Essay代写范例-个性能预测员工绩效吗？本文是一篇留学生essay写作范例，主要内容是讲述员工需要在工作描述中列出的角色和活动中表现出色。为了获得更好的绩效，员工需要具备工作所需的技能、知识和正确的态度。为了获得员工的最佳表现，在招聘过程中进行了个性评估。个性评估有多种类型，如MBTI个性测试、MMPI、FIRO-B个性评估模型、凯利的个人结构理论、艾森克的个性维度、雷蒙·卡特尔的两种个性特质、五大因素等等。然而，本文只讨论五大模型，因为这是一种在工作场所最常用的预测员工绩效的个性评估方法。重要的是要理解，对五大因素以及其他个性评估存在一些批评。然而，尽管受到了批评，但五大因素在预测员工绩效方面取得了成功。下面就一起来看一下这篇留学生essay写作范例的全部内容。
To what extent does personality predicts employee performance? 个性在多大程度上预测员工绩效？
Introduction:简介
An employee need to perform well in the role and activities listed in the job description. Also for a better performance an employee need to have the skills, knowledge and the right attitude needed for the job. In order to get the best performance from an employee, personality assessment is been carried out during the recruitment process. There are many types of personality assessment such as MBTI personality test, MMPI, FIRO-B personality assessment model, Kelly’s personal construct theory, Eysenk’s personality dimension, Raymond cattell’s two types of personality traits, the big five factors and many more. However, this essay will only discuss about the big five model as it is one of the personality assessment that is most commonly used in a work place to predict employee performance. It is essential to understand that there are some criticism about the big five factors as well as the other personality assessment. However, despite the criticism the big five factors was successful in predicting employee performance.
It is important to know that there is a close relationship between employee performance and personality. This connection between both employee performance and personality depends on the characteristic of the Job, the organisation and co-workers. It is also important to keep in mind that the success of an organisation would depend on the employee performance.
重要的是要知道员工的绩效和个性之间有着密切的关系。员工绩效和个性之间的联系取决于工作、组织和同事的特点。同样重要的是要记住，组织的成功取决于员工的表现。
This essay will address the extent to which personality is used to measure employee performance as well as the relationship between the big five personality and Job performance. Furthermore, this essay will discuss about the two main approaches of personality and will further investigate how personality link into career success and furthermore, predict employee performance. In addition, this essay will briefly address the nature and nurture approach.
本课程将探讨个性在多大程度上被用来衡量员工绩效，以及五大个性与工作绩效之间的关系。此外，本文将讨论个性的两种主要途径，并将进一步研究个性与职业成功的关系，进而预测员工绩效。此外，本文将简要介绍自然和后天的方法。
Main body:正文主体
The nature and nurture approach may both have an effect in an individual personality. Nature is mainly about genetic inheritance, whereas Nurture is mainly about environmental factors. Researchers found out that genes plays an important role in the development of personality as well as the environment as it help to shape the personality of an individual.
自然和后天的方法都可能对个人性格产生影响。自然主要是遗传，而培育主要是环境因素。研究人员发现，基因在个性和环境的发展中起着重要作用，因为它有助于塑造个人的性格。
According to Funder (2001), “personality is an individual’s characteristic patterns of thought, emotion, and behaviour, and together with the psychological mechanisms-hidden or not-behind those patterns”. He proposed that personality is a predictor of work. Personality can be divided into two main approaches: Nomothetic approach and Idiographic approaches.
根据Funder的说法，“个性是一个人的思维、情感和行为的特征模式，以及隐藏或不隐藏在这些模式背后的心理机制”。他提出性格是工作的预测因素。个性可以分为两种主要方法：非道德方法和习语方法。
The nomothetic approach is a measurable and specific perspective that looks at the identification of traits and personality as a collection of characteristics (Mullins 2013). Nomothetic approach view personality as consistent, mainly inherited and resistant to change. Nomothetic theorist believes that it is possible to measure individual personality through personality assessment without diminish the difficulties that measuring personality brings, as it will help employer to identify employee personality types and how individual would behave in a given certain circumstances. Whereas, Idiographic approach is a self-motivated perspective which insists that managers should take into account a ‘whole’ understanding of the individual at work (Mullins 2013). An individual attitude towards his or her work is affected by his or her personality. Idiographic theorist believes that individual are unique and it is vital to understand such uniqueness and are also concern about the development of personality as it is a process that is open to change. Furthermore, they regard that individual responding to the environment and people around them like friends and families or co-workers can shape and affect individual personality. Idiographic approach suggest that using personality assessment to measure the unique ways in which a person understands and responds to the world is inappropriate and is not valid (Mullins 2013). So therefore, it is vital to understand individual personality in order to predict individual performance.
非理性方法是一种可测量的、具体的视角，它将特征和个性的识别视为一系列特征。非道德主义的观点认为个性是一致的，主要是遗传的，并且抵制改变。非道德理论家认为，通过个性评估来衡量个人性格是可能的，而不会减少衡量个性带来的困难，因为这将有助于雇主识别员工的性格类型以及个人在特定情况下的行为。然而，习语方法是一种自我激励的观点，它坚持认为管理者应该考虑到对工作中个人的“整体”理解。个人对工作的态度受其性格的影响。习语理论家认为，个体是独特的，理解这种独特性至关重要，同时也关注个性的发展，因为这是一个可以改变的过程。此外，他们认为个人对环境和周围的人（如朋友、家人或同事）的反应可以塑造和影响个人性格。习语方法表明，使用个性评估来衡量一个人理解和应对世界的独特方式是不恰当的，也是无效的。因此，了解个人性格对预测个人表现至关重要。
Personality plays an important role in predicting how an individual will work. Hence, using personality assessment, employers can simply identify whether a potential employee will work, happily, intelligently, attentively or even willingly. Personality assessment is used by many companies. Employers make use of personality assessment in order to improve their decision making with respect to future applicants. They have recognized that through personality assessment; high-potential applicants can easily be identified. At this stage, we can state that an employee’s personality does predict the level of performance (Ferguson, 2009). However, Schmitt et al. (1984) found that personality tests were among the least valid types of selection tests. Additionally, Spillane & Martin (2005) stated that personality and performance are not related as the efforts of using personality test to predict performance have been spectacularly unsuccessful. Furthermore, it can also be argue that personality assessments are not a good method for predicting employee performance, as individual can give false answers to any question asked in order to meet the company expectation and get the Job (Buchanan, Huczynski, (2010). Pp.173-189).
个性在预测个人工作方式方面起着重要作用。因此，通过性格评估，雇主可以简单地确定潜在员工是否会快乐、聪明、专注甚至心甘情愿地工作。许多公司都使用性格评估。雇主利用个性评估来改善他们对未来申请人的决策。他们已经认识到，通过性格评估；很容易识别出高潜力的申请人。在这个阶段，我们可以说，员工的性格确实可以预测绩效水平。然而，Schmitt等人发现，性格测试是最不有效的选择测试类型之一。此外，Spillane&Martin指出，性格和表现并不相关，因为使用性格测试来预测表现的努力非常失败。此外，也有人认为，性格评估不是预测员工绩效的好方法，因为为了满足公司期望并获得工作，个人可能会对任何问题给出错误答案。
Many studies have been carried out in order to find the relationship between personality and employee performance. Employee performance is the job related activities expected of a worker and how well those activities were performed. Researchers in both personality and industrial-organizational psychology have touched on a five factor model (FFM) which is commonly recognised as personality framework. The FFM can be linked to predict performance (Barrick and Mount 1991) and it can also be linked to career success (Tharenou, 1997). Furthermore, the FFM are vital when predicting the job performance of an employee on the basis of personality. The FFM includes Extraversion, Conscientiousness, Openness to experience, Emotional Stability and Agreeableness.
为了找到个性与员工绩效之间的关系，已经进行了许多研究。员工绩效是指员工期望从事的与工作相关的活动以及这些活动的执行情况。性格和工业组织心理学的研究人员都触及了一个五因素模型，它通常被认为是性格框架。FFM可以与预测绩效挂钩，也可以与职业成功挂钩。此外，当根据个性预测员工的工作绩效时，FFM至关重要。FFM包括外向性、尽责性、体验的开放性、情绪的稳定性和愉悦性。
Extraversion contains traits such as confidence, activity, and friendliness. Extraverts are active and cheerful. Extraversion is considered to be positive frame of mind and capabilities and is therefore seen as a positive effect (Clark & Waston, 1991). Research suggests that extraverted personalities are expected to surpass in occupations that involve individuals to socialize and communicate with other individuals (Barrick and Mount, 1991). Barrack and Mount (1991) also decided that Extraversion predicts not only overall job performance, but mainly sales performance as well. Agreeableness refers to individuals who tend to be innocent, caring towards others, merciful, soft hearted, and kind (Costa & McCrae, 1992). Previous research has found no relationship between agreeableness and overall job performance (Barrick and Mount, 1991). However, Barrick et al. (2001) found that the measurement predicts teamwork and that the dimension respectively can predict success in specific jobs. This shows that, depending on the type of occupation, agreeableness may still be theorised as a contributing factor to job performance. Tett et al. (1991) stated that Openness to experience is not effective in predicting job performance. Openness to experience applies to individuals who tend to be productive, inspired, and interested to experience new things amongst other things (Costa& McCrae, 1992). Barrick et al. (2001) found no major relationship between openness and performance. Research has shown that openness to experience is linked to success in accessing (Hamilton, 1998), training (Barrick & Mount, 1991) and adapting to adjustment (Horton, 1992; Raudsepp, 1990). Emotional stability indicates that individuals who tend to be protected, peaceful and thus more likely to control their desires and survive with stress (Costa& McCrae, 1992). Dunn, Mount, Barrick and Ones (1995) indicated that emotional stability is the second most important characteristic that affects the employability of candidates.Out of the big five model, conscientiousness is recognised as the most valid predictor for measuring performance for most jobs. Factors included in conscientiousness lead to excellent job performance. Recent experimental evidence supports the importance of conscientiousness at work, relating the construct to counterproductive work behaviours (Hogan & Ones, 1997), effective job seeking behaviour (Wanberg, Watt, & Rumsey, 1996), Maintenance (Barrick, Mount, & Strauss, 1994), and attendance at work (Judge, Martocchio, & Thoresen, 1997).
外向性包含自信、活跃和友好等特质。外向者积极开朗。外向被认为是积极的心态和能力，因此被视为积极的影响。研究表明，在涉及个人社交和与其他人交流的职业中，外向型性格有望超越。Barrack和Mount还决定，Extraversion不仅预测整体工作绩效，而且主要预测销售绩效。随和是指那些倾向于天真、关心他人、仁慈、心软和善良的人。先前的研究发现，宜人性与整体工作绩效之间没有关系。然而，Barrick等人发现，该测量可以预测团队合作，并且维度可以分别预测特定工作中的成功。这表明，根据职业的类型，宜人性仍然可以被理论化为工作绩效的一个贡献因素。Tett等人指出，对经验的开放性在预测工作绩效方面并不有效。对经验的开放性适用于那些倾向于富有成效、受启发并有兴趣体验新事物的人。Barrick等人发现公开性与绩效之间没有主要关系。研究表明，对经验的开放与获取、培训和适应调整的成功有关。情绪稳定表明，倾向于受到保护、和平相处的人更有可能控制自己的欲望，在压力下生存。Dunn、Mount、Barrick和Ones指出，情绪稳定是影响应聘者就业能力的第二个最重要的特征。在五大模型中，尽责性被公认为衡量大多数工作绩效的最有效预测因素。包括在责任感中的因素会导致出色的工作表现。最近的实验证据支持了工作中尽责的重要性，将这种结构与适得其反的工作行为、有效的求职行为、维护和出勤率联系起来。
A relationship exists between the big five traits and career success which in returns lead to employee performance. However, out of the five big traits neuroticism, extraversion and conscientiousness is the most relevant to career success. It can be argued that to some extent, employee performance is predicted by personality. However, to some extent career success can also predict performance through the personality of the employee. For example, if a person career is to become an accountant and they work in a bank, it is most likely that the performance of that person would be positive. Nevertheless, if the career of that individual does not align to the job he/she is doing then it can be argued that performance of such individual might be affected. Career success is defined as what an individual achieved as a result of their work experiences (Judge, Cable, Boudreau, & Bretz 1995). Career success depends on two things such as intrinsic success (job satisfaction) and extrinsic success (income and status). Job satisfaction has been defined as the comprising between the actual outcomes and desired outcomes of an employee reaction based on the Job (Egan et al., 2004). Research shows that neuroticism which is the opposite of emotional stability has a negative correlation when link to Job satisfaction and in terms of income and status. Judge and Locke (1993) found out that employees with a negative emotions were likely to have a low job satisfaction which can lead to bad performance as low job satisfaction indicate that employee are not happy with the jobs they are in which can further lead to job stress, poor morale and lack of productivity. On the other hand research shows that Extraversion will be positively related to intrinsic career success and extrinsic success. Watson and Clark (1997) note that extraversion individual has a positive emotion which can lead to a high job satisfaction, and can further predict employee performance. Furthermore, another positive personality related to extrinsic career success is conscientiousness. Barrack & Mount (1997) research shows that conscientiousness may influence extrinsic career success through its high predictor factor on job performance.
这五大特质与职业成功之间存在着关系，而职业成功的回报会导致员工的绩效。然而，在五大特质中，神经质、外向性和尽责性与职业成功最相关。可以说，在某种程度上，员工的表现是由性格决定的。然而，在某种程度上，职业成功也可以通过员工的性格来预测绩效。例如，如果一个人的职业是成为一名会计师，而他们在银行工作，那么这个人的表现很可能是积极的。然而，如果该个人的职业与他/她正在从事的工作不一致，那么可以认为该个人的表现可能会受到影响。职业成功被定义为个人因其工作经历而取得的成就。职业成功取决于两个因素，如内在成功（工作满意度）和外在成功（收入和地位）。工作满意度被定义为基于工作的员工反应的实际结果和期望结果之间的关系。研究表明，与情绪稳定性相反的神经质与工作满意度以及收入和地位相关时，具有负相关。Judge和Locke发现，情绪消极的员工很可能工作满意度低，这会导致工作表现不佳，因为工作满意度低表明员工对所从事的工作不满意，这会进一步导致工作压力、士气低落和生产力不足。另一方面，研究表明外向性与内在职业成功和外在成功呈正相关。Watson和Clark指出，外向型个人具有积极的情绪，这可以导致高工作满意度，并可以进一步预测员工绩效。此外，与外在职业成功相关的另一个积极性格是尽责。Barrack&Mount的研究表明，尽责性可能通过其对工作绩效的高预测因子影响外在职业成功。
Conclusion:结论
In conclusion, this essay has found out that out of all the personality assessment used in a company to predict performance, the big five model is the most reliable method of predict employee performance despite all the criticisms of the FFM. This FFM is used by many researchers to predict performance and it has been researched that the most strongly trait that can be used to predict all job occupation is Conscientiousness. It can be argued that FFM is accurate when predicting employee performance as it has also been used for personality assessment. However, one negative effect of using personality assessment to predict performance is that candidate can give false answer in order to meet the job description of the company so that they can get the job. So therefore, it is recommended that companies should not depend on one factor to predict performances as they are other factors that can lead to high performance such as cognitive intelligence/Ability (CI), Emotional intelligence/ Ability (EI) and Motivation – related attitudes/ competencies.
总之，本文发现，在公司用来预测绩效的所有性格评估中，尽管FFM受到了各种批评，但五大模型是预测员工绩效的最可靠的方法。许多研究人员使用这种FFM来预测绩效，并且已经研究表明，可以用来预测所有职业的最强烈的特征是尽责性。可以说，FFM在预测员工绩效时是准确的，因为它也被用于性格评估。然而，使用性格评估来预测绩效的一个负面影响是，应聘者可以给出错误的答案，以满足公司的工作描述，从而获得工作。因此，建议公司不要依赖一个因素来预测绩效，因为它们是其他可能导致高绩效的因素，如认知智力/能力、情绪智力/能力和动机相关的态度/能力。
It is important to know that although there are some advantages of using personality to predict employee performance, there are also some disadvantages. One advantage would be, it helps to choose the right candidate for the job which will lead to high performance as the employee will be motivated to work hard as their personality is link to the job they are doing (Buchanan, Huczynski, (2010) .pg. 189). Whereas, one disadvantage would be employee giving false answer on the personality test in order to score high so that they can be given the job which might lead to bad performance for the organisation if the employee actual personality does not link to the job description.
重要的是要知道，虽然使用个性来预测员工绩效有一些好处，但也有一些缺点。一个优点是，选择合适的候选人将有助于获得高绩效，因为员工将被激励努力工作，因为他们的个性与他们正在做的工作有关。然而，一个缺点是员工在性格测试中给出错误答案，以便获得高分，如果员工的实际性格与工作描述不符，则可能会给组织带来糟糕的业绩。
This essay has also identified the two main personality approach which are idiographic and nomothetic approach. Idiographic approach tells us that personality is unique and the theorist of this approach believes that employee personality should be open to change. Therefore, idiographic approach believes that personality assessment is not valid when predicting employee performance. Whereas, nomothetic theorist identified traits and believes that personality is resistant to change and further agreed that personality assessment should use when predicting employee performance.
本文还确定了两种主要的个性分析方法，即具体分析法和法理分析法。个性方法告诉我们，个性是独特的，这种方法的理论家认为，员工个性应该是开放的，可以改变的。因此，具体方法认为，在预测员工绩效时，性格评估是无效的。然而，无知觉理论者发现了这些特质，认为个性是不易改变的，并进一步同意在预测员工绩效时应使用性格评估。
Overall, there factors that affect personality differences between individuals. These factors are the biological environment, the social environment, the physical environment, the cultural environment, and role playing. All these factors related to the research about the nature and the nurture discussed in this essay.
References 参考文献
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总的来说，有一些因素会影响个体之间的性格差异。这些因素包括生物环境、社会环境、物理环境、文化环境和角色扮演。所有这些因素都与essay讨论的关于自然和后天的研究有关。本站提供各国各专业留学生essay代写或写作指导服务，如有需要可咨询本平台。