Results of The Intervention Measures to Improve Trustworthiness of Business Students: the Progressing, the Neutralizing and the Declining.

International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue II, February 2022 | ISSN 2454–6186

Results of The Intervention Measures to Improve Trustworthiness of Business Students:the Progressing, the Neutralizing and the Declining.

Amelie L. Chico, DM, FRIM¹, Vicente Montaño, DBA^2
1Research Professor, University of Mindanao (Panabo Campus)
²CBAE-College Dean, University of Mindanao (Bolton Campus)

ABSTRACT:
Not all-academic interventions yield the same effect to student recipient. Nevertheless, business educators continue to provide intervention program without examining its effect on students. This study tries to measure the effectiveness of an intervention measure among third-year students to improve their level of trustworthiness indicated in the result of the 16 Personality Factor Test (PFT). The intervention measure was embedded in their Human Behavior in Organization course, enriching the subject with cases and activities on trust as an important element in business organization, at the same time, orienting the faculty on the importance of personality on student’s future career. The study reveals that there is a significant improvement on the trust among students, those enrolled in the second term, second semester have a higher post-test performance than other periods. Due to student’ different learning and faculty teaching style result significantly varies. There are three clusters of students those who respond positively in the intervention measure, those that remained neutral and those that respond negatively. Students in the first cluster, the progressing, grasp the importance of trustworthiness in business. The second cluster, the neutrals, demonstrates trait optimism; these students try to maintain their status quo. The third cluster, the decliners, low self-efficacy attributes to the negative response.

Keywords: intervention measures, human behavior in organization course, business education, cluster analysis, and discriminant analysis.

INTRODUCTION

One scientific measure of a normal person that can predict a healthy range of life behavior is the 16 Personality Factor Tests (16PFT). This test measures the basic structure of human personality (R. B. Cattell & Eber, 1950). In the study of Cattell, he pronounced that all individuals possess the 16-personality factor but with a varying degree level (McCrae & Costa Jr, 2003). Catell produces a questionnaire that measures the degree of the 16-personality factor from individuals, and it is extensively used today in business and employment (Salgado, 2003).
The 16 personality dimension according to Castell are abstractedness: Imaginative versus practical; apprehension: Worried versus confident; dominance: Forceful versus submissive; emotional stability: Calm versus high strung; liveliness: Spontaneous versus restrained; openness to Change: Flexible versus attached to the familiar; perfectionism: Controlled versus undisciplined; privateness: Discreet versus open; reasoning: Abstract versus concrete; rule Consciousness: Conforming versus non-conforming; self-Reliance: Self-sufficient versus dependent; sensitivity: Tender-hearted versus tough-minded; social Boldness: Uninhibited versus shy; tension: Inpatient versus relaxed; vigilance: Suspicious versus trusting and Warmth: Outgoing versus reserved (H. E. P. Cattell & Mead, 2008).
In a separate investigation using the 16PFT among senior executive the relationship between emotional intelligence (EI), personality, cognitive intelligence, and leadership effectiveness, reveal that high level of association existed between EI and leadership effectiveness (Rosete & Ciarrochi, 2005). In a leader-subordinate relationship using the 16PFT, reveal that a similar personality level of leader and subordinate increases the level of subordinate job satisfaction. The research establishes that the relationship between congruence and performance is inherent in the type of personality of the leader that is compatible with their subordinates (Ahmad, 2008).

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