THE IMPACT OF PERSONALITY TRAITS ON BUSINESS MEN'S HONESTY

Abstract

The current investigation scrutinizes the correlation between personality characteristics and the concept of honesty within the context of business professionals, emphasizing the interplay of demographic factors such as gender, educational qualifications, and age in conjunction with personality traits to affect ethical conduct. Leveraging the Big Five Personality Model, this study seeks to ascertain whether attributes such as Extraversion, Agreeableness, Conscientiousness, Neuroticism, and Openness to Experience exhibit significant variations among individuals demonstrating disparate levels of honesty and whether these traits can serve as indicators of ethical behavior in business environments. A quantitative methodological framework was adopted, employing standardized self-report instruments, including the Big Five Inventory and a validated Honesty Scale, administered to a cohort of (N = 200) business professionals across four distinct regions.The analysis unveiled notable gender-based disparities in both personality traits and levels of honesty, with female respondents displaying superior scores in Extraversion, Agreeableness, Conscientiousness, and overall honesty in comparison to their male counterparts. The results of multiple regression analysis revealed that, among the various predictors examined, only gender and educational qualifications exerted a statistically significant influence on honesty, while personality traits did not emerge as significant linear predictors. Nevertheless, a one-way ANOVA analysis indicated that individuals exhibiting elevated levels of honesty consistently obtained higher scores across all personality traits, implying a non-linear association between personality and honesty. These results enhance the comprehension of the psychological and demographic factors influencing ethical behavior in professional domains. The study underscores the critical role of gender and education in promoting honesty and posits that, although personality may not serve as a direct predictor of honesty, it is substantially correlated with it across varying levels. This research presents practical ramifications for ethical hiring practices, leadership development, and the establishment of integrity-oriented organizational protocols.