Purpose – The difference in personality may play a significant role in the performance of an employee. And it can equally affect the type of Conflict (Relationship or Task) that an employee quickly gets entangled. This study aims to explore the role of personality traits in determining performance through conflict. Methodology: A random sampling technique was used to gather the data. Using R statistics, this study explored 360 employees of Ghana’s public sector within the capital city – Accra. Findings – According to the results, Openness to Experience and Agreeableness was significantly related to performance. Also, Agreeableness was negatively associated with task and relationship conflict. On the other hand, Conscientiousness and Neuroticism were also negatively associated with both types of conflict. Also, conflict as a mediator wasn’t statistically significant in determining the relationship between personality traits and performance. Practical implications – Knowing and understanding personality traits of employees, play a crucial role in employee performance and the type of perceived conflict. Culture has a possible influence on how employees handle conflict. Originality/value – This is the first research to use conflict as a mediator between personality traits and performance within the context of Ghana and Africa at large. It also adds to literature by investigating the role of personality traits on performance.
Performance, Personality Traits and Conflict
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