The Relationship of Personality Colors With Performance: A Research on Public Institutions

The aim of this study is to determine the relationship between personality color and performance of the personnel working in public institutions. In this context, the concepts of personality, personality colors, performance and performance evaluation were put forward a comprehensive theoritical framework. Following, The implementation part of the study was then carried out on public personnel working in Bozkır district of Konya. Without sampling, all 151 public personnel working in the institutions were tried to be reached with the permission of the steppe District Governorate, and questionnaires prepared for 151 public personnel were distributed and implemented. 100% conversion was provided in distributed questionnaires. In order to collect data, the questions in the study of Toktamışoğlu and Alkış (2005) were used for personality color test and Odabaş (2004) performance evaluation scale. The findings of the research were analyzed with SPSS 22.0 program. Cronbach s Alpha method was used to determine the credibility of the surveys. Findings containing frequency tables, averages and standard deviations have been determined. Average scores of the sub-dimensions were calculated. In cross-group comparison analysis, if the number of subjects is sufficient for parametric tests, t-testing was performed when comparing the two groups. When comparing more than two groups, one-way ANOVA analysis was performed and according to the ANOVA test results, Tukey HSD test was performed if the variances were homogeneous and Games Howell analysis was performed if the variances were not homogeneous. While evaluating the analysis results, statistical significance limit was determined as p 0.05. As a result of the analysis, the average of strong red is 4.49, the average of perfect purple is 4.61, the average of popular pink is 3.91 and nonchalant white is 4.02. As a result of the Anova test, significant relationship was found between the personality colors and performance of public personnel. As a result of the studies, it was estimated that employees with have perfect purple personality color and strong red personality color will be higher than the performance results of employees with other personality color. This assumption was made considering the dominant traits of employees with excellent purple and strong red personality color: work discipline, finalizing the job, making quick decisions, focusing on working for a long time, and doing multiple jobs, don t giving up etc. The result of the study also confirms this assumption.