A measurement of the association of personality profiling and self-assessed occupational success: Three management classifications.

摘要

The percentage of Americans reporting satisfaction with their jobs has declined in the last 20 years. Poor job satisfaction leads to turnover, low productivity, and negative work environments. The quantitative survey presented in this dissertation measured the association between established personality profiles and the degree of self-assessed success of 45 sampled respondents within one U. S. based manufacturing company. Three occupational levels of employment were represented: Supervisor/Group-Project Leader, Mid-Level Management, and Executive-Level Management. To obtain the quantitative data for the study, the respondent personality profiles were collected using the DiSC personality categorization instrument. The instrument classified each respondent's personality profile into one of four behavioral quadrants based on 24 word associations that asked the respondent to select words that Least and Most described them. An additional survey instrument was used to collect the respondent's demographic data and scores on three levels (Not Successful, Neutral, and Successful) formulated around job satisfaction. The self-assessed success scores were then examined by personality classifications and occupational areas using Chi-Square to determine any measure of association and indicate whether personality profiling is a predictor of self-assessed success within the four occupation areas. The study also examined the relationship of the demographic data of educational level of the respondents to self-assessed success. It was concluded from the findings of this study that there was no measure of association between the evaluated variables with the exception of the measure of association of personality profiling to frequency of promotions: chi2 (6, N = 35) = 12.97, p .05. In that evaluation, the null hypothesis was rejected. All other hypotheses could not reject the null hypotheses indicating that there was no statistical evidence to establish a measure of association between the evaluated variables. It is recommended that additional inquiry regarding the implementation and evaluation of personality profiling instrument(s) be conducted utilizing larger populations and/or different organization types. This study was original in intent and subsequent studies with alternative population types and sizes would further the scientific evaluation of personality profiling as a predictive instrument to address the concerns of management turnover and job satisfaction.