Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Abstract

Orientation: The process of personnel selection is essential for organisations because it ensures that only those candidates who are likely to contribute to the economic value of an organisation are chosen to fill job vacancies.Research purpose: This research sought to explore cognitive intelligence (CI), ability emotional intelligence (ability EI), trait emotional intelligence (trait EI) and personality types as predictors of job performance with the view to propose a valid selection model for the Zimbabwean organisational context.Motivation for the study: In the personnel selection context, separate studies investigated the single predictive power of the constructs relevant to the study in different settings and studies. The role of personality types in selection is especially under-researched.Research approach, design and method: The study utilised a cross-sectional survey design. The convenience sample constituted (N = 299) supervisory and professionally qualified, experienced specialists from various organisations in Zimbabwe. The GAMA, AES, WEIS, MBTI, Form M and JPS were administered.Main findings: Structural equation modelling indicated CI as the best predictor of job performance, followed by ability EI and then by personality types. Trait EI could not account for any variance in job performance.Practical implications/managerial implications: Personnel selection models in the Zimbabwean context could consider including the empirically demonstrated variables in selection practices.Contribution/value-add: The research advanced personnel selection theory by empirically and scientifically identifying the core elements of, and proposing a personnel selection model for use by human resources practitioners and organisations in the African context.

The Relationship between Emotional Intelligence and the MBTI

“…The results of these studies are broadly in agreement with various other studies in the field, which have used very different measures of EQ (Dhliwayo & Coetzee, 2020;Higgs, 2001;Perry & Ball, 2005;Potgieter & Coetzee, 2013;Virmozelova & Dimitrova, 2013). Essentially, we conclude that people with higher EQ tend to be more Extraverted than Introverted, Intuitive than Sensing, and Feeling than Thought-oriented.…”

“…Nonetheless, the association between the MBTI and EQ appears to persist across various measures. Dhliwayo and Coetzee (2020) tested 299 Zimbabwean adults on the MBTI and the Wong's Emotional Intelligence Scale (WEIS) (Wong et al, 2004), alongside the Assessing Emotions Scale (AES) (Schutte et al, 1998), which has four subscales (perception of emotion, managing own emotions, managing others' emotions, and utilisation of emotion). They found the WEIS negatively correlated with the sensing-thinking dichotomy and a significant positive correlation was found between trait EQ (AES overall score) and the MBTI intuition-feeling.…”

MBTI Personality Types of Korean Cabin Crew in Middle Eastern Airlines, and Their Associations with Cross-Cultural Adjustment Competency, Occupational Competency, Coping Competency, Mental Health, and Turnover Intention

“…Third, the study results confirmed that crew members’ job performance competencies regarding their respective duties (cabin service operating, galley operating, duty free sales, and safety duties during emergency situations, with the exception of safety duties during normal operations) appeared to be at different levels depending on their personalities. Despite there having been many past studies corroborating that personality types were not a strong predictor of job performance and some work-related behaviors [ 38 , 74 , 75 ], this research did yield significant correlations between personality types and occupational competencies. This study’s results support the fact that all individuals possess distinctive innate personalities, and it affect to their competency to perform certain duties in the workplace, which was consistent with findings from other studies [ 15 , 16 , 17 ].…”

Relationship between Work-Life Balance and Job Performance Moderated by Knowledge Risks: Are Bank Employees Ready?

“…Job performance (JP) can be defined as the "total expected value to the organization of the discrete behavioral episodes that an individual carries out over a standard period of time" [88] (p. 39). The state-of-the-art research on JP research highlights a proliferation of theoretical and empirical studies on JP predictors, including: employees' ability, especially in entry-level jobs [89]; psychological well-being and job satisfaction [90]; employee engagement [91,92]; work stressors and coworker support [93]; ability and non-ability [94]; emotional and cognitive intelligence [95,96]; and cognitive reflection [97].…”