Surname 1

Name

Professor

Course

Date

Corporate Culture: How Personality Trait

Abstract

This research paper addresses the dynamics existing between career success and the five

personality model. The paper will take an example of 4 Hong Kong Companies to try and

illustrate a strong relationship existing between an individual’s personality traits and their

corresponding success in their line of career. In this study, 538 employees of 4 Hong Kong

organizations filled a questionnaire that is both in traditional version (15FQ+) and in a CPAI-2

indigenous scale. The research will demonstrate to what extent personality of an individual is

directly proportional to their scores in performance appraisal. When measurement was done in

this research, several bivariate correlations proved to exist between performance score and an

individual’s personality. The results of the study are discussed at the light of past research as

well as the previous calls made to continue the research for further development and increment

of reliable findings.

Introduction

According to Tyler, Graham and Newcombe major success in any career is entirely dependent on

the personal trait of a given person pg. 41. Another research indicated that, high level of

conscientiousness as a personal character trait will ultimately lead to better grades while in
 Surname 2

school, commit fewer crimes while in out the society, good performance in job and stay in

marriage for a longer time. As asserted by Barrick, & Mount, these people not only succeed in

normal life but also have a longer lifespan to live in this world pg. 23. As it can be found out

form this research, there is a staggering quantity of research that link personal traits to success.

This paper will demonstrate that, there is a positive correlation between personality traits and

success in a career path. The study aims to validate claims that inherent psychological

characteristics influence initial job choice, impact long-term viability in the field and have

authority over one’s own impression of their overall success. This will be achieved through

measuring conscientiousness as the personality variable with the greatest overall impact in the

correlated field’s predicted job performance, work experience, and integration into corporate

culture.

The study keywords

Work Performance, Personality, A fifteen factor question, CPAI, China, 15FQ, Asia research

among the West has always offered help to usage of the assessment of a personality along other

valid and reliable modes of assessment as a tool to the choice of employees. Many of the

researchers report a correlations as well as predictions on the basis of “the Big 5’ Label asserted

by Norman pg. 16. Even though this model has been accepted generally, it has not always been

agreed that, the five primary factors give details about the personality of an individual, neither

has any of the factors definition received consensus.

However, despite these hindrances, the model fail to give a unifying standard here different

practitioners as well as theorist might decide to study, use their personality and communicate in

their places of work. Barrick et al., continues to elaborate on the various stages in the research
 Surname 3

assessment validity of the personality measurements that are applied in performance. Their study

gives very convincing reasoning for lacking significant findings in the domain all the way until

late mid-1980s. It thus fully cautions the researchers to avoid enter all of their independent

variables in their analysis so that they can easily find the correlation.

Recently, these findings remains very positive where the researchers seem to take in the

assertions of Barrick et al. a good example is where Timmerman’s research found important

correlations existing between the conscientiousness of NEO PI-R to be r=0.17, with an

Agreeableness of r= 0.17 and the performance of the supervisor to be the same. The researcher

went ahead to investigate the correlations at a facet level and the quantity of Consciousness

Facet. He found out that, only a single Agreeableness Facet had significant correlation to the

performance.

Given the findings that are cited in several publications, and particularly in Barrick’s meta

analysis, one can comfortably conclude that, whenever used in a responsible way, and even in a

more standard way, through appropriate training personnel, personality assessment on the basis

on 5-factor model supplements a great element to the prediction of the performance of an

individual at their work place. However, the question on how well it is able to hold universality

across all the cultures is an issue that has to be immediately resolved. A good answer to the

question largely depends on largely on the personality structure and also definition of these

structures as well as how they are interpreted in terms of behavior. It ultimately gives a perfect

prediction of the individual performance in there carrier of their choice.

For effective assessment as well as measure of personality across the culture, it remains vital to

make sure that; questionnaires used can’t measure all the personality traits in a specific culture.
 Surname 4

The evidence given by McCrae & Costa suggests that these factors and the structures of the

Facet in NEO-PI-R are similar across various language groupings. According to Asian research

has given supplementary support which many questionnaires that are turned into the accepted

personality aspects like the originality set by Castell at their Sixteen Factor model, factors done

to the solution. However, there exists great scarcity in the researching attempting you draw links

in between the traits as well as workplace performance in Asian continent. This can best be

illustrated by the focus of this study which looks at Hong Kong China as a case study.

The test psychological usage in the Chinese capital city has been progressed at a slightly lower

pace compared to Western Nations. One of the main reasons that can be attributed to this is the

Chinese Cultural Revolution. The people of china decide to demonstrate great interest in

assessing individual for years. In the postmodern centuries of the people of the Chinese republic,

many psychological testing are perceived as bourgeoisie tool. After the Cultural Revolution in

China, the country decided to renew its interests at the testing works. Due to the professional

scarcity that has great principles understandings, in the general process of assessment, china was

able to get many tests similar of those of the recent 1970s. For this reasoning, besides the

increasing acceptance of the science in psychometric’s assessments required in educational as

well as clinical settings, which was accepted by the western standards of measure. It was done

with ambivalence that, the western culture distinctively differs from the Asian culture hence a

possibility of making the test biased.

Several tests have been developed since 1970s as well as normed in the entire population of

china. However, just as it is historical among the western countries, it is the usage of clinical and

educational setting that has advanced at the expense of the occupational settings. According to

Chan, & Lee many tests in china are used in the classification as well as assessment of the
 Surname 5

prediction rather than diagnosis pg. 295. With the continuous growth in the economy of China,

carrier has been redefined and given a new meaning where an individual begins chasing their

passion from childhood; directly proportional to their traits and how they end up in the carrier.

Relative to the local traits, the Chinese companies are able to separate the groups of researchers

in the University of Hong Kong included in the forum of development of personality assessment

tools for population of china. The country has found it necessary to predict and measure local

traits in personality and how they are related to output in job due to the continued increase in

international interest on china products.

Personality Assessment Inventory of China (CPAI) and the Personality Work Questionnaire of

China are some of the reported measures that seek to evaluate the relationship of personal trait

with their success in their career. CPAI was actually a development of combined etic/emic

method with adjective that are used to measure the universal personality trait of an individual

from the model of the”big-5’ combined with the adjectives that are aimed at measuring the

indigenous traits of the Chinese. The Research of CPAI agrees that, there could be blind spots at

the theory of personality of the western people given that, many indigenous traits makes a

different factor beyond the big-5 in the samples of Chinese as well as that of the ones in

complete English version of the Singapore/USA questionnaires.

Among the western development Nations, it is already apparent that, the assessment of a

personality trait is a great tool in the organizational setting. Kwong & Cheung admits that,

approximately 7000 organizations in Asia make use of the personality traits to hire their

employee’s pg. 104. However, the use patter in Hong Kong is slightly different as noted in the

review of Kwong, & Cheung, 105. Most of these reviews turn their main focus on
 Surname 6

experimentations that are frequently applied at the clinical settings as well as educational setting

ignoring the relevance of the occupational assessments. Recently, researchers at the Hong Kong

University contracted the followers of the Society of Psychological Crew via email so that they

could update their survey. Online questionnaire in the checkboxes listed primarily in education

and clinical setting tests depicts that, there is inadequate potential awareness in the personality

traits of an organization as well as aptitudes on the bases of assessment in the Hong Kong.

Following the western imports of the consultants for a short duration, a non-critical statutory

membership at HKPS as well as the fact that people use the psychological tests to assume that

the organizational based tests sufficiently represents that of Hong Kong. Making use of the

psychological tests, one could assume non psychologists such as the human resource

professionals in their organizational based tests.

According to Cheng and Kwong, their main attention was in examination of the relationship

existing between the phases of the contextual career performance as well as the variables of

personality pg. 107. The research was based on the CPAI as carried out in the organizations of

Hong Kong. The inventory kept updating, changing its standard and renaming the cross cultural

personality assessment known as the CPAI-2. It helps in recognizing that the indigenous scales

might measure as well as explain the personality in the non-Chinese cultures. These research

findings were on the basis of the relationship between the performance of a professional and

their bivariate correlations of their traits.

The current paper actually tries to kill the research of the Chinese University researchers that had

shallow linkage of personality trait with the performance of a worker. Although Oakland,

examined the relationship existing between the indigenous personality and the people’s

performance in Hong Kong, there are still a few others pg. 160. In addition, the current study co
 Surname 7

joins two different areas and examines their relationship the indigenous personalities and that of

performance in Hong Kong companies. It merges the two areas as well as examination of the

relationships between the acceptable life aspects that relate to the Big 5. However, it also takes

into the account of primary level factoring as well as indigenous scales of the CPAI-2. From a

seriously practical view, there exists great need to be aware of the tests so that it could be

determined whether they are imported or useful in the Chinese population.

 Surname 8

Works Cited

Tyler, Graham P., and Peter A. Newcombe. "Relationship between work performance and
personality traits in Hong Kong organizational settings." International Journal of Selection
and Assessment 14.1 (2006): 37-50.
Barrick, M., & Mount, M. (2011). The ‘big-5’ personality dimensions and job performance:
Ameta-analysis. Personnel Psychology, 44, 1-26.

Barrick, M., Mount, M. & Judge, T. (2009). Personality and performance at the beginning of

The new millennium: What do we know and where do we go next? Personality and Performance,
9, 9-30.

Borgatta, E.F. (2014). The structure of personality characteristics. Behavioural Science, 12, 8-17.

Cattell, R.B. (2016). The description and measurement of personality. New York: World Book
Company.

Cattell, R.B., Eber, H.W., & Tatsuoka, M. (2010). Handbook for the Sixteen Personalities Factor
Questionnaire. Champaign, IL: Institute for Personality & Ability Testing.

Chan, D. W., & Lee, H. B. (2015). Patterns of psychological test usage in Hong Kong in 1993.
Professional Psychology: Research & Practice, 26(3), 292-297.

Cheung, F.M., Cheung, S. F., Zhang, J.X., Leung, K., Leong, F., Yeh, K. H. (2014). Openness

as a Personality Dimension in the Chinese Cultural Context: Aspects of its Universality?

Unpublished manuscript.

Management Centre, University of Hong Kong. (Also presented at the 15th Annual Conference

of the Society for Industrial and Organizational Psychology, New Orleans, Louisiana, April,
2010.)

Kwong, J.Y.Y. & Cheung, F.M. (2013). Prediction of performance facets using specific
personality traits in the Chinese context. Journal of Vocational Behavior, 63, 99-110.

McCrae, R.R., & Costa, P.T., Jr. (2007). Personality trait structure as a human universal.
American Psychologist, 52, 509-516
 Surname 9

Norman, W.T. (2013). Toward an adequate taxonomy of personality attributes: Replicated factor
structure in peer nominated personality ratings. Journal of Abnormal and Social
Psychology, 66, 574-583.

Oakland, T. (2014). Use of educational and psychological tests internationally. Applied

Psychology, 53(2), 157-172.

Timmerman, T.A. (2014). Relationships betweenNEO PI-R personality measures and job
performance ratings of inbound call center employees. Applied H.R.M. Research, 9(1), 35-
38.

Triandis, H.C. (2011). Dialectics betweencultural and cross-cultural psychology. Asian

Journal of Social Psychology, 3, 185-195.

Triandis, H.C., & Eunkook, M.S. (2012). Cultural influences on personality. Annual Review of
Psychology, 53, 133-160.

Tyler, G. (2013). A Review of the 15FQ+ Personality Questionnaire. Selection and Development
Review, 19, 7-11.

Waldman, D. A., Atwater, L. E., & Davidson, R.A. (2014). The role of individualism and the
five-factor model in the prediction of performance in a leaderless group discussion.