Influence of personality factors on organizational effectiveness: A study of managers

The present study examined the predictive influence of personality factors on organizational effectiveness among middle managers. The sample of the present investigation comprises N=250 middle level managers. The respondents were randomly selected from different private sectors located in Delhi and its NCR (National Capital Region). The sample was confined to only male respondents. The age of the respondents was found to be ranges between 23-64 years. Personality factors were assessed by the NEO Personality Inventory (NEO-PI) (Costa & McCrae, 1992), which provides measures of five well-established domains of personality: neuroticism, extroversion, openness to experience, agreeableness, and conscientiousness. Organizational Effectiveness was measured by Organizational Effectiveness Scale which was developed by Srivastava and Banerjee (1997). Both psychological measures are highly reliable and valid. To find out the best predictors of criterion variable and to know on what extent these predictor variables influence criterion variable, step-wise multiple regression analysis was used. The findings of the present endeavor revealed that among all predictor variables (neuroticism, extraversion, openness to experience, agreeableness and conscientiousness) four variables namely, conscientiousness, agreeableness, neuroticism and openness to experience were emerged as significant predictors of organizational effectiveness. It was clearly found that agreeableness, neuroticism and openness to experience have significant negative predictive influence on organizational effectiveness whereas, conscientiousness was found to have its positive predictive influence on organizational effectiveness. These findings have far-reaching implications in the current world of industrial development.