Relación entre los rasgos de personalidad y desempeño laboral en trabajadores de una empresa de telecomunicaciones del centro norte de Quito, en el periodo marzo- agosto del 2025

Abstract

This research addressed the relationship between personality traits and job performance within the company located in Quito, during the year 2025. From a quantitative, nonexperimental, cross-sectional and correlational approach, the study aimed to analyze how different personality profiles—identified through the DISC test—influence employee performance in an organization dedicated to sales and collections. By applying the DISC personality test and a company-developed performance evaluation form, data were collected to classify workers according to their behavioral styles (Dominance, Influence, Steadiness, and Conscientiousness) and determine their performance levels in the organizational setting. The results showed a significant correlation between certain personality traits and work performance. Employees with a Steadiness profile performed better in collaborative and structured environments, while those with high Influence traits excelled in group dynamics, although they required greater external motivation. Meanwhile, Dominant and Conscientious profiles stood out in leadership and technical tasks but could potentially generate interpersonal conflicts if not properly managed. The research was grounded in contemporary frameworks such as the person-job fit theory, Herzberg’s two-factor theory, and the DISC behavioral model. These allowed for an integrative interpretation of the findings from an organizational psychology perspective. It was observed that the lack of awareness regarding the ideal behavioral profile for specific roles can lead to inefficiencies and tensions within work teams. The study highlighted the importance of integrating personality assessments into recruitment, selection, and professional development processes to optimize both individual and team performance. It concluded that understanding personality in workplace contexts is not only key to improving talent management but also serves as a strategic tool to prevent conflicts, strengthen team cohesion, and enhance the organizational climate in high-demand relational environments such as sales and collections. Finally, this research seeks to contribute to the development of more conscious, efficient, and human-centered organizational practices that view personality diversity as an asset rather than a limitation.