In universities, lecturers are an essential group that provides the main services to the universities. Their roles and quality are important to meet the university's inspiration and goals. In private Higher Education Institutions (HEIs), lecturers hold multiple roles, such as teaching, research and publication, and administrative positions. Ignoring their well-being could be detrimental to the individual as well as to the university as a whole. This study aims to explore the effect of the big five personality of lecturers towards job performance in the context of private HEIs in Malaysia. This study's data was collected using random sampling techniques from the selected private HEIs. A set of questionnaires are used for the data gathering from 260 full-time lecturers as respondent. The data were analyzed using the Structural Equation Modelling techniques using AMOS 22 version software. The study result supports two of the five hypotheses tested. The findings showed that Conscientiousness and Openness significantly influence the lecturer's job performance. At the same time, Extraversion, Agreeableness and Neuroticism do not significantly influence the lecturer's job performance. This study contributes immensely to the literature and suggests how the bigfive personality contribute to individual job performance. The findings indicate that the management of HEIs can improve and nurture individual factors' effectiveness, leading to a lecturer's job performance. Finally, the study's limitations, conclusion and suggestions for future research direction were discussed.

Academic staffs are the main asset to Higher Education Institutions (HEIs) since education is the institution's core business. The ability of academic staff to meet the goals set by the HEIs is of utmost importance. They must possess strong competencies and excellent personality to improve their performance and achieve the desired target. Although the effect of organizational and individual factors has been verified in previous studies, it remains unclear what underlying mechanisms explain the relationship. This study examined the role of personality as a mediator in the relationship between leader-member exchange (LMX) and job performance. This research used a quantitative method with a total sample of 260 academic staff in private HEIs, which were analyzed using the SEM Amos software. The findings showed that LMX and job performance (β= -0.26) and LMX and personality (β= 0.42) were significantly related, and academic staff personality was found to have the most substantial effect on job performance (β= 1.07). The result also indicated that personality partially mediates the relationship between LMX and job performance. The study's findings propose that the management of HEIs can improve the organizational factors through the proper implementation of LMX, which will nurture individual factors' effectiveness and improve academic staff job performance.