Personality Traits’ Predictors of Outstanding Performance in the Public Sector

Eshet, Yovav; Harpaz, Itzhak

doi:10.1080/15309576.2021.1980064

Cited by 7 publications

(3 citation statements)

References 114 publications

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“…Studies exploring the role of personality characteristics on public sector job performance are scarce, and future studies should thus investigate this topic further. However, there is some evidence that higher extraversion is a positive predictor of outstanding performance in the public sector (Eshet & Harpaz, 2021) and that extraversion is positively related to job satisfaction (Cooper et al, 2014) and affective commitment (Asif et al, 2015) among public servants. If extraversion affects performance, job satisfaction, and/or commitment into the public sector, it may be that sorting of more extraverted people to the public sector would be desirable.…”

Section: Discussionmentioning

confidence: 99%

Personality and public sector employment in Finland

Maczulskij,

Viinikainen

2023

Labour

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Using long‐term Finnish register data on labor market outcomes, we examine how personality traits predict the sorting of individuals into public and private sector employment. Our findings suggest that personality‐based sectoral sorting primarily occurs during the selection of educational fields. Once education and occupation are controlled for, public sector employment is negatively related to self‐confidence among males and extraversion among females. We also find that pecuniary incentives and shifts between the sectors may partly explain these relationships. Overall, our empirical results, combined with values that we use as theoretical mechanisms, suggest that values may serve as mediators explaining our results.

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Section: Discussionmentioning

confidence: 99%

Personality and public sector employment in Finland

Maczulskij,

Viinikainen

2023

Labour

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“…Various abilities that shape behaviour to act by moral values and Prevention of Corrupt Behavior through Assessment of the Work Behavior and Culture Government Organizations contribute to organisations are strongly influenced by psychological aspects and are related to one's thinking and behaviour. Through behavioural assessments, one can more easily determine which actions are appropriate to support organisational integrity, especially behaviours closely related to emotional stability, moral and ethical temptations, and social interactions (Eshet & Harpaz, 2021).…”

Section: Behavioural Assessmentmentioning

confidence: 99%

Prevention of Corrupt Behavior through Assessment of the Work Behavior and Culture of Government Organizations

Nokeo,

Indah

2024

ajosh

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This study aims to determine the traits and behaviors that contribute to corruptive actions, as well as see opportunities for how they can be directed to the construction of different actions to show positive behavior. To see behavior so as not to overlap, a more in-depth study was also carried out regarding organizational culture (Hofstede, 2001) to control and become the scope of government organizations. This research uses a qualitative descriptive method with a descriptive approach to understand, explain, and interpret facts, phenomena, and events. The results of this study will later be used as a predictor in the development of behavioral assessment instruments against corrupt acts and employee development based on behavioral characteristics and government organizational culture. On acts of corruption and also support organizational cultural characteristics that can direct these traits and characters to positive behavior. It can be used as a reference to manage one's character and behavior so as not to lead to corruptive actions.

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“…Ambisi dan stabilitas emosi memberikan efek yang lebih kuat pada kinerja adaptif bagi manajer dibandingkan dengan karyawan (Huang et al, 2014). Sifat kepribadian mampu memprediksi kinerja optimal karyawan di sektor pemerintahan, terlebih pada kepribadian interaksi sosial dan stabilitas emosi (Eshet & Harpaz, 2021).…”

Section: Individuunclassified

Kemampuan PAPI Kostick dalam Memprediksi Adaptabilitas Karyawan

Ulya

Hidayat²

2022

Alqalb

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Praktik profesi Psikologi Industri dan Organisasi seperti seleksi, potential review, dan promosi membutuhkan Evidence-Based Practice (EBP) agar dipercaya, meminimalisir tindakan berbahaya, dan terhindar dari gugatan klien secara hukum. PAPI Kostick sering digunakan psikolog sebagai tes kepribadian untuk memprediksi kinerja. Adaptabilitas adalah salah satu bentuk dari kinerja yaitu contextual performance. Ironisnya belum ada penelitian tentang kemampuan prediktif PAPI Kostick terhadap adaptabilitas karyawan. Penelitian ini bertujuan memberikan bukti empiris kemampuan PAPI Kostick dalam memprediksi adaptabilitas karyawan. Metode penelitiannya adalah metode dokumentasi dengan menggunakan skor alat tes PAPI Kostick dan Penilaian Adaptabilitas dalam rentang waktu berbeda. Subjek penelitiannya adalah 158 orang karyawan tenaga non-kependidikan di Fakultas Ekonomika dan Bisnis Universitas Gadjah Mada. Analisis data menggunakan regresi linear berganda. Hasilnya adalah PAPI Kostick mampu memprediksi adaptabilitas karyawan sebesar 16% yaitu pada aspek peran pekerja keras (G) dan kebutuhan mengontrol orang lain (P). Kesimpulannya adalah PAPI Kostick mampu memprediksi Adaptabilitas Karyawan.

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Personality Traits’ Predictors of Outstanding Performance in the Public Sector

Cited by 7 publications

References 114 publications

Personality and public sector employment in Finland

Personality and public sector employment in Finland

Prevention of Corrupt Behavior through Assessment of the Work Behavior and Culture of Government Organizations

Kemampuan PAPI Kostick dalam Memprediksi Adaptabilitas Karyawan

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