Does individual personality influence work outcomes?
There is a sizable number of studies investigating the role of personality in predicting work outcomes. To assess the generalizability of all these findings, several meta-analyses have bundled these results.
The meta-analyses have indeed confirmed a clear correlation between personality and work outcomes. Researchers have for example found a link between personality and performance, organizational citizenship behavior, turnover, job satisfaction or organizational commitment.
Overall, these studies imply that especially one dimension of personality, conscientiousness, is the most valid predictor for preferential work outcomes.
Other traits, such as extraversion, can be good predictors, but not for every work context.
Does individual personality influence work outcomes differently in a work environment with a high degree of autonomy?
Most of what we currently know about the effect of personality on work outcomes in work environments with a high degree of autonomy comes from research on self-managed teams or from studies investigating jobs that include a high degree of independence.
Very broadly summarized, these studies show that especially individuals with high levels of the traits conscientiousness and extraversion fit very good to an increased degree of autonomy and perform better in these environments.
However, no research has yet been done to determine which personality traits are best suited to a non-hierarchical work environment, as practiced in self-managing organizations.
If you are interested in this topic, please have a look at the present study
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