Please wait a minute...
Acta Psychologica Sinica    2013, Vol. 45 Issue (10) : 1163-1178     DOI: 10.3724/SP.J.1041.2013.01163
An Empirical Analysis of Influences of Personality Traits on Job Performance for Frontline Staff in Public Transportation Industry: With Work Attitude Acting as a Moderator
YAO Ruosong;CHEN Huaijin;MIAO Qunying
(1 Department of Education, Guangzhou University, Guangzhou 510006, China) (2 Guangdong Hydropower Hospital, Guangzhou, 511340, China) (3 School of Foreign Studies, Guangzhou University, Guangzhou 510006, China)
Download: PDF(659 KB)  
Export: BibTeX | EndNote | Reference Manager | ProCite | RefWorks    
Abstract  Over the past century, researchers and practitioners adopted a variety of personality tests in personnel selection, expecting that personality tests could accurately select employees with high-quality and high-performance. In order to verify the validity of personality tests used in personnel selection, the research hotspots focused on the relationship between personality traits and job performance. Due to the lack of a unified universal model of personality traits, personality traits did not predict job performance significantly in previous studies. With general acceptance of Big Five Personality theory, Big Five Personality was widely used in personnel evaluation and personnel selection, which consequently promoted researches to explore the relationship between personality traits and job performance. Numerous studies demonstrated that personality traits under the theoretical framework of Big Five Personality could predict job performance, meanwhile researchers proposed that perhaps there might be some kind of moderator in the impacts of personality traits on job performance. By questionnaire, this research studied correlations between Big Five Personality and job performance under the influences of work attitude. In previous studies, self-report questionnaire was applied in the assessment of job performance more frequently. With a variety of objective job performance data of frontline production staff working as the criterion, this research probed into the impacts of personality traits on job performance, assuming that work attitude was the moderator. The results of surveying 1,277 frontline staff members in public transportation illustrate that personality traits are significantly related to job performance, with work attitude acting as a moderator in this relationship. Among frontline staff members in public transportation, conscientiousness is a good predictor of task performance, while extraversion predicts contextual performance well. As a consequence, priority should be given to the candidates with high conscientiousness and low extraversion. Candidates with high neurotic tendencies should be avoided. With high work attitude, personality traits have closer contacts with task performance, Conscientiousness and extraversion are good predictors of job performance; While with low work attitude, personality traits are more closely related to contextual performance, agreeableness and openness predict job performance well. The completion of work is emphasized in the high-attitude environment, while coordination of relations is more valued in the low-attitude environment. Work attitude as a moderator affects the requirements of job performance of personality traits.
Keywords Big Five personality      job performance      work attitude      task performance      contextual performance     
Corresponding Authors: YAO Ruosong   
Issue Date: 25 October 2013
E-mail this article
E-mail Alert
Articles by authors
Cite this article:   
YAO Ruosong;CHEN Huaijin;MIAO Qunying. An Empirical Analysis of Influences of Personality Traits on Job Performance for Frontline Staff in Public Transportation Industry: With Work Attitude Acting as a Moderator[J]. Acta Psychologica Sinica,2013, 45(10): 1163-1178.
URL:     OR
[1] HU Qiaoting,WANG Haijiang,LONG Lirong. Will newcomer job crafting bring positive outcomes? The role of leader-member exchange and traditionality[J]. Acta Psychologica Sinica, 2020, 52(5): 659-668.
[2] Wei WEI,Yanran FANG,Jiannan LI,Junqi SHI,Shenjiang MO. The impact of conflict on performance: The moderating effects of individual and team agreeableness[J]. Acta Psychologica Sinica, 2020, 52(3): 345-356.
[3] LIU Chao, LIU Jun, ZHU Li, WU Shouqiang.  The causes of abusive supervision from the perspective of rule-adaptation[J]. Acta Psychologica Sinica, 2017, 49(7): 966-979.
[4] PENG Jian; WANG Xiao. I will perform effectively if you are with me: Leader-follower congruence in followership prototype, job engagement and job performance[J]. Acta Psychologica Sinica, 2016, 48(9): 1151-1162.
[5] GAO Zhonghua;ZHAO Chen. Does Organizational Politics at the Workplace Harm Employees’ Job Performance? A Person-Organization Fit Perspective[J]. Acta Psychologica Sinica, 2014, 46(8): 1124-1143.
[6] LIU Songbo;LI Yuhui. A Longitudinal Study on the Impact Mechanism of Employees’ Boundary Spanning Behavior: Roles of Centrality and Collectivism[J]. Acta Psychologica Sinica, 2014, 46(6): 852-863.
[7] ZHANG Huihua. Individual Emotional Intelligence on Task Performance: A Social Network Perspective[J]. Acta Psychologica Sinica, 2014, 46(11): 1691-1703.
[8] YU Haibo;ZHENG Xiaoming. The Impact of Employee Career Adaptability: Multilevel Analysis[J]. Acta Psychologica Sinica, 2013, 45(6): 680-693.
[9] TU Hong-Wei,YAN Ming,ZHOU Xing. The Differential Effects of Job Design on Knowledge Workers and Manual Workers:
A Field Quasi-experiment in China
[J]. , 2011, 43(07): 810-820.
[10] KE Jiang-Lin,SUN Jian-Min,LI Yong-Rui. Psychological Capital: Chinese Indigenous Scale’s Development and Its Validity Comparison with the Western Scale[J]. , 2009, 41(09): 875-888.
[11] WU Long-Zeng,LIU Jun,LIU Gang. Abusive Supervision and Employee Performance: Mechanisms of Traditionality and Trust[J]. , 2009, 41(06): 510-518.
[12] WEI Hui-Min,LONG Li-Rong. Effects of cognition- and affect-base trust in supervisors on task performance and OCB[J]. , 2009, 41(01): 86-94.
[13] WANG Deng-Feng,CUI Hong. Predicting Job Performance of Chinese Local Government Executives with QZPS and NEO PI-R[J]. , 2008, 40(07): 828-838.
[14] FENG Dong-Dong,LU Chang-Qin,SIU Oi-Ling. Job Insecurity, Well-Being, and Job Performance: The Role of General Self-Efficacy[J]. , 2008, 40(04): 448-455.
[15] YU Qiong,YUAN Deng-Hua. The Impact of the Emotional Intelligence of Employees and
Their Manager on the Job Performance of Employees
[J]. , 2008, 40(01): 74-83.
Full text



Copyright © Acta Psychologica Sinica
Support by Beijing Magtech