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There are many different personality types and just as many assessments to evaluate those personalities. However, not all assessments can meet the needs of every organization. At Quantum, we utilize our years of experience to understand the unique needs of our clients to determine which assessment, or combination of assessments, will provide the information and tools needed to accomplish those objectives.

Supportive Research

A study examined the relationship between personality traits and workplace safety found that agreeableness and conscientiousness had a negative relationship with unsafe behaviors, whereas extraversion and neuroticism had a positive relationship with unsafe behaviors (Beus, Dhanani & McCord, 2015).

Another study showed that Extraversion had a positive relationship with job performance in jobs that involved social interaction (i.e. sales, management) and Openness to Experience and Extraversion were related to training proficiency across occupations (Barrick & Mount, 1991).

A study evaluating individual personalities and their behavior in a team setting found that agreeableness predicted interpersonal teamwork behavior conscientiousness predicted management behavior (Sears & Schat, 2011)

A study that analyzed team effectiveness and team personality traits found that teams with members that rated equally in Openness to Experience, Agreeableness, and Conscientiousness had a positive relationship to team performance. It also found a positive relationship between team performance and teams comprised of members with a diverse rating in Extraversion and Emotional Stability (Neuman, Wagner, & Christiansen, 1991).

How would your organization benefit from implementing personality assessments?

  • Administering personality assessments will allow the organization to:
    • better understand each individual employees’ strengths, weaknesses and what workplace conditions will make them successful and productive.
    • aid you in strategically developing effective teams or determining which employees might work better alone.
  • Personality assessments also give employees a deeper understanding of themselves, their coworkers, and the differences in their traits, strengths, and weaknesses.
  • The insights gained from using these assessments will result in greater employee production, engagement and satisfaction.
  • Linking personality and values to the workplace
    • Person-job-fit
    • Person-organization fit theory
      • Argues that people are attracted to and selected by organizations that match their values, and they leave organizations that are not compatible with their personalities
      • If an organization faces dynamic and changing environments and needs employees that can readily change tasks and move easily between teams, it is more important that personalities are compatible with an organization’s culture than with characteristics of a specific job
      • Research has looked at if employee values match the organizations culture and found that it predicts job satisfaction, commitment, and lower turnover
    • Moved from employee ability to perform job towards persons flexibility to meet changing situations and commitment to the organization
  • Talent acquisition
  • Talent development