Impact of Personality Dimensions on Employee Job Performance : with Reference to Selected Nepalese Banks

Abstract

This research explores how personality traits influence employee performance in Nepalese banks, highlighting the significance of aligning these traits with job roles to support employees in reaching their full potential. The research on employee personality dimensions has been relatively narrow in scope and frequently failed to link with job performance. So, this study tries to cover the gap using descriptive and causal-comparative research designs, providing theoretical and practical solutions. The basic data used in the study was obtained from a random sampling technique and a questionnaire from respondents working at different banks in Kathmandu. Based on the research, all five components of the personality dimension, openness to experiences, conscientiousness, extraversion, emotional stability, and agreeableness, are identified as important and strongly correlated variables with how well employees perform their job responsibilities.

The research findings reveal that among the five components of personality, the most substantial variables for employee performance are conscientiousness and emotional stability, which are related to better work output as they exhibit the highest regression coefficient value. The weakest one is extraversion because of its lowest regression coefficient, though it contributes to the success of certain job functions. The study suggests enhancing employee performance by focusing on practical personality attributes. Further, personality growth practices should be incorporated across all aspects of human resource management for better performance. It also helps freshers and new graduates to choose a job that suits their personality. Similarly, Future research might build upon these findings by looking at other personality variables and expanding studies to different industries and places.