The role of personality differences in achieving organisational productivity

https://doi.org/10.35912/amor.v4i2.1587
Published: Aug 22, 2023

Abstract:

Purpose: This study examines the role of personality differences in organizational productivity. Specifically, the study examined the level of acceptance of individual differences, ascertained how individuals relate to each other to attain preset productivity levels and assessed how personality differences translate into organizational productivity.

Research methodology: Using a quantitative research approach and case study design, data were collected from 190 employees through simple random sampling. Data were analyzed using descriptive statistics from IBM SPSS Statistics 24 and are presented in the tables.

Results: The results showed a high level of acceptance of individual differences, even though leaders mostly failed to adjust to employee differences. It was also found that, although leaders did not invest in employee relations programs, personality differences positively affected organizational productivity. The findings also reveal that employees are creative in managing resources and materials for production, explaining the significant influence of personality differences on productivity.

Limitations: The data were analyzed using descriptive statistics only. Therefore, no inferences can be made. This study was limited to the employees of the Ghana Meteorological Agency.

Contribution: Organizational leaders need to become more tolerant of individual employee differences, as this goes a long way to improve organizational productivity. Future studies should consider other industries in which the workforce is more diverse.

Novelty: This study highlighted the role of personality differences in achieving organizational productivity with evidence from the Ghana Meteorological Agency.

Keywords:
1. personality
2. traits
3. productivity
4. acceptance
5. employee
Authors:
1 . Lawrencia Irene Opare Darko
Department of Management and Public Administration, Accra Technical University, Accra, Ghana
2 . Anita Bans-Akutey
Department of Business Administration, BlueCrest University College, Accra, Ghana
https://orcid.org/0000-0003-0305-9377
3 . John Kennedy Ugoh
Department of Management and Public Administration, Accra Technical University, Accra, Ghana
4 . Harriet Ankomah
Department of Management and Public Administration, Accra Technical University, Accra, Ghana
5 . Emelia Ohene Afriyie
Department of Management and Public Administration, Accra Technical University, Accra, Ghana
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How to Cite
Opare Darko, L. I., Bans-Akutey, A., Ugoh, J. K., Ankomah, H., & Ohene Afriyie, E. (2023). The role of personality differences in achieving organisational productivity. Annals of Management and Organization Research, 4(2), 159–173. https://doi.org/10.35912/amor.v4i2.1587
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Issue & Section
Vol. 4 No. 2 (2022): November
Articles
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  5. Ayalew, A., & Demissie, Y. (2020). The effect of occupational health and safety program on organizational productivity: in case of Bahirdar Tannery factory. International Journal of Scientific and Research Publications (IJSRP), 10(2), 779-798.
  6. Ayub, N., AlQurashi, S. M., Al-Yafi, W. A., & Jehn, K. (2017). Personality traits and conflict management styles in predicting job performance and conflict. International Journal of Conflict Management, 28(5), 671-694.
  7. Azimi, H. (2021). Investigating the relationship between knowledge management and social capital. Annals of Management and Organization Research, 3(1), 53-67.
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  10. Bans-Akutey, A. (2020). DIFFERENTIATING MICROMANAGEMENT FROM EFFECTIVE MANAGE-MENT: AMANAGER’S GUIDE. GSJ, 8(11).
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  12. Bans-Akutey, A., Abdullahi, A. M., & Afriyie, E. O. (2021). Effect of recruitment and selection practices on organisational strategic goals. Annals of Management and Organization Research, 3(1), 35-51.
  13. Bans-Akutey, A., & Ebem, D. (2022). E-leadership and adaptation to technological development of telecommunication businesses in Ghana. Annals of Management and Organization Research, 3(4), 259-269.
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  16. Bans-Akutey, A., & Tiimub, B. (2021b). The Effect of Leadership Styles on the Dynamics of a Group. Academia Letters, 2.
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  20. Chirumbolo, A. (2015). The impact of job insecurity on counterproductive work behaviors: The moderating role of honesty–humility personality trait. The Journal of psychology, 149(6), 554-569.
  21. Choi, D., Oh, I.-S., & Colbert, A. E. (2015). Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture. Journal of applied psychology, 100(5), 1542.
  22. Chow, T. W., & Singh, H. (2022). Cultivating emerging leadership competencies for individual and organizational success. Annals of Management and Organization Research, 4(2), 129-145.
  23. Colquitt, J. A. (2009). Organisational Behavior; improving performance and commitment in the workplace: Boston McGraw Hill
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  26. Dole, C., & Schroeder, R. G. (2001). The impact of various factors on the personality, job satisfaction and turnover intentions of professional accountants. Managerial auditing journal, 16(4), 234-245.
  27. Dossey, L. (2016). Introverts: A defense. Explore: The Journal of Science and Healing, 12(3), 151-160.
  28. Erjavec, J., Popovi?, A., & Trkman, P. (2019). The effect of personality traits and knowledge on the quality of decisions in supply chains. Economic research-Ekonomska istraživanja, 32(1), 2269-2292.
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  32. Fernando, Y., Jabbour, C. J. C., & Wah, W.-X. (2019). Pursuing green growth in technology firms through the connections between environmental innovation and sustainable business performance: does service capability matter? Resources, conservation and recycling, 141, 8-20.
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