Personality as a Predictor Of Job Performance in an All-Remote Workforce: A Study of Workers Within the Canada Pension Centre for the Federal Public Service
Notice bibliographique
Résumé
Prior research demonstrated that the Big Five dimensions of personality (Extraversion, Neuroticism, Conscientiousness, Openness, and Agreeableness) can significantly predict overall job performance in traditional in-person office settings (Barrick & Mount, 1991). The arrival of the pandemic required many organizations to rethink their service delivery models in response to public health and safety threats. Transitioning to remote work was a popular organizational response. The pandemic has likely changed service delivery models for good, with some organizations considering permanently closing in-person offices as a cost-saving measure. Remote work has also been viewed as a hiring tool as more employees show an interest in working from home. However, despite this interest, remote work may not be suitable for all employees. This study investigates the relationship between the Big Five dimensions of personality and eight job performance criteria (job knowledge, organizational skills, efficiency, persistent effort, cooperation, organizational conscientiousness, interpersonal and relational skills) in an all-remote work environment. The research consists of 201 responses from fully remote employees in the Canada Pension Centre to a survey designed to collect personality and job performance data. Semi-structured interviews were conducted with members of the management team to bolster research findings. Conclusions confirmed a positive relationship continues to exist between personality and job performance in fully remote work environments and that Conscientiousness and Openness to new experiences are associated with higher organizational outcomes in a remote work environment. The study also concluded that employees with access to outdoor spaces, such as yards or balconies, reported higher overall job performance. This research combines past research on personality, job performance, and remote work. It examines the relationship between personality and job performance in a fully remote workforce, specifically the use of personality to predict job performance measured in terms of task and contextual productivity. The findings add to the current literature on personality, job performance, remote work, and research on the effects of the pandemic on organizations. Results reaffirm a one-size-fits-all approach to organizational design may not improve overall organizational outcomes. Organizations can use these findings to aid in recruitment, productivity decisions, and designing the workplace of the future.
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Prédiction distillée sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Apprise à partir de 10 348 étiquettes directes de Codex et de 10 348 étiquettes directes de Gemma. Le mode candidate est l'union des têtes enseignantes seuillées; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont ni des étiquettes humaines ni des étiquettes directes de modèles de pointe.
Scores Codex et Gemma par catégorie
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,001 | 0,000 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,000 | 0,001 |
| Études des sciences et des technologies | 0,000 | 0,000 |
| Communication savante | 0,000 | 0,000 |
| Science ouverte | 0,001 | 0,000 |
| Intégrité de la recherche | 0,000 | 0,001 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,000 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule tête enseignante, pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».