(The Effect of Ethical Tendencies on the Relationship Between Psychobiological Personality Theory Factors and Job Performance)

Abstract

Purpose – This study was carried out in order to determine whether ethical tendencies mediate the relationship between temperament and character factors and job performance according to psychobiological personality theory. Design/methodology/approach – Within t he s cope o f h uman r esources c onsultancy i n A nkara province, the sample of the study consisted of the employees of 4 firms (n = 111) in Ankara, which is an internationally operating medical device manufacturing factory, a national electrical products manufacturing factory, a national and international engineering firm and a financial consultancy firm operating in the service sector which demand the examination of the effect of personality traits on job performance in recruitment processes. Data were collected using the “Character and Temperament Scale (TCI)” and Ethical Tendencies Scale ”. Frequency, reliability, correlation, exploratory and confirmatory factor analyzes and structural equation modeling were used for data analysis. Findings – As a result of the analyzes, it was found that there was a statistically significant relationship between ‘seeking novelty’ as one of the temperament factors, ‘pity’ as one of the character factors and ‘pain avoidance’ as one of the ethical tendencies and job performance. However, the basic hypothesis which investigates the mediation role of ethical tendencies in the relationship between personality traits and job performance was not supported Discussion – According to the results of the study, contrary to the perception that candidates with certain personality traits will be more successful especially for certain positions in recruitment processes, it is seen that personality traits and ethical tendencies do not predict job performance significantly. When these results are taken into consideration, it is predicted that the research will give a n o pinion t o r esearchers and p ractitioners t o f ocus o n m ethods t o d etermine attitudes and behaviors at a more concrete level rather than focusing on identifying personality and ethical tendencies in recruitment processes.