The role of personality and motivation on key account manager job performance

Mahlamäki, Tommi; Rintamäki, Timo; Rajah, Edwin

doi:10.1016/j.indmarman.2018.11.013

Cited by 40 publications

(27 citation statements)

References 60 publications

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“…Therefore, the managers are always concerned about the IQ level of their employees while selecting them for higher‐level responsibilities. The performance of an employee is considered to be a substantial measure that is related to managerial accomplishments and organizational success (Mahlamäki, Rintamäki, & Rajah, 2019). Measuring employees' performance is important to achieve the goals set by an organization.…”

Section: Intelligence Quotient Job Satisfaction and Job Performancementioning

confidence: 99%

Intelligence quotient, job satisfaction, and job performance: The moderating role of personality type

Murtza

Gill

Aslam

et al. 2020

Journal of Public Affairs

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The purpose of this study is to investigate whether the intelligence quotient (IQ) of employees is associated with their job satisfaction and performance. The moderating effect of personality type has also been explored. Drawing on trait theory, a conceptual model has been developed, which links personality dimensions to job performance through satisfaction. Primary data were collected from 378 respondents from 10 Universities situated in Lahore, Pakistan, for empirically testing our model. Findings reveal that IQ is a predictor of employee's job performance and job satisfaction. Moreover, this relationship is also moderated by the personality type (A/B) of the respondents. The study outcomes will be helpful for the management of the institutions to frame policy guidelines for hiring employees and have more informed decisions in terms of personality types and IQ of employees.

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Section: Intelligence Quotient Job Satisfaction and Job Performancementioning

confidence: 99%

Intelligence quotient, job satisfaction, and job performance: The moderating role of personality type

Murtza

Gill

Aslam

et al. 2020

Journal of Public Affairs

View full text Add to dashboard Cite

show abstract

“…Most research concludes that motivation predicts several outcomes, including performance. The intuitive result (more motivation lead to better performance) has been found in both educational [ 16 ] and organizational context [ 17 ], through different contexts and even species [ 18 ]).…”

Section: Introductionmentioning

confidence: 99%

The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences

Rodríguez-Cifuentes

Segura-Camacho

García-Ael

et al. 2020

IJERPH

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Just as we can speak of different personality traits, it is also possible to identify distinct motivational traits, which may be related to a series of organizational consequences. In this sense, understanding how these traits are related to workers performance is fundamental. Specifically, the purpose of this study is to test the mediating role of psychological capital in the relationship between such traits and organizational citizenship behaviors and counterproductive work behaviors, which is expected to be more significant in the first case. The study was carried out using a panel design, with a sample group of Spanish employees aged over 40 (n = 741), in two waves (with a 4-month interval). The results support the hypothesis that psychological capital resources may play a mediating role in some of the relationships explored and that approach orientation traits are mainly related to a better performance, fostering organizational citizenship behaviors and diminishing counterproductive work behavior. The findings show that employees who develop their personal resources may have a positive impact on their organizations. The implications of this study for counseling practices are discussed.

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“…The elements of values, competencies and actions that exist in the intended HR model pumping structure, as shown in (Ramly, 2019) The relationship between personality types, such as Extras, conformity, awareness, and emotional stability, was found to have a significant relationship with the construct of motivation. Two of the personality traits, extraversion and conscientiousness, are related to learning orientation and performance orientation (Mahlamäki et al, 2019). The results also showed that the intellectual, emotional, spiritual, and physical intelligence of employees at the cement company were on average quite high and met the competency and performance standards in the satisfactory and excellent categories (Oktaviani et al, 2019).…”

Section: Theoretical Reviewmentioning

confidence: 89%

Personality Type Based Pumping-HR Model Toward Working Targets of The Civil Service

Ramly

Suherbi²

2020

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Personality is one of the factors that will affect employee performance. Civil Servants (PNS) who have individual personalities such as introverts and or extroverts can affect employee performance at certain levels. This study shows that employee personality affects their performance. Also, to examine the effect of employee personality on performance based on SKP (Employee Performance Targets). The results showed that there were significant differences between personality types on employee performance. It is found that the kind of personality Extrovert = Introvert produces the best average return based on the SKP evaluation results. In contrast, Extrovert's personality type provides the lowest average in the performance of Civil Servants, in the Agriculture Office of the City of Bogor. The excellent performance in the Regional Work Unit (SKPD), it is recommended to place employees with extrovert = introvert personality types, especially in essential positions.

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The role of personality and motivation on key account manager job performance

Cited by 40 publications

References 60 publications

Intelligence quotient, job satisfaction, and job performance: The moderating role of personality type

Intelligence quotient, job satisfaction, and job performance: The moderating role of personality type

The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences

Personality Type Based Pumping-HR Model Toward Working Targets of The Civil Service

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