Personality enables us to predict what a person will do in a given situation; more so, personality is the governing trait of an individual that has been associated with performance at work. A descriptive-correlational study was employed to examine the relationship between personality and employee performance in XYZ Company. The participants of the study were the 138 rank-and-file employees of the three (3) business entities in Bacolod City. The SFPQ (Six Factor Personality Questionnaire) was utilized to measure employees’ personality. Personality dimensions assessed in this study were the factor scales namely: Extraversion, Agreeableness, Openness to Experience, Independence, Methodicalness, Industriousness, and Conscientiousness. The Performance Appraisal Rating Report as of December 2015 was used in determining employees’ performance. Results revealed that rank-and-file employees had Openness to Experience and average performance level. In addition, there were no significant differences between employees’ personality and performance as to sex, chronological age, and length of service. The findings revealed no significant relationship between personality and job performance. The not significant results put forward that when personality tests are used for recruitment, selection, promotion, and placement purposes are perhaps not the appropriate tool to calculate performances. Motivation and human ability (e.g. technical skills, conceptual skills) may be the other factors that mediate employee performance. Personality alone cannot envisage performance at work. Having the right competences is vital in job performance. The placement of right people to the right designation is central to an organization.
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