The
current study deals with the relationship of Personality in
terms of Cattell 16 PF (A-Q4) and Cattell's 4 second order
factors—Anxiety ( low vs. high), envia vs. exvia, tender-minded emotionality vs. alert, poise and subduedness vs. independence and Eysenck's Personality Dimensions—neuroticism vs. stability, introversion vs. extroversion with job performance components and productivity measures amongst public and private sector banks and their employees.
Today, in India, almost every organization or industry (public or private) faces problems in work performance and organizational productivity. The declining performance and productivity of public sector organizations is a matter of increasing concern to managers, economists, and also industrial and organizational psychologists.
Productivity in organization does not come about all by itself. In order to achieve productive results, the right strategy has to be developed and adopted. As is rightly said, "Work smarter while working harder". For
years psychologists turned to cognitive ability as a predictor
of job performance: Smarter people were considered more likely
to succeed in the job. But intelligence is only part of the
story, say researchers. Creativity, leadership, integrity,
attendance and cooperation also play major roles in a person's
job suitability and productivity. One of the prominent trends
in business organizations today is the attention given to
individual personality traits to predict job performance.
Distinct personality characteristics of members of various
work groups must be carefully considered so that the assignment
of individuals to work teams results in constructive behavior
patterns and performance improvements. The assignment of particular
tasks to various work groups, and thus assignments to individuals,
will affect performance. It is critical that these individuals
possess both the abilities and behavioral preferences to create
conditions that promote the highest probability for success. |
