Published
Global Encyclopedia of public Administration, Public Policy, and Governance.
Working Style Assessment (WSA): The Gender Difference in Thai Population.
Abstract
Work styles are essential to both employees and managers. Work styles also reflect the outcome and quality of training program. In case of the job applicants hold similar qualification, especially functional competency, it is work styles that offer a way to distinguish candidates that are most suitable for the job and organization culture. In addition, work styles assessment can effectively help with promotion decision, as employees with higher levels of work styles tend to be more efficient in their current jobs and work behaviors.
Measuring work styles will allow an organization to keep track of the level of effort being enacted by its employees over time and compare the amount and quality of effort to what is required. In addition, work styles are not static but are influenced by a wide range of variables through policy, structural change, and environmental transformation. It is noted that employee work styles may be constructively adjusted (BaylSmith and Griffin 2015).
Work styles can be of practical use to professionals in human resource and organizational development. To characterize a person’s work style, the WSA was developed (Messer and Ureksoy 2014). The WSA is an assessment or a career tool for finding a person’s personality traits that are involved to effective job performance. The development of the work style taxonomy was based on the review and integration of several well-established personality taxonomies. Essentially, it was established based on the Hogan Personality Inventory (Hogan and Hogan 1992), big five-traits and job performances (Barrick and Mount 1991), and the Occupational Personality Questionnaire (Saville and Holdsworth 1990).
(2020). Working Style Assessment (WSA): The Gender Difference in Thai Population.. Global Encyclopedia of public Administration, Public Policy, and Governance., 11(1), 1-8. doi:10.1007.