Job Performance of Hospitality Professionals

The academic and industrial sectors are constantly changing through the influence of digitalization social and environmental influence. These landscapes, psychologically, will affect how future employees may behave in order to adopt to their respective professions. Positive personalities are obviously responsible for employees' success in an organization, especially in hospitality and tourism, where the profession deals with people with various cultural backgrounds. The jobs in tourism and hospitality could be more relaxed, as stated by Alexandra (2023), thus resulting in high job turnover. The study was to determine the relationship between the personality dimensions and job performance of hospitality professionals. Questionnaires were disseminated to 100 respondents, all hospitality professionals. Their answers were subjected to statistical computation using Mean and Pearson r. This study showed that in terms of personality dimension, the respondents highly manifest all the indicators, such as being extrovert, agreeable, conscientious, and open to new experiences. Interestingly, among all the indicators, the following emerged the highest: respondents assume people are good, they cooperate rather than compete, and they are proficient (competent or skilled). However, the respondents could be higher in this personality dimension, like being tolerant and being perfectionist. Moreover, the job performance of hospitality workers respondents shows HIGH in most of the indicators, especially arriving at work on time, proposing solutions to problems, and consulting the supervisor when necessary. However, in the interest of identifying room for improvement, these are initiative and Leadership skills, including responding to feedback. In terms of the relationship among two variables, the study shows a relationship between personality dimension and job performance, thus rejecting the null hypothesis. This indicates that personality dimensions are connected and relevant to the performance of hospitality professionals. This concludes that the personality dimension indicated in this study has a significant relationship. The study's implication would serve as an eye-opener for the human resource management of every hospitality firm in considering the gauging of personality traits or dimensions in hiring hospitality personnel. Aside from skills, gauging qualifications and competency may include personality dimension or trait tests that serve as their basis in providing specific job descriptions and positions for the graduating students. This would help the students find the appropriate and suitable job or business for them