ISSN: 2225-8329
Open access
The purpose of this study is to investigate the role of personality traits in perfectionism orientation among Isfahan Melli Bank employees. The statistical population of this study consists of the employees of Melli Bank in the city of Isfahan in the third season of 2012. The sample size was 150 and then the respondents were selected by random sampling method. Data collection instrument was self-administrated questionnaire that included 56 items in order to measure the variables. So as to examine the validity of the questionnaire, content validity was used and afterwards, the questionnaire was corrected and modified by some faculty members. After conducting a primary sampling, the final version of the questionnaire was developed. Also Cronbach’s Alpha was used to examine reliability of the questionnaire whose coefficient was 87% which is an acceptable value to confirm the reliability. In order to analyze the data and conclude the results, descriptive and inferential statistics were used. Pearson correlation coefficient and regression test are the most important statistic tests that were used in the present study by SPSS. The results of this study indicate that there were significant relationships between personality traits and perfectionism orientation. Also the results show that significant relationships were found between perfectionism and dimensions of personality traits (extraversion 0.135, sig: 0.000; agreeableness 0.135, sig: 0.000; consciousness 0.151, sig: 0.000; emotional stability 0.265, sig: 0.000; and openness to experience 0.183, sig: 0.000).
Barrick, M. R., Mount, M. K., & Judge, T. A. (2001). Personality and performance at the beginning of the new millennium: What do we know and where do we go next? International Journal of Selection and Assessment, 9, 9-30.
Boshoff, C., & Arnolds, C. (1995). Some antecedents of employee commitment and their influence on job performance. South African Journal of Business Management, 26 (4), 125-135.
Barrick, M. R., & Mount, M. K. (1996). Effects of impression management and self-deception on the predictive validity of personality constructs. Journal of Applied Psychology, 81, 261-272.
Bing, M. N., & Lounsbury, J. W. (2000). Openness and job performance in U.S.-based Japanese manufacturing companies. Journal of Business and Psychology, 14, 515-522.
Borman, W. C., White, L. A., Pulkos, E. D., & Oppler, S. H. (1991). Models of supervisor job performance ratings. Journal of Applied Psychology, 76, 863-872.
Clark, L. A., & Watson, D. (1991). General affective dispositions in physical and psychological health. In C.R. Snyder & D.R. Forsyth (Eds.) Handbook of social and clinical psychology: The health perspective. New York: Pergamon.
De Fruyt, F., & Mervielde, I. (1999).RIASEC types and Big Five traits as predictors of employment status and nature of employment. Personnel Psychology,52, 701-727.
Dunn, W. S., Mount, M. K., Barrick, M. R., & Ones, D. S. (1995). Relative importance of personality and general mental ability in managers’ judgements of applicant qualifications. Journal of Applied Psychology, 80, 500-509.
Goldberg, L. R. (1993). The structure of phenotypic personality traits: Authors’ reactions to the six comments. American Psychologist, Vol. 48, pp. 1303-1304.
Goldberg, L. R. (1990). An alternative “description of personality”: The big five factor structure. Journal of Personality and Social Psychology, 59, 1216-1229.
Hogan, R., Hogan, J., & Roberts, B. W. (1996). Personality measurement and employment decisions: Questions and Answers. American Psychologist, 51, 469-477.
Hamilton, E. E. (1988). The facilitation of organisational change.An empirical study of factors predicting change agents’ effectiveness. Journal of Applied Behavioural Science, 24, 37-59.
Hamachek, D. E. (1976), Psychadynamics of normal and neurotic perfectioism. Psychology; 15, pp. 27-33.
Hackman, J., & Oldham, G. (1980). Work redesign. Reading, MA: Addison-Wesley.
Heresy, Pall, Kontach, Blanchard, (2003), Organizational Behavior Management, Edition 6, Tehran, Jahaddaneshgahi Publishers, pp. 420-430.
Hörmann, H., & Maschke, P. (1996). On the relation between personality and job performance of airline pilots. The International Journal of Aviation Psychology, 6, 171-178.
Hayes, T. L., Roehm, H. A., & Castellano, J. P. (1994). Personality correlates of success in total quality manufacturing. Journal of Business and Psychology, 8, 397-411.
House, R. J., Shane, S. A., & Herold, D. M. (1996). Rumours of the death of dispositional research are vastly exaggerated. Academy of Management Review, 21, 203-224.
Jamshidi, Behnam, Sadathoseyni, Farideh, Arabmoghadam, Narges. (2010), The Prediction of Girl’s Break by Big Five Model of Personality Traits, Journal of Irnaian Psychology and Psychiatry, 16 (2), pp. 135-144.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999).The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52, 621-652.
Johnson, J. A. (1997). Seven social performance scales for the California Psychological Inventory. Human Performance, 10, 1-30.
Jang, K. L., Livesley, W. J., & Vernon, P. A. (1996). Hereditability of the big five personality dimensions and their facets: A twin study. Journal of Personality, 64, 577-591.
Khalatbari, Javad, Ghorbanshirodi, Shohreh, Hoseyni, Iman. (2011), The Examination of Perfectionism and Lonely Feeling with Quality of Student’s Life in Medical University of Gilan, Journal of Cultural Psychology of Islamic Azad University of Tonekabon, 2 (1), pp. 117-131.
McCrae, R. R., Costa, P. T. (1996). Toward a new generation of "personality theories: Theoretical contexts for the five- factor model. In J.S. Wiggin (Ed.), The five- factor model of personality, theoretical perspectives (pp. 51-87). New York: Guilford press.
McCrae, R. R., & Costa, P. T. (1997). Personality trait structure as human universal. American Psychologist, 52, 509-516.
Rothman, S., Contzer, E. P. (2003), The Big Five Personality Dimensions And Job Performance, SA Journal of Industrial Psychology, 29 (1), pp. 68-74
Rosse, J. G., Stecher, M. D., Miller, J. L., & Levin, R. A. (1998). The impact of response distortion on pre-employment personality testing and hiring decisions. Journal of Applied Psychology, 83, 634-644.
Robins, Stephen, Timoti, E. (2010), Organizational Behavior, trabslated by Mahdi Zaree to Persian, Nass publishers, Vol. 1, pp. 114-160.
Strümpfer, D. J. W., Danana, N., Gouws, J. F., & Viviers, M. R. (1998). Personality dispositions and job satisfaction. South African Journal of Psychology, 28, 92-100.
Schepers, J. M. (1994). Die konstruksie en evaluering van ‘n prestasiebeoordelingsvraelys vir nie-akademiese personeel. Johannesburg: RAU.
Soleymani, Bahareh, Rakabdar, Ghasem. (2010), The Relationship between Perfectionism Dimensions and and Primary Skills of Mathematic among Students, Journal of Cultural Psychology of Islamic Azad University of Tonekabon, 2 (1), pp. 7-17.
Soroughand, Sirous, Barzegar, Majid, Balaghi, Tahereh. (2011), The Relationship between Personality Traits and Perfectionism with Stress Resolving Methods among Male and Female Students of Islamic Azad University of Marvdasht, Journal of women sociology, Vol. 3, pp. 81-102.
Salgado, J. F. (1997). The five-factor model of personality and job performance in the European Community. Journal of Applied Psychology, 82, 30-43.
Wright, P. M., Kacmar, K. M., McMahan, G. C., & Deleeuw, K. (1995). Cognitive ability and job performance. Journal of Management, 21, 1129-1139.
Vinchur, A. J., Schippmann, J. S., Switzer, F. S., & Roth, P. L. (1998). A meta-analytic review of predictors of job performance for salespeople. Journal of Applied Psychology, 83, 586-597.
In-Text Citation: (Forghani et al., 2013)
To Cite this Article: Forghani, M. H., Ghafari, M., Shirangi, S. Y., Ghandehari, F., & Emadzadeh, M. K. (2013). The Role of Personality Traits in Perfectionism Orientation (Isfahan Melli Bank Employees as Case Study). International Journal of Academic Research in Accounting Finance and Management Sciences, 3(1), 64–75.
Copyright: © 2021 The Author(s)
Published by HRMARS (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode