avoidance	153	4.183	.4656
Organization performance	153	3.599	.6256
Valid N ( listwise )	152

Descriptive statistics shows the mean response against each question for each parameter. For the first two parameters, mean response has been ‘uncertainty’ indicating that employees are not sure about the practice in their organization regarding gender biasedness or team activities. It can be inferred that gender biasedness is not much in this hospital although number of female employee is less than male employees. Moreover, the aspect of individualism or collectivism is also not clear to them. It may be the case that they do not feel themselves deprived or have nt experienced any individualism in the organization. Everybody may get equal opportunity in the service and career development in this hospital, which has good effect on the performance of the organization. Most of the employees disagree with the presence of power distance policy in organization. Respondents believe that employees should follow instructions, rules and regulations to improve individual performance to improve organization performance. Mean responses have advocated that absenteeism are less in their company and employees are satisfied with the opportunity available for the employees. They agreed that employees support each other in service delivery, which pointed out towards collective work.

The correlation table shows that performance of the organization has positive correlation with each of the four parameters. Among the four variables, dependent variable has greater correlation with the collectivism practice of the organization. Lowest correlation is with the gender biasedness. However, overall correlation is significant at both 0.01 and 0.05 level of two – tailed test. These values indicate that independent variables positively influence the fluctuations in organizational performance.

Model	R	R Square	Adjusted R Square	Std. Error of the Estimate	Durbin-Watson
1	.701^a	.491	.477	.4537	1.821
a. Predictors: (Constant), Uncertainly avoidance, Masculinity/ Femi, Power distance, Individual /Collect
b. Dependent Variable: Organization performance From the above table it can be said that 49.1% of the variability in organizational performance can be predicted with the variables of Uncertainty performance, Masculinity/ Feminity, Power distance and individualism / Collectivism. The adjusted R² value is 0.477. Since the value of adjusted R² and R² are very close to each other hence the model is a good fit. The Durbin-Watson value is 1.821 which shows there is no autocorrelation.

From the regression coefficients it is seen that the coefficient of Individual / Collectivism is 1.869. In addition the coefficient is statistically significant, p-value < 0.001, less than the significance value of 0.05 (Meena S, 2002). Hence Individual /Collectivism is found to have a positive significant Impact on organizational performance.

According to table Masculinity and femininity value is -0.457 with a significant value is0.000 which is higher than the rule of 0.01 (Meena S, 2002) hence Masculinity and femininity is found to have a positive significant impact of organizational performance.

Power distance is -0.303 is with the significant value is 0.000 which is higher than the rule of 0.01 (Meena S, 2002) hence Power Distance is found to a positive significant impact of organizational performance.

Uncertainly/Avoidance is -0.188, the significant value is 0.007 which is lower than the rule of 0.01 (Meena S, 2002), hence uncertainly/Avoidance is found to a negative significant impact of organizational performance.

Conclusion and Recommendations

Conclusion

This section of the research tries to convey the observations that have been found with the data that has been collected. The objectives of the research were framed in relation to the topic and the data that was collected was based on the same. In the quantitative data collection method and the qualitative analysis that has been found, it is seen that there is a link between the personality traits and the capability of the individuals who are performing in the organization. The individuals who will have strong personality will have the capability to perform better in the organization.

It signifies the variances of the personal tendency of the individual in experiencing suffering and can be called as insecure with respect to emotions. It has traits like being annoyed, sulky, stressed, nervousness, embarrassed and dejected. It has no social expertise in handling the situations that claim in taking control. It lacks the self-image and confidence and can be often linked with negative affectivity. In comparison with other individuals, the experience in neurotics creates adverse feelings in life that is related to job satisfaction negatively and the performance on the job. In general, it can be seen that persistence commitment can be positively linked with neurotics.

The data that was collected helped in proving that the individuals of the hospital who were interviewed gave mixed reviews. Some of the individuals had negative personality traits as they became nervous when they were asked to answer certain questions that were a part of the questionnaire. This showed that the people faced similar issues in the workplace with relation to the work that they were performing. Some of the nurses claimed that the patients annoyed them to a certain extent. This has hampered their performance in the workplace to a certain extent. The data that was collected showed that most of the staffs had positivity in them towards their work but the degree varied immensely.

From the literature review, it can be seen that extraversion is more likely to bring out the expressive, outgoing and the confident part of the individuals. These persons have the tendency to be spontaneous in their reaction and believe in strong communicative power. These people are looking to stand out amongst the common people and want to be recognized for the role they play in the society. They want to take control and command over the situations whenever a situation arises. People with extraversion are wholly committed to their emotions. They are capable of practicing positive emotions and even share it with others who are in need. They themselves are emotionally firm and try to have a positive influence on the people who are around them.

The data that was collected from the hospital also included many managers of the departments who had brilliant traits of extraversion. They could handle the situation in a positive manner whenever a critical case was present within the hospital premises. They remained calm and instructed others with all the expertise they had to handle the situation in a successful manner. Some of the nurses and the hospital staffs who are experienced in nature had the ability to remain calm in a stressful situation. This helped them in influencing the people positively who were around them. their performance in the workplace was better in situations that included many stressful situations.

This approach is technical and innovative in nature where the persons are related to being creative, open-minded and aesthetic in nature. They have the quality to adapt to any situations and act accordingly. Individuals who are characterized by these traits may have an intense good feeling or a negative feeling. It helps in influencing the responses that are affective and the well-being is subjective in nature. Openness often has a weak relationship with the satisfaction level of the individuals. Openness to experience has a positive relationship on the experience factor and on the performance of the job, which can be improved through proper training.

The data that was collected from the hospital showed that the staffs in the hospital had to undergo thorough training before being appointed their respective roles in the departments. The staffs are well trained and have accepted the transparent behaviors that are met with them. This has helped the institution to carry their work process in a smooth manner. The staff members have an attitude of working in a positive way in the organization, as the training period was done so that they can take care of the situations in a professional manner. Those staffs who had not received the training are yet to learn about the art of treating the patients in a proper manner so that the hospital can work in an efficient manner.

Conscientiousness helps in developing the traits like attentiveness, comprehensiveness, systematized and determination. The individuals that have high levels of conscientiousness can be characterized by the logical reasoning, reliability of the person and certain other traits. They help in focusing on success, which plays a significant part in the tasks that they perform on a regular basis. They derive the maximum satisfaction from the jobs that they do because they carry out the tasks in a responsible manner. This allows them to be in a better position to achieve success in the workplace. They have the quality to become leaders as they are totally dedicated towards the workplace. This helps them in to get an opportunity of earning informal and formal rewards, as it helps in linking the affective commitment in a positive manner.

From the data that is collected, it is seen that most of the managers of the hospital have this trait because they have the influential power over the employees. They remain cool during the working hours and assists the employees who face difficulty while working. The managers resolve all the issues that the employees face with the certain clients as they can influence the people with the communicative skills. This allows them to take charge over the situations, which are unavoidable.

This trait is generally found in people who are willing to sacrifice themselves, is helpful in nature, gentle in behavior and lends emotional support to others. They are generally polite, naïve, helpful and supportive in nature. It is one of the most divisive traits with respect to personality because in relation to the job satisfaction and the nature of the job, it is similar in nature. This helps the employees to attain the maximum satisfaction in the workplace.

The quantitative data that was collected in the research process helped in understanding that the people who are working in the help desk area. They need to possess this quality, as it will help in attracting the customers in the hospital. They need to be polite with the customers, as they represent the face of the hospital. If this trait is not found in the individuals they need to be trained and developed so that they can influence the customers with the communicative skills.

Thus, it can be said that the personal traits of the individuals cannot be changes as they are in built within them. Through proper training and motivation, the traits in the persons can be developed and enhanced. The companies must ensure the training that they need to undergo that they provide proper modern training to the employees. This will guide them in the process of dealing with other people in a better and efficient manner. The individuals need to undertake personality development assessment, which will help in getting a better understanding of the traits that the person has. These traits can only be developed with the help of proper training that can be provided by the various institutions and the companies.

Even though proper research has been done to complete the research work. The secondary as well as primary data has been retrieved to reach a proper outcome of the research work. The primary data has been collected from UKM Hospital to get an idea about the subject.It might happen that that the people who are not been included in the interview might have different outlook about the relation between the performance and personality traits. The employees who have taken part in the research work has been chosen based on the

The findings of the present research may be used as a source of secondary data for the future purpose with respect to other research works. Similar researches can be carried out in other industries as well such as the telecommunication, retails and hospitality sector and several other industries where the personality traits of different individuals play a big role in the performance level within the organization. The entrepreneurs of various companies may seek help from this research, as it will help them in easily understanding the performance levels of the employees in their respective organization. The research students of other universities may use this research as a reference if they are conducting the research on the performance level of the employees due to the personality traits in the organization.

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