Abstract
The objective of our investigation was to verify a questionnaire’s suitability in identifying managerial competencies concerning managers’ personality characteristics. Methods: For the content validity of the questionnaire assessment of managerial competencies (AMC23), we investigated its coherence with the appraisal of the management style methodology, i.e., managerial grid (MG), with correlation analysis. The existence of statistically significant relationships between the assessment of managerial competencies and managers’ personality characteristics was determined using Pearson’s correlation coefficient concerning the BIG-5 model. Results: In total, 573 managers participated in this study. Our examination concludes that motivational competencies correlated positively with the compromise and cooperative style; performance competencies with the competitive and cooperative style; and social competencies with the cooperative, adaptive, and compromise style. Not least, target competencies positively correlated with the competitive and cooperative style. Further, neuroticism negatively correlated with social managerial competence, extraversion, and openness to experience, which positively correlated with motivational and target competence. Friendliness was positively associated with social competence, and diligentness positively correlated with motivational, performance, and target competence. Conclusion: We determined significant correlations between managerial competencies (AMC23) and managerial style (MG). Our findings might have implications for further investigation and the development of more comprehensive instruments to assess managerial competencies in connection with managers’ personalities. We point out the need for further research to verify, improve, and constitute a model that further elucidates and explains managerial competencies.
Highlights
Management competency is the ability to perform a set of functions and achieve a high level of performance
Managerial competencies are skills that contribute to the excel-lent performance of a managerial role
The recent interest of the professional community in identifying managerial competencies in the context of managers’ personalities instigated us to undertake this formative research study, as well as the need to fill the gap on different views on managerial competencies, as represented by the classical situational approach based on dynamic competencies
Summary
Management competency is the ability to perform a set of functions and achieve a high level of performance. A different approach is the specification of competencies in terms of personality characteristics that need to be further explored to understand better-related integrands that enhance managerial performance. Personnel management was described as early as 1954 by Peter Drucker as an activity set of random techniques. He described it more as a way of life that leads to society’s well-being and that of the whole economy [1]. He considered the art of management in Sustainability 2022, 14, 170.
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