PERSONALITY: KEY SUCCESS TO HR MANAGEMENT USING HIERARCHICAL LINEAR MODELING
Keywords:
Management, HR, Hierarchical linear modelingAbstract
The purpose of this research is to determine whether organizational and individual levels affect to the illness. A total of 2,079 questionnaires were used to analyze the statistics (Hierarchical Linear Modeling). The results showed that at the individual level, there were two statistically significant variables, the years of work, which negatively affected stress and illness. Moreover, extraversion, and conscientiousness personality traits have negative effects on stress and illness, compared to openness to experience personality variables which is the base variable. At corporate level, overall satisfaction has a negative impact on stress and illness. Therefore, the result should be implement on recruitment of new employees into the organization. HR should be measured personality, because most organizations focus on competencies or performance and neglect the personality. Competencies can increase the performance easily, but the personality is difficult to change. The people is conscientiousness personality traits, trend to be talented, intelligent, foresightful, effectiveness in doing things, and well prepared for managing their lives
References
ชิตาพร เลี้ยงวิจิตร. (2545). ลักษณะบุคลิกภาพที่ส่งผลต่อความพึงพอใจในการทำงานและการขาดงาน: ศึกษาเฉพาะกรณีศึกษาบริษัทเอกชนแห่งหนึ่ง. (วิทยานิพนธ์ปริญญามหาบัณฑิต, มหาวิทยาลัยธรรมศาสตร์).
ชินานาฏ นิจจะยะ และถวัลย์ เนียมทรัพย์. (2554). อิทธิพลของบุคลิกภาพห้าองค์ประกอบ และการสนับสนุนทางสังคมที่มีต่อความเครียดของพนักงานฝ่ายผลิตยางรถยนต์ บริษัท วีรับเอบร์ จำกัด. ใน การประชุมทางวิชาการของมหาวิทยาลัยเกษตรศาสตร์ ครั้งที่ 49: สาขามนุษยศาสตร์ และสังคมศาสตร์ (หน้า 201-214). กรุงเทพฯ: มหาวิทยาลัยเกษตรศาสตร์.
รัชดาภรณ์ นาถอัจลา. (2549). บุคลิกภาพ ปัจจัยในการท างานและความเครียดของพนักงานระดับ ปฏิบัติการในโรงงานผลิตสารเคมีเกษตร. (วิทยานิพนธ์วิทยาศาสตร์มหาบัณฑิต, มหาวิทยาลัยเกษตรศาสตร์.
Barrick, M.R., & Mount, M.K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personel Psychology, 44, 1-26.
Besser, A., & Shackelford, T. K. (2006). Mediationof the effects of the big five personality demensions on negative mood and confirmed affective expectations by perceived situational stress: A quasi- field study of vacationers. Personality and Individual Differences, 42, 1333-1346.
Burgess, L., Irvine, F., & Wallymahmed, A. (2010), Personality, stress and coping intensive care nurses: a descriptive exploratory study. Nursing in critical care, 15(3), 129140.
Chieh-Heng, K., & Shu-Rung, L. (2016). Exploring the effects of personality traits on hotel employee job burnout. The International Journal of Organizational Innovation, 9(2).
Conard, M. A., & Matthews, R. A. (2008). Modeling the stress process: personality eclipses Dysfunctional cognitions and workload in predicting stress. Personality and Individual Differences, 44(1), 171-181.
Cranny, C. J., Smith, P. C., & Stone, E. F. (1992). Job Satisfaction: How People Feel About Their Jobs and How It Affects Their Performance. New York: Lexington.
Demerouti, E., Bakker, A.B., Nachrei-ner, F., & Schaufeli, W.B. (2001). The job demandsresources model of burnout. Journal of Applied Psychology, 86, 499–512.
De Vries, J., & Van Heck, G.L., (2002). Fatigue: relationships with basic personality and temperament di-mensions. Personality and Indivi-dual Differences 33, 1311– 1324.
Ferris, G. R., & Judge, T. A. (1991). Personnel, human resources management: a political influence. Journal of Management, 17(2), 447.
Forsyth, P. (2006). How to motivate people (2nd ed). London: Kogan page.
Goddard, R., Patton, W., & Creed, P., (2004). The importance and place of neuroticism in predicting burnout in employment service case managers. Journal of Applied Social Psycho-logy, 34(2), 282–296.
Grant, S., & Langan-Fox, J. (2006). Occupational stress, coping and strain: The combined/ interactive effect of the big five traits. Personality and Individual Differences, 41(4), 719-732.
Ivancevich, J. M. (2011). Organizational behavior and management (9thed.). New York, NY: McGraw-Hill Irwin.
Jarinto, K. (2011). Understanding stress in multinational companies in Thailand. International Business Research, 4(4), 153.
Jewell, L. N., & Siegall, M. (1990). Contemporary industrial organizational psychology (2nd ed.). New York: West.
Judge, T. A., Martocchio, J. J., & Thoresen, C. J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82(5), 745–755.
Judge, Timothy A., Locke, Edwin A., Durham, Cathy C.,Kluger, Avraham N. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83(1), 17-34.
Judge, T., Heller, D., & Mount, M. (2002). Five-factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology, 87, 530–541.
Kinicki, A. (2012). Organizational behavior: key concepts, skills & best practices (5thed.). New York: McGraw-Hill Irwin.
Kraus, Shane W; Stein, Catherine H., (2013). Recovery-oriented services for individuals with mental illness and case managers' experience of professional burnout. Community Mental Health Journal, 49(1),7-13.
Lord, R. G., De Vader, C. L., & Alliger, G. M. (1986). A Meta-analysis of the relation between personality traits and leadership perceptions: Procedures. Journal of Applied Psychology, 71, 402-410.
McCrae, R. R., Scally, M., Terracciano, A., Abecasis, G. R., & Costa, P. T. (2010). An alternative to the search for single polymorphisms: toward molecular personality scales for the five-factor model. Journal of Personality and Social Psychology, 99(6). Retrieved from http://search.proquest.com/docview/822397246/ /1?accountid =44783
Meir, E. I., Melamed, S., & Dinur, C. (1995). The benefits of congruence. Career Development Quarterly, 43, 257-266.
Mirvis, P. H. (1995). Book Review. Human Resource Management (1986-1998), 34(1), 215.
Muchinsky, P.M. (1993). Psychology Applied to Work an Introduction to Industrial and Organizational Psychology (4th ed.). California: Brooks/Cole.
Organ, D. W., & Lingl, A. (1995). Personality, satisfaction and organizational citizenship behavior. The Journal of Social Psychology, 135(3), 339–350.
Phillips, J. (2012). Organizational behavior: tools for success. Mason, OH: South-Western Cengage Learning.
Raudenbush, S., & Bryk, A. (2002). Hierarchical Linear Models applications and data analysis methods (2nd ed.). California: Sage Publications.
Suumeijer, Th. P., et al. (2005). The relationship between personality, supportive transactions and support satisfaction, and mental health of patients with early rheumatoid arthritis results from the Dutch part of the Eurydice study. Social Indicators Research, 73, 179-197.
Tharenou P. (1997). Managerial career advancement. International Review of Industrial and Organizational Psychology, 12, 39-93.
Tokar, D. M., & Subich, L. M. (1997). Relative contributions of congruence and personality dimensions to job satisfaction. Journal of Vocational Behaviour, 50, 482-491.
Went, R. (2002). Globalization in the perspective of imperialism. Science & Society, 66(4), 473–497.
ชินานาฏ นิจจะยะ และถวัลย์ เนียมทรัพย์. (2554). อิทธิพลของบุคลิกภาพห้าองค์ประกอบ และการสนับสนุนทางสังคมที่มีต่อความเครียดของพนักงานฝ่ายผลิตยางรถยนต์ บริษัท วีรับเอบร์ จำกัด. ใน การประชุมทางวิชาการของมหาวิทยาลัยเกษตรศาสตร์ ครั้งที่ 49: สาขามนุษยศาสตร์ และสังคมศาสตร์ (หน้า 201-214). กรุงเทพฯ: มหาวิทยาลัยเกษตรศาสตร์.
รัชดาภรณ์ นาถอัจลา. (2549). บุคลิกภาพ ปัจจัยในการท างานและความเครียดของพนักงานระดับ ปฏิบัติการในโรงงานผลิตสารเคมีเกษตร. (วิทยานิพนธ์วิทยาศาสตร์มหาบัณฑิต, มหาวิทยาลัยเกษตรศาสตร์.
Barrick, M.R., & Mount, M.K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personel Psychology, 44, 1-26.
Besser, A., & Shackelford, T. K. (2006). Mediationof the effects of the big five personality demensions on negative mood and confirmed affective expectations by perceived situational stress: A quasi- field study of vacationers. Personality and Individual Differences, 42, 1333-1346.
Burgess, L., Irvine, F., & Wallymahmed, A. (2010), Personality, stress and coping intensive care nurses: a descriptive exploratory study. Nursing in critical care, 15(3), 129140.
Chieh-Heng, K., & Shu-Rung, L. (2016). Exploring the effects of personality traits on hotel employee job burnout. The International Journal of Organizational Innovation, 9(2).
Conard, M. A., & Matthews, R. A. (2008). Modeling the stress process: personality eclipses Dysfunctional cognitions and workload in predicting stress. Personality and Individual Differences, 44(1), 171-181.
Cranny, C. J., Smith, P. C., & Stone, E. F. (1992). Job Satisfaction: How People Feel About Their Jobs and How It Affects Their Performance. New York: Lexington.
Demerouti, E., Bakker, A.B., Nachrei-ner, F., & Schaufeli, W.B. (2001). The job demandsresources model of burnout. Journal of Applied Psychology, 86, 499–512.
De Vries, J., & Van Heck, G.L., (2002). Fatigue: relationships with basic personality and temperament di-mensions. Personality and Indivi-dual Differences 33, 1311– 1324.
Ferris, G. R., & Judge, T. A. (1991). Personnel, human resources management: a political influence. Journal of Management, 17(2), 447.
Forsyth, P. (2006). How to motivate people (2nd ed). London: Kogan page.
Goddard, R., Patton, W., & Creed, P., (2004). The importance and place of neuroticism in predicting burnout in employment service case managers. Journal of Applied Social Psycho-logy, 34(2), 282–296.
Grant, S., & Langan-Fox, J. (2006). Occupational stress, coping and strain: The combined/ interactive effect of the big five traits. Personality and Individual Differences, 41(4), 719-732.
Ivancevich, J. M. (2011). Organizational behavior and management (9thed.). New York, NY: McGraw-Hill Irwin.
Jarinto, K. (2011). Understanding stress in multinational companies in Thailand. International Business Research, 4(4), 153.
Jewell, L. N., & Siegall, M. (1990). Contemporary industrial organizational psychology (2nd ed.). New York: West.
Judge, T. A., Martocchio, J. J., & Thoresen, C. J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82(5), 745–755.
Judge, Timothy A., Locke, Edwin A., Durham, Cathy C.,Kluger, Avraham N. (1998). Dispositional effects on job and life satisfaction: The role of core evaluations. Journal of Applied Psychology, 83(1), 17-34.
Judge, T., Heller, D., & Mount, M. (2002). Five-factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology, 87, 530–541.
Kinicki, A. (2012). Organizational behavior: key concepts, skills & best practices (5thed.). New York: McGraw-Hill Irwin.
Kraus, Shane W; Stein, Catherine H., (2013). Recovery-oriented services for individuals with mental illness and case managers' experience of professional burnout. Community Mental Health Journal, 49(1),7-13.
Lord, R. G., De Vader, C. L., & Alliger, G. M. (1986). A Meta-analysis of the relation between personality traits and leadership perceptions: Procedures. Journal of Applied Psychology, 71, 402-410.
McCrae, R. R., Scally, M., Terracciano, A., Abecasis, G. R., & Costa, P. T. (2010). An alternative to the search for single polymorphisms: toward molecular personality scales for the five-factor model. Journal of Personality and Social Psychology, 99(6). Retrieved from http://search.proquest.com/docview/822397246/ /1?accountid =44783
Meir, E. I., Melamed, S., & Dinur, C. (1995). The benefits of congruence. Career Development Quarterly, 43, 257-266.
Mirvis, P. H. (1995). Book Review. Human Resource Management (1986-1998), 34(1), 215.
Muchinsky, P.M. (1993). Psychology Applied to Work an Introduction to Industrial and Organizational Psychology (4th ed.). California: Brooks/Cole.
Organ, D. W., & Lingl, A. (1995). Personality, satisfaction and organizational citizenship behavior. The Journal of Social Psychology, 135(3), 339–350.
Phillips, J. (2012). Organizational behavior: tools for success. Mason, OH: South-Western Cengage Learning.
Raudenbush, S., & Bryk, A. (2002). Hierarchical Linear Models applications and data analysis methods (2nd ed.). California: Sage Publications.
Suumeijer, Th. P., et al. (2005). The relationship between personality, supportive transactions and support satisfaction, and mental health of patients with early rheumatoid arthritis results from the Dutch part of the Eurydice study. Social Indicators Research, 73, 179-197.
Tharenou P. (1997). Managerial career advancement. International Review of Industrial and Organizational Psychology, 12, 39-93.
Tokar, D. M., & Subich, L. M. (1997). Relative contributions of congruence and personality dimensions to job satisfaction. Journal of Vocational Behaviour, 50, 482-491.
Went, R. (2002). Globalization in the perspective of imperialism. Science & Society, 66(4), 473–497.
Downloads
Published
29.12.2017
How to Cite
จรินโท ก. PERSONALITY: KEY SUCCESS TO HR MANAGEMENT USING HIERARCHICAL LINEAR MODELING. RMUTT Global Business and Economics Review, Pathum Thani, Thailand, v. 12, n. 2, p. 189–210, 2017. Disponível em: https://so03.tci-thaijo.org/index.php/RMUTT-Gber/article/view/241932. Acesso em: 18 may. 2025.
Issue
Section
Research Articles
License
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของผู้นิพนธ์
ข้อความที่ปรากฏในบทความแต่ละเรื่องในวารสารวิชาการเล่มนี้เป็นความคิดเห็นส่วนตัวของผู้เขียนแต่ละท่านไม่เกี่ยวข้องกับมหาวิทยาลัยเทคโนโลยีราชมงคลธัญบุรี และคณาจารย์ท่านอื่นๆในมหาวิทยาลัยฯ แต่อย่างใด ความรับผิดชอบองค์ประกอบทั้งหมดของบทความแต่ละเรื่องเป็นของผู้เขียนแต่ละท่าน หากมีความผิดพลาดใดๆ ผู้เขียนแต่ละท่านจะรับผิดชอบบทความของตนเองแต่ผู้เดียว
