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Corporate Culture: How Personality Trait

Abstract

This research paper addresses the dynamics existing between career success and the five

personality model. The paper will take an example of 4 Hong Kong Companies to try and

illustrate a strong relationship existing between an individuals personality traits and their

corresponding success in their line of career. In this study, 538 employees of 4 Hong Kong

organizations filled a questionnaire that is both in traditional version (15FQ+) and in a CPAI-2

indigenous scale. The research will demonstrate to what extent personality of an individual is

directly proportional to their scores in performance appraisal. When measurement was done in

this research, several bivariate correlations proved to exist between performance score and an

individuals personality. The results of the study are discussed at the light of past research as

well as the previous calls made to continue the research for further development and increment

of reliable findings.

Introduction

According to Tyler, Graham and Newcombe major success in any career is entirely dependent on

the personal trait of a given person pg. 41. Another research indicated that, high level of

conscientiousness as a personal character trait will ultimately lead to better grades while in
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school, commit fewer crimes while in out the society, good performance in job and stay in

marriage for a longer time. As asserted by Barrick, & Mount, these people not only succeed in

normal life but also have a longer lifespan to live in this world pg. 23. As it can be found out

form this research, there is a staggering quantity of research that link personal traits to success.

This paper will demonstrate that, there is a positive correlation between personality traits and

success in a career path. The study aims to validate claims that inherent psychological

characteristics influence initial job choice, impact long-term viability in the field and have

authority over ones own impression of their overall success. This will be achieved through

measuring conscientiousness as the personality variable with the greatest overall impact in the

correlated fields predicted job performance, work experience, and integration into corporate

culture.

The study keywords

Work Performance, Personality, A fifteen factor question, CPAI, China, 15FQ, Asia research

among the West has always offered help to usage of the assessment of a personality along other

valid and reliable modes of assessment as a tool to the choice of employees. Many of the

researchers report a correlations as well as predictions on the basis of the Big 5 Label asserted

by Norman pg. 16. Even though this model has been accepted generally, it has not always been

agreed that, the five primary factors give details about the personality of an individual, neither

has any of the factors definition received consensus.

However, despite these hindrances, the model fail to give a unifying standard here different

practitioners as well as theorist might decide to study, use their personality and communicate in

their places of work. Barrick et al., continues to elaborate on the various stages in the research
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assessment validity of the personality measurements that are applied in performance. Their study

gives very convincing reasoning for lacking significant findings in the domain all the way until

late mid-1980s. It thus fully cautions the researchers to avoid enter all of their independent

variables in their analysis so that they can easily find the correlation.

Recently, these findings remains very positive where the researchers seem to take in the

assertions of Barrick et al. a good example is where Timmermans research found important

correlations existing between the conscientiousness of NEO PI-R to be r=0.17, with an

Agreeableness of r= 0.17 and the performance of the supervisor to be the same. The researcher

went ahead to investigate the correlations at a facet level and the quantity of Consciousness

Facet. He found out that, only a single Agreeableness Facet had significant correlation to the

performance.

Given the findings that are cited at several publications; particularly in Barricks meta-analysis,

one can comfortably assert that, whenever applied in a responsible way, and even in a more

standard way, through appropriate training personnel, personality assessment on the basis on 5-

factor model supplements a great element to the prediction of the performance of an individual at

their work place. However, the question on how well it is able to hold universality across all the

cultures is an issue that has to be immediately resolved. A good answer to the question largely

depends on largely on the personality structure and also definition of these structures as well as

how they are interpreted in terms of behavior. It ultimately gives a perfect prediction of the

individual performance in there carrier of their choice.

For effective assessment as well as measure of personality across the culture, it remains vital to

make sure that; questionnaires used cant measure all the personality traits in a specific culture.
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The evidence given by McCrae & Costa suggests that these factors and the structures of the

Facet in NEO-PI-R are alike across various langue groupings pg. 19. According to Asian

research has given supplementary support which many questionnaires that are turned into the

accepted personality aspects like the originality set by Castell at their Sixteen Factor model,

factors done to the solution. However, there exists great scarcity in the researching attempting

you draw links in between the traits as well as workplace performance in Asian continent. This

can best be illustrated by the focus of this study which looks at Hong Kong China as a case

study.

As asserted by Borgatta, the test psychological usage in the Chinese capital city has been

progressed at a slightly lower pace compared to Western Nations pg. 18. One of the main reasons

that can be attributed to this is the Chinese Cultural Revolution. The people of china decide to

demonstrate great interest in assessing individual for years. In the postmodern centuries of the

people of the Chinese republic, many psychological testing are perceived as bourgeoisie tool.

After the Cultural Revolution in China, the country decided to renew its interests at the testing

works. Due to the professional scarcity that has great principles understandings, in the general

process of assessment, china was able to get many tests similar of those of the recent 1970s. For

this reasoning, there is an increasing acceptance of the science in psychometrics assessments

required in educational as well as clinical settings, which was accepted by the western standards

of measure. It was done with ambivalence that, the western culture distinctively differs from the

Asian culture hence a possibility of making the test biased.

Several tests have been developed since 1970s as well as normed in the entire population of

china. However, just as it is historical among the western countries, it is the usage of clinical and

educational setting that has advanced at the expense of the occupational settings. According to
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Chan, & Lee many tests in china are used in the classification as well as assessment of the

prediction rather than diagnosis pg. 295. With the continuous growth in the economy of China,

carrier has been redefined and given a new meaning where an individual begins chasing their

passion from childhood; directly proportional to their traits and how they end up in the carrier.

Relative to the local traits, the Chinese companies are able to separate the groups of the

researchers of University of Hong Kong included in a forum of development of the tools of

personality assessment for population of china. The country has found it necessary to predict and

measure local traits in personality and how they are related to output in job due to the continued

increase in international interest on china products.

Personality Assessment Inventory of China (CPAI) and the Personality Work Questionnaire of

China are some of the reported measures that seek to evaluate the relationship of personal trait

with their success in their career. CPAI was actually a development of combined etic/emic

method with adjective that are used to measure the universal personality trait of an individual

from the model of thebig-5 combined with the adjectives that are aimed at measuring the

indigenous traits of the Chinese. The Research of CPAI agrees that, there could be blind spots at

the theory of personality of the western people given that, many indigenous traits makes a

different factor beyond the big-5 in the samples of Chinese as well as that of the ones in

complete English version of the Singapore/USA questionnaires.

Among the western development Nations, it is already apparent that, the assessment of a

personality trait is a great tool in the organizational setting. Kwong & Cheung admits that,

approximately 7000 organizations in Asia make use of the personality traits to hire their

employees pg. 104. However, the use patter in Hong Kong is slightly different as noted in the
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review of Kwong, & Cheung, 105. Most of these reviews turn their main focus on

experimentations that are frequently applied at the clinical settings as well as educational setting

ignoring the relevance of the occupational assessments. Recently, researchers at the Hong Kong

University contracted the followers of the Society of Psychological Crew via email so that they

could update their survey. Online questionnaire in the checkboxes listed primarily in education

and clinical setting tests depicts that, there is inadequate potential awareness in the personality

traits of an organization as well as aptitudes on the bases of assessment in the Hong Kong.

Following the western imports of the consultants for a short duration, a non-critical statutory

membership at HKPS as well as the fact that people use the psychological tests to assume that

the organizational based tests sufficiently represents that of Hong Kong. Making use of the

psychological tests, one could assume non psychologists such as the human resource

professionals in their organizational based tests.

According to Cheng and Kwong, their main attention was in examination of the relationship

existing between the phases of the contextual career performance as well as the variables of

personality pg. 107. The research was based on the CPAI as carried out in the organizations of

Hong Kong. The inventory kept updating, changing its standard and renaming of a cross cultural

personality assessment known as the CPAI-2. It helps in recognizing that the indigenous scales

might measure as well as explain the personality in the non-Chinese cultures. These research

findings were on the basis of the relationship between the performance of a professional and

their bivariate correlations of their traits.

The current paper actually tries to kill the research of the Chinese University researchers that had

shallow linkage of personality trait with the performance of a worker. Although Oakland,

examined the relationship existing between the indigenous personality and the peoples
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performance in Hong Kong, there are still a few others pg. 160. In addition, the current study co

joins two different areas and examines their relationship the indigenous personalities and that of

success in Hong Kong companies. It merges the two areas as well as examination of the

relationships between the acceptable life aspects that relate to the Big 5. However, it also takes

into the consideration of primary levels factoring as well as traditional scales of the CPAI-2.

From the seriously practical view, there exists great necessity to be aware of the tests so that it

could be determined whether they are imported or useful in the Chinese population.

Method

The participants

Five organizations in Hong Kong deliberately gave in to be participants of the study where it

involved 548 valid cases (three of the cases had been scrapped due to invalid and incomplete

data). Of all the cases, 84% were gathered from the staffs at airline organization where only 4%

of these cases were from 5 prominent star hotels in the city. Besides, approximately 7% of these

cases were from the key bus company in Hong Kong and only 3% from an international security

organization. In this case, and in preservation of confidentiality, good reference is made to the

organizations above numbered 1, 2, 3 and four in that order. Of the managements entire sample

total, 82% of them referred to themselves as citizens of china and legally operating these

companies in Hong Kong. The remaining 5% were found to be the mainland citizens of china

and other immigrants comprised of 13%. Although for one to fully comprehend the questionnaire

they had to master vast knowledge on written Chinese traditional language, quite a number of

respondents knew only other languages. Those who had a complete mastering o the Chinese

language were 83%, those with Cantonese Chinese language were made of 12% where the
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remaining 5% spoke mandarin and other languages respectively. Those who participated had an

age range of 12 all the way to 57 years where the M age=33.00years, and their SD= 8.87years.

There were both males and female participants as follows; males were made of 37% while their

female counterparts were higher with 63%. The tenure began from 0 all the way to

approximately 37 years with M= 9.89 years and the SD=8.17 years. 49% of the participants were

actually described as very junior or clerical with a registry of 39% which happen to be the lower

mid of management and at the upper middle of the management, 10% was registered. 2% was

the registered figure for the lower senior management while 0.5 registered.

The measures

The reported measure of the study remains part of the largest scale or rather the long-term study

of examination of the indigenous as well as the universal traits of the Chinese personality in

relation to their success at their places of work.

Measure of personality- the general aspects of personality were taken with 300 items of a

15FQ+ questionnaire. The form is in a normalized range, with chotomous personality response

questionnaire having been developed to be used particularly in the industrial as well as the stings

of an organization. 173 questions limited the respondents with either a true or a false response,

other with a selection of more advanced choose such as I am uncertain, sometimes, never,

rarely. A sample question is, I enjoy going to my work place every day. In this question, the

options provided included; Never, Always, I dont know, I am certain, True, false in other

instances of questioning, a question needed more advanced options to be made such as I love (1.)

going to work (2) staying at home (3.) the days when am off (4. ) Doing other things when I am

at work; Even though these reasoning factors replace the Meta cognovits variable of a
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personality can be termed as intellectance The 15FQ+ can be seen as the real measure of

primary personality factor that can influence ones attitude when they are their work place. At

the survey, the form was found to translate to both the simplified and traditional Chinese. These

traditional Chinese versions were actually underwent to trail the final year of undergraduate as

well as he first year of the post graduates in the field of BS reading n-=167, at the Hong Kong

University. This was being part of the largest scale in the study of the relationship between an

individuals trait as well as their actual performance when they great at the work place. It has

been subject to the items being analyzed as farther refining of the study before and he current

study base on the reports of the development process and well ashes psychometric properties.

In the indigenous traits of personality being assessed by the use of 103 items that compose the

CPAI-2 reports. All the questions needed to have a true or false response for them to give the

expected result within the shortest time possible and for effective findings. The true of false

response were of self-statement such as I am never energetic, I am never motivated at work, I

am never inspired by those on top of my career. The CPAI-2 makes the claims to assess in

additional to the normal as well as the clinical traits. More than 11 indigenous scale of the

personality with composed on the face, the family perception and graciousness versus the level

of meanness, defensiveness, slickness and veraciousness. It also measures modernity verses the

traditionalism, extravagance versus thrift and harmony in an attempt to measure the relationship

orientation. It remains to be an interpersonal relatedness scale on the likes of the above in

accordance the Cheung report, that are not captured in the western measure of personality.

Career success measure- Two measures of the performance were applied in the modern study.

The regular in a career success appraisal scores card (where all the participants got upraised

yearly on the intermediate supervisors based on the quality of their competencies) were however
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not availed to one of the four organizations that participated in this study. In these organizations,

at least 200 employees in each of them accepted to disclose their performance record to this

study and others directed the management to allow the study to retrieve their records for the

organizations database. This number was however cut down to 159 since un identified and

unverified number of employees were scrapped out of the database in these companies. It is clear

to assert that, these data actually existed in various performance systems of appraisal that has

different competencies upgrades on each participant. The result in the final N that was actually

valid between 11 and 159 depended on the competency of the employee under the appraisal

analysis. For the second measure of the performances, all the participants from different

organizations were requested or give their recent most career performance appraisals score but

they were conditioned to do so if only they were able at least retrieve their data or remember it.

The study procedures

At the organization 1 and at the third organization 3, during the time of the day end the seminars

on traits of a personality as well as the career success, there were adverts and plans to gain initial

interest termed as the interest in what you do through advertising the study. For each of the

described seminars, more than 60 people were in attendance. The two companies did not just

relax but decided to use more of their efforts in advertising by use of posters to further encourage

the number of those who should attend the lunch time seminars. In addition, the first

organization sent mail invitations to more than 1500 employees advertising the study in board of

hotter news of their corporate intranet. More than 20 individuals from the second

organization2 were able to complete a paper version of the questionnaire as it was the case in the

third organization 3 where 33 workers participated. The online version of the filling

questionnaire was employed by the participants in the fourth organization 4 whereas in the first
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organization, all the participants were able to successfully employee the online filling of a

questionnaire.

The paper completing procedure of the questionnaire were all similar in that, they employed the

same approach to that one applied by Cheung et al, pg.56. However, one cannot fail to

appreciate the fact that, the best practice mechanism was adopted by making the flowing

requests:

a. All uncompleted questionnaires were to be taken back to the requester the way they were

given out.

b. The questionnaires should only be strictly accepted by participants who developed

interested in the study and not those who feel as if they are being compelled to fill it.

c. The questionnaires were to be fully done in a weeks time, and the persons filling it has to

be away from any form of distraction and strictly follow the understanding of the

standard instruction

d. The quotations should not be duplicated for the reason that, all the footnotes added to the

questionnaires had copyright and thus duplicating content would be inflating the

copyright.

While it is widely acknowledged that, the main goal is standard administration in all the

four organizational research setting, interfered results were rarely possible. For those

people who opted to go through the internet based admin were given secure, private

usernames and their passwords protected to a certain website where they could safely

complete their questionnaire. The use of Session IDS and Cookies made sure that, the

questionnaires could only be done by one participant in a single time and this is strictly to

the invited parties alone. Following an individuals ability to complete the first
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questionnaire in Organization 1, the HR Department was hired to do performance of the

appraisal scores to ensure that everything went on as it was previous planned. Upon

completing the questionnaire and making all the inputs in all the questionnaires, all

participants were ensure that of a very free, unbiased, sensitive an secure feedback which

was actually emailed back to every respondents who had taken a native role in filling and

sending the form.

Results

A sequence of a single-way analyses was conducted on every scale of a personality with all the

16 FQ+ key scales, and the five 15FQ international scale factors were taken into consideration.

This was done to assess the significant different that existed between the approach of test

administration and the organization where every participant had come from. For the method of

administration, all the paper on the basis of respondents were seriously analyzed with equal

number of the random samples from the respondents who were web based and the results were

revealed to give significant differences in the 15FQ+B intellectance scales. In this case, the F

was an equivalent of F=4.05 and the P was equated to P=0.5. The post Hocks Analysis showed

that, all those who were successfully able to complete a web based questionnaire had a higher

reporting compared to those who had significant higher reporting on the same. In their case, M

was higher than SD since M= to 12.05 and SD =to5.06. Given that, the later analysis was a show

of the critical relationship between the scale and its corresponding relationship, the greet results

could not be considered as confounded in the subsequent analysis. In the terms of the company,

AVOVAs showed that, there exists significant difference between the Big-% agreeableness in

factoring F=3.08 and P= 0.29. The research on post Hocks analysis depicts that, the participants

of the first organization1 reported very low agreeableness since M=5.44 and the SD equated to
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1.78. The participants of the organizations2 had slightly higher level of agreeableness since they

registered a higher core of about 6.42 and an SD of 1.34. Assuming that there lacked any further

significant difference in the scale, all the analysis were then collapsed on further studies across

the organization.

Descriptive data that includes the reliability of the estimates in every scale of the 15FQ+ can best

describe the relationship between the personality traits with their corresponding academic

achievement. Seven of 15FQ+ mainly the personality ales and the social desirability scales got

an alpha co efficient which indicated that, they scored slightly lower that the acceptable

agreeableness convention (Triandis 190). An alpha that is the median was then a satisfaction at

the scale score of 77.

The descriptive data gave reliability in estimation of every indigenous scale of the CPAI-2 as

described above. It is only one time when the indigenous scale was able to rise up and reach a

conventional as well as an acceptable reliability level via a scale of the limit. The patterns of the

coefficients remain very similar to standardizing the sample given out in Cheung research. It

should actually be understood that, a great number of the scales have a higher % of reliability in

terms of normative sample reliability as it was reported by Cheung. However, this can be seen to

seriously relate to the initial version of the questionnaire.

The great correlation that exists between the objective career success appraisal competency and

the big 5 personality traits reveals an interesting relationship. The key 15FQ+ primary factors

and the CPAI-2 in the indigenous scale have the same thing in common since they reveal a good

number of several interesting relationships. It is only the ones with competencies that are greater

than 40% that were incorporated in this study. The applied competencies were rather objective
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and with a supervisor rated competencies with an exception of the performance score in an

appraisal. This is however with an exception of one orgnazation1 with an appraisal score in the

memory based competency that was elicited through questioning the respondents to join their

previous score in the appraisals. Another group is the participants who were advised in the

questionnaire to leave the filling field blank if they had no vivid memory of their recent scores or

performance in their career appraisal scales. A series of the hierarchical regression analyzes the

conduct in the 15FQ+ primary as well as at the CPAI-2 factors which indicated that, significant

bivariate in the relationship of performance and personal traits were true and predictable. In this

case, it can be asserted that, the statistical power in the analysis was well maintained and had

risen to a good or acceptable level.

In the test order of the hypothesis that concerns an incremental validity of the CPAI-2, the

indigenous scale that went above the 15FQ+ whole predicting performance were right. A 15FQ+

factor was actually taken in the first step1 where the CPAI-2 was applied in the second step. For

the pasts study on the analysis of the past competencies, there is an obvious significant bivariate

relationship with the primary factor making it possible to include the 9 only competencies

including the outcome measures in the regression hierarchy analysis (Oakland pg. 160). Out of

these competencies which are 9 in number, 4 of them are models including; overall non reviewer

performance, planning and organizing, customer service and finally problem solving are

significant. In them, R is >.200 and Ps<.0.46 with further competencies such as management of

the change as well as quality to demonstrate a very significant trend. Moreover, for each of these

significant models, the introduction of the CPAI-2 factors at the second step 2 failed to add up to

the prediction. The data that relate to the significant models demonstrate positive results of the

entire study.
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Discussion

The primary goal of this paper was an assessment of the kind of relationship that exists between

a personality trait and their success in the field of wok that they choose. In this particular case,

the research decides to take a case study of the 45 Chinese organizations located in Hong Kong

to determine the relationship of personality variables and performance at the job. To the end, the

15FQ+ Chinese used along indigenous scales of the CPAI-2. Given across the cultural study

demonstrating a universal in the personality and the attributes claimed at the blind spot of the

western theories, it can be said that, the scores are on the scales of both personality assessment

and their associated scores in the workplace appraisal form.

The analysis of correlation hints that, there exists some significant relationship between the

dimensions of a personality and the corresponding success or performance at their career.

Looking at them in a hypothetical perspective, the findings were solidly supported by the 15FQ+

primary factor that is found in the significant bivariate correlation that predicts the dimensions of

performance. The CPAI-2 of the indigenous factors shows that, significant bivariate correlations

of performance have strict dimensions. However this particular hypothesis that regards the

CPAI-2 of the indigenous factor adds incremental validity over the 15FQ+ so that they can

comfortably predict the performance. The results couldnt add any significant predictive value to

the same model in question.

In the big five factors, four of them were discovered to correlate in a great way with the

performance dimensions. For the global factors, N correlated to the negativity of two dimensions

in the project management as well as the quality. O showed negative results with 3 of them

namely, customers service, overall performance and modify management. A positive one had
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tie management results while C Positively gave performance appraisal scores. The factor E failed

to significantly relate performance with dimensions. The factors finding of E were partially in

line with the study of jhjhjhjh,s research whose meta-analysis demonstrated that Evaluation

relate to a particular occupation and criterion rather than just being a predictors of the

performances across a wide range. What is interesting and also a contrast to Barricks research is

that, the overall score in performance at the work place did not relate in any way to the

consciousness of the study through reported appraisal scores were related positively.

It might also seem astonishing that the Openness of the experience (E) lacked positive

relationship to the general performance. As it is a Chinese tradition, maintaining of the status quo

is more appropriate than just being open to the novel method of doing many things. However,

according to barrack et al., one should not over rely on big-5 at the expense of the levels of the

personality trait analysis. The author proceeded to examine the Facet Level of this relationship

having a deep consideration of the Big-5 traits. Going forward towards the main factor levels, in

the same analysis for this study, it is showed that, the overall non-weighted performance failed to

relate to the FM and the FO factor. In this case, FM is the global contributor of the big-5 (O) for

the openness factor. Even though it appears that, there is a solid connection between the

performance and way people reason our things, those who tend to be more concrete, solution

focused and down to earth for overall performances. It also highlights the significance of

examining particular factors instead of making global level conclusion. The correlation

negativity of the main factor FO indicates that, the people who are generally secure and have a

spirit of being self-assured with zero worries are more in terms of performance score in their

career. The participants who had more appraisals were highly appreciated in terms of the

services and tend to hard headed with a tough mind which is an ultimate possibility of being
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open minded. While also other also brings good solution focused idea that is not only diplomatic

but also socially astute, they prove to be self-sufficient in their line of career.

There exists a negative significant correlation between the Openness factor FO and customer

service. The primaries FM and the primaries FI contributes to the global factor becoming clearer

to why the score on the global Openness can be correlated with an increase in the performances

of customer service. In the same essence, the relationship that exists between the management of

change and global openness can be bets perceived in primary FM alone. The appraised modified

manager seems to be solution focused than it is towards practicality. Lower FO shows that there

is scores with greater confidence on an individuals ability to deal with the existing challenge

and this is directly associated with the rating of Project Management. Even though the quality of

this was related to the global anxiety labeled N scores, it wasnt depicted in the analysis of the

other primary factors. None of these factors contribute to the N scale seen to critically relate to

the quantity. However, it is undeniable that, none of these factors had negative correlation

between the workers and the quality of services they gave in line of their career. It is thus

generally assumed that people who are happy in their profession would rather spend most of

their time working rather than doing other unnecessary things such as chatting. This is the true

measure of on seeing that people are completing their work in a more relaxed manner than when

they are busy multitasking or being distract acted from their actual course.

Conclusion

It was seen that, it is important to research for the sake of determining use of personality

measures to predict success of an individual in a given career or rather their performance

competence. The hierarchical regression further analyzed that, significant models can be applied
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to determine the Over All Non Weight in the performance at customer Services, at the

Organization and planning of Problem Solving which were 15%, 27%, 20% and finally 34% of

their respective variances.

Caveats to the findings above in this research actually relates to the sample size as well as the

reliability of the used instruments. Following these complexities in the appraisal approaches

applied in this study, validity of N in some competencies was too low in the analysis inclusion.

In addition, others were analyzed registering lower results than it is normal. To maintain power

of the statistics to a level that is acceptable, it is necessary to incorporate the personality variable

in the analysis of regression. Some potential may thus remain undisclosed. That is why the

research chooses to use of questionnaire for credibility of the collected data before making the

general analysis. The 15FQ+ shows a high reliability although it has half reading on the scale

falling slightly below the conventional reliability. In this case, further development, reading and

researching on this work is very necessary.

Future Research

Researches that may follow after this study might have to include the development of the two

questionnaires. The main goal of doing so is to enhance reliability within the sample population.

Although it is not very easy to achieve organizational full research, future motives could revolve

around large sample size. In addition, appraisal systems will have to be applied to all employees

in relation to their same elements. This particular paper falls at the completion of a research at

the Asian Continent that links personality traits with the performance at the places of work or

better said career success. It is can conclusively be asserted that, more study in future are
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necessary on the same topic to access the future development in the correlations of personality

and performance in a career path.

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