Role of Conscientious on Job Performance in an Organization

Abstract

This study was on role of conscientious on job performance in an organization. Two objectives were raised which included; To ascertain the role of conscientious on job performance in organization and to ascertain the effect of conscientious on employee innovation in the organization. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected organization in Uyos. Hypothesis was tested using Chi-Square statistical tool (SPSS).

 

Chapter one

Introduction

1.1Background of the study

Conscientiousness is the personality mannerism that is distinct as being systematic, cautious, or observant; it implies a desire to do a task well. When we evaluating “job performance” for a person highly developed trait Conscientiousness we can have from our research that, conscientious people are competent and well thought-out as conflicting to easy-going and sloppy. They show signs of a predisposition to show self-discipline, perform devotedly, and aim for achievement; they put on view deliberate rather than spur-of-the-moment performance; and they are usually structured and reliable. It is manifested in distinguishing behaviors such as being tidy, and methodical; also together with such fundamentals as circumspection, meticulousness, self-organization, and having the predisposition to reflect with awareness before acting. Conscientiousness is one of the five individuality characters of the Five Factor Model of personality, and is a feature of what has customarily been referred to as having character. Conscientious persons are commonly hard working and dependable. When taken to an acute, they may also be “workaholics”, neurotic, and perfectionists in their performance. People who attain low on conscientiousness be likely to be more laid back, not as much of goal-oriented and less determined by accomplishment; they also are more likely to fit into place in uncharitable and illegitimate actions.

For the reason that of the varying business trial today, every association must be equipped to survive with the change consequently i.e., they must give fondness to highly relied persons who is workaholic and determined, these traits are only possibly exist in a conscientious person. Terms such as hard-working, reliable, and persevering explain enviable aspects of character are highly demanding in many triumphant organizations. Because it was once deliberation to be a moral evaluation, conscientiousness was overlooked as a real psychological trait. Moreover, both self-report and spectator ratings of conscientiousness forecast real-life outcomes such as academic success. Organizational community manipulates the ways in which conscientiousness is articulated, but they in fact do not influence its level. People who score high on the trait of conscientiousness tend to be more organized and less chaotic in their homes and office. Surveys analyzing the relationships between personality variant and job performance have customarily convergent on significant results like Conscientiousness refers to individuals who exhibit characteristics of self-control by means of being proficient of preparation, organizing, working strategically towards goals and carrying out tasks (Costa & McCrae, 1992; Barrick & Mount, 1998)

Statement of the problem

The superintendent ratings of the sole recital standard and overall job benchmark were interacted optimistically to Conscientiousness. The conscientious person is very purposeful, determined, and strong-willed. Conscientiousness is attested in achievement reliability (responsible & careful), compass reading (hardworking & persistent), and tidiness (planful & organized). On the other side, high Conscientiousness may leads to annoying mesmerizing neatness, meticulousness, or workaholic demeanor. Low scorers cannot unavoidably lack moral doctrine, but they can be very less challenging in employing them. The relationship between Conscientiousness and job performance can be directed to the conceptual correlation between Conscientiousness & integrity. Moreover, autonomy & objective setting affects the relationship between Conscientiousness and job. According to the existing literature there has been no such or very few study conducted in which such thing is being studied. Organizations do judge that each individual employee’s fulfillment should be guaranteed in order to create a realistic atmosphere for them so that originality and innovation may be given smooth settings.

Objective of the study

The objectives of the study are;

  1. To ascertain the role of conscientious on job performance in organization
  2. To ascertain the effect of conscientious on employee innovation in the organization

Research hypotheses

The following research hypotheses was formulated

H0: there is no role of conscientious on job performance in organization

H1: there is role of conscientious on job performance in organization

H0: there is no effect of conscientious on employee innovation in the organization

H2: there is effect of conscientious on employee innovation in the organization

Significance of the study

The study will be very beneficial to students and organization. The study will give a clear insight on the role of conscientious on job performance in an organization. The result of the study will help especially organization to know role of conscientious in area of organizational achievement and employee innovation in the organization. The study will also serve as a reference to other researcher that will embark on the related topic

Scope and limitation of the study

The  scope of the study covers role of conscientious on job performance in an organization. The researcher encounters some constraints which limit the scope of the study namely:

The research material available to the researcher is insufficient, thereby limiting the study

The time frame allocated to the study does not enhance wider coverage as the researcher has to combine other academic activities and examinations with the study.

Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).

1.8 Definition of terms

Conscientious: (of a person) wishing to do what is right, especially to do one’s work or duty well and thoroughly.

Job performance: Job performance is a means to reach a goal or set of goals within a job, role, or organization (Campbell, 1990), but not the actual consequences of the acts performed within a job. Campbell (1990) affirms that job performance is not a single action but rather a “complex activity”.

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