| Abstract [eng] |
While organizations are trying to boost working efficiency knowing, which personal traits are related to productivity, learning and behavior in organization becomes very important. When personality assessment was started using in organizations, some personality traits were found to be related to work performance. Most of the research was based on Five Factor Model personality taxonomy. Possibility to use these relations in new employee’s selection and career planning in organizations is one of the main interests of practicing specialists. In Lithuania this field has not been developed significantly. Recently, personality inventory called NEO PI-R was started to adapt, which soon will allow researchers to assess personality traits using norms for Lithuanian population. That makes personality traits assessment more convenient for organizations to use. The purpose of this research was to investigate the relations between interview efficiency and personality traits of interviewers. 55 market research interviewers participated in the study. NEO PI-R was used to assess personality traits. In order to evaluate interview efficiency we excluded indicators of work performance: strike rate, average hourly pay, work duration and belonging to the A-team. It was assumed that Consciousness should be related to all of the variables mentioned and Extraversion should be mostly correlating with strike rate. It was found that statistically significantly personality traits are related to interview efficiency. There were no correlations between personality traits and strike rate. Extraversion and Openness were negatively related to work duration and belonging to the A-team. The assumption that Consciousness should be mostly related to work performance was not confirmed, as well as assumed Extraversion‘s relations to the strike rate. There were statistically significant differences in Agreeableness observed between men and women. |
