A number of researchers have conducted their study to find out the link between personality

traits and job performance, the overall finding of these studies turned out that the validity of
personality as an indicator of job performance is low (Ghiselli, 1982). However, when these
studies were being conducted there was no scheme for classification of personality traits. The
big 5 personality test developed the differentiation of personality traits. Humans are
continuously endeavouring ways in which they can stay happy and well. Well-being can be
conceptualised into two categories i.e., subjective which focuses on personal/ individual
subjectiveness of happiness and psychological well-being which refers to personal
development of an individual and the ability to resolve challenges (Deci & Ryan, 2008). After
the development of a taxonomy, the focus shifted on development of relation between
subjective and psychological factors.

Job satisfaction has been divided into two types- external and internal. Internal can be
referred as feelings towards job, task, responsibilities whereas external can be termed as
outside the job’s part i.e., renumeration, growth etc. Personality states was defined as degree
to which a specific trait is expressed at a given particular moment (Fleeson, 2001). Situational
contingencies influence the personality states, Ex if X and Y have the same level of trait
honour but differ in situation contingencies, X whose honour is more contingent on the
situation would be successful in completing tasks according to deadline and be less uptight
when work is not important, whereas Y whose honour is less contingent would maintain the
balance. Individuals exhibiting high level of Conscientiousness tend to be more goal oriented,
cautious, responsible and they are willing to take on extra work (Judge & Ilies, 2002).

Personality can change according to self-driven or external forces. The desire to change one’s
personality is also influenced by external factors. Organization environment also influences
one’s attitude and behaviour, with a widespread intention to change one’s personality, most
common changes that people aspire are extraversion and conscientiousness (Hudson &
Fraley, 2015). Extraversion and conscientiousness influence the personality of an individual,
while most try to adapt these in order to settle well into the organization structure. Job
security, being the most influential factor in this change, individuals with low neuroticism or
high emotional stability tend to handle stress well whereas individuals with high neuroticism
do not possess the ability to handle stressful situations well.

Organizations tend to judge or evaluate their employee on the basis of job performance. Job
performance of the individuals ensures growth of the organization. Employees in an
organization can be categorized into two. One with high conscientiousness and those with
low conscientiousness. One with high traits tend to achieve better results as compared to
others, but in the long run, those possessing high conscientiousness traits, can become a
barrier to organization growth as well as personal development. As those possessing high
conscientiousness trait tend to become rigid and inflexible, and may pay too much attention
to smaller details, which may lead to downfall in overall performance (Mount & Burns,
2008).

Organization culture also influence the personality of the individual. Organization usually
find Person-Organization fit. Person-Organization fit is directly related to the job
performance and growth of the individual. Hence Organization’s person fit communication
can elevate the process of Person fit (Gardner, 2012). Organizational Commitment can be
termed as a level at which the employee sides with the organization and assists towards
working of goals and development of the organization. Organization commitment of an
individual is influenced by various factors which also include, feeling of being a part of
organization, concern of organization, strong desire to work for organization. Every employee
needs to make a positive contribution towards working of the organization. The better
organizational commitment, the more effective organizational culture of employees (Arifin,
2019). Organization culture can be seen on the basis of their selection and review process of
the individuals. Organization usually prefers those individuals which align with their
Commitments and goals, and so even the interview and tests are prepared in the manner to let
the organization be aware about the employees’ values and goals. Once an individual is hired
in an organization, the individual again has to go through the process of socialization and
adapt according to the culture of the organization. If a person is more willing to openness, it
would be easy for him to adapt to a newer environment as compared to another employee
who are not that quick to settle. (Chatman, 1995)

Personality traits shape an individual preference for certain organizations, whereas work and
life variables in turn influence an individual’s attitude, performance and personality towards
fulfilment of goals.

Bibliography
Arifin, A. H. (2019). The Role of Organizational Culture in the Relationship of Personality and
Organization Commitment on Employee Performance. International Journal of Innovation,
Creativity and Change.
Chatman, J. A. (1995). Personality, Organizational Culture, and Cooperation: Evidence from a
Business Simulation. Administrative Science Quarterly, 423-443.

Deci, & Ryan. (2008). Hedonia, eudemonia and Well being: An Introduction. Journal of Happiness
Studies, 1-11.

Fleeson. (2001). Toward a structure- and process-integrated view of personality: Traits as density
distribution of states. Journal of Personality and Social Psychology, 1011-1027.

Gardner, W. L. (2012). Matching Personality and Organizational Culture: Effects of Recruitment

Strategy and the Five-Factor Model on Subjective Person–Organization Fit. Management
Communication Quarterly, 585-622.

Ghiselli. (1982). The validity of aptitude tests in personnel selection. American Psychology, 461-477.

Hudson, & Fraley. (2015). Volitional personality trait change: Can people choose to change their
personality traits? Journal of Personality and Social Psychology, 490-507.

Judge, & Ilies. (2002). . Relationship of personality to performance motivation: A meta-analytic

review. Journal of Applied Psychology, 797-807.

Mount, & Burns. (2008). Incremental validity of perceptual speed and accuracy over general mental
ability. Personnel Psychology, 113-139.

Ghiselli- examines the effectiveness of aptitude tests in the context of personnel selection

1. Validity of Aptitude Tests: Ghiselli reviews studies and research that assess the
validity of aptitude tests in predicting job performance. He evaluates how well
aptitude tests can accurately predict an individual's success in a specific job.
2. Job Performance Criteria: The article addresses the importance of having
appropriate criteria for measuring job performance. Ghiselli emphasizes the
need for objective and reliable criteria to determine the effectiveness of
aptitude tests in personnel selection
DECI AND RYAN - provides an overview of the concepts of hedonia and eudaimonia in
the context of well-being.

1. Hedonia vs. Eudaimonia: Deci and Ryan introduce the distinction between
hedonia and eudaimonia as two fundamental approaches to understanding
well-being. Hedonia focuses on pleasure, enjoyment, and the pursuit of
happiness through pleasurable experiences, while eudaimonia centers on
living a meaningful life, personal growth, and self-realization.
2. Subjective Well-Being: The authors discuss how both hedonic and eudaimonic
aspects contribute to subjective well-being, which is an individual's overall
 assessment of their life's quality and happiness. They emphasize that a
balanced integration of both approaches can lead to a more comprehensive
understanding of well-being.
Fleeson - presents a novel perspective on personality by integrating both trait-based and
process-based approaches.

1. Traits as Density Distributions: Fleeson introduces the idea that personality

traits should be viewed as density distributions of states rather than fixed
characteristics. In other words, instead of thinking of traits as stable and
unchanging qualities, they should be understood as patterns of varying states
that an individual experiences over time.
2. Dynamic Nature of Personality: The article emphasizes the dynamic and
situational nature of personality. Fleeson argues that individuals exhibit
different behaviors and traits depending on the context and circumstances
they find themselves in. This perspective challenges the traditional notion of
personality traits as static and unchanging.
3. Density Distribution Model: Fleeson introduces a density distribution model to
represent how traits manifest in an individual's behavior. This model suggests
that personality traits are probabilistic, with varying degrees of expression and
consistency over time.
Judge and Illenes - comprehensive overview of the connection between personality traits
and an individual's motivation to perform in a work or performance-related context.

The authors conduct a meta-analysis, which involves synthesizing and analyzing data from
numerous studies to identify common patterns and trends. In this case, they examine various
research studies to understand the relationship between personality traits and motivation for
performance. he meta-analysis reveals significant correlations between certain personality
traits and performance motivation. For example, they find that conscientiousness is positively
related to motivation for performance, while neuroticism is negatively associated with it

Hudson And Fraley - investigates the intriguing question of whether individuals can
intentionally and voluntarily change their personality traits.

The article explores the concept of volitional personality trait change, which refers to the idea
that individuals can actively and purposefully attempt to alter their personality traits. It
challenges the conventional belief that personality traits are relatively stable and resistant to
change. The research indicates that individuals can indeed make deliberate efforts to change
certain personality traits, and these efforts can lead to measurable shifts in trait levels.
However, the extent of change varies depending on the trait and the strategies employed.
Mount AND Burns - explores the extent to which perceptual speed and accuracy
assessments provide additional predictive power beyond general mental ability in the
context of personnel selection.

Gardner - explores the relationship between individuals' personalities, organizational culture,

and their perception of person-organization fit.

1. The article examines the concept of person-organization fit, which refers to

the alignment between an individual's values, traits, and personality and the
culture and values of the organization they work for. A strong fit is often
associated with higher job satisfaction and performance.
2. Recruitment Strategy: Gardner investigates how different recruitment
strategies, such as attracting candidates based on their personality traits,
influence the perceived fit between individuals and their prospective
organizations.
3. The Five-Factor Model: The study uses the Five-Factor Model (also known as
the Big Five personality traits) to assess personality traits, which include
openness, conscientiousness, extraversion, agreeableness, and neuroticism.
Arfin - how organizational culture influences the connection between employees'
personality traits, their commitment to the organization, and their performance.

1. The article focuses on the influence of employees' personality traits on their

commitment to the organization and their subsequent job performance.
Personality traits can include factors like extraversion, conscientiousness, and
emotional stability.
2. Organizational Commitment: Arifin explores the concept of organizational
commitment, which refers to an employee's dedication, loyalty, and
attachment to their organization. High levels of commitment are often
associated with better performance and lower turnover rates.
3. Organizational Culture: The study emphasizes the role of organizational
culture in shaping the relationship between personality traits, commitment,
and performance. Different organizational cultures may impact how
personality traits are expressed and how they affect commitment and
performance.
Chatman - relationship between personality traits, organizational culture, and cooperation
among individuals within a simulated business context.The article explores how individual
personality traits, such as extraversion and agreeableness, can influence cooperative
behavior within a group or organizational setting.Organizational Culture: Chatman examines
the role of organizational culture in shaping the behaviors and interactions of individuals.