Effect of Personality Traits on Employee Perceived Performance: The Mediating Role of Organization Justice
DOI:
https://doi.org/10.62270/jirms.vi.6Keywords:
Extraversion, Neuroticism, Openness, Agreeableness, Conscientiousness, Employee Perceived Performance, Organizational JusticeAbstract
The purpose of this study is to examine the effect of personality traits on employee perceive performance with the mediating role of organizational justice. This study was conducted in the pharmaceutical industries operating in Hayatabad Peshawar. Data was collected through a properly structured questionnaire from 286 employees working in these industries and Simple Random Sampling was used as a sampling technique. Personality traits (openness to experience, agreeableness, conscientiousness, neuroticism & extraversion) were taken as independent variables; employee perceived performance was taken as a dependent variable, while organizational justice was used as a mediating variable. According to the findings of the study, personality traits were positively related to employee perceived performance. Results of regression analysis showed that organizational justice partially mediates the relationship between personality traits (openness to experience, agreeableness, conscientiousness, neuroticism & extraversion) and employee perceived performance.
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Copyright (c) 2021 Muhammad Awais, Sabahat Subhan, Waqas mujahid shah
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work’s authorship and initial publication in this journal.
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