The relationship between the big five personality dimensions and job satisfaction in a petro-chemical organisation
Year: 2003
Type: dissertation
Abstract: There is relatively little research based on the Big Five personality dimensions and job \nsatisfaction and the relationship thereof. Job satisfaction of employees is a good indication of \norganisational effectiveness and is influenced by organisational and dispositional factors. The \nfundamental nature of the dispositional approach is that individuals have stable traits that \nsignificantly influence their affective and behavioural reactions to organisational settings. Job \nsatisfaction can be considered a general feeling of well-being experienced by any employee \nabout the work he or she does or as a related collection of attitudes about various aspects of \nthe job. Employees, who perform at higher levels, will most likely make a greater \ncontribution in the organisation. These individual's are more likely to achieve greater status; \nthus the importance of having satisfied employees in any organisation. The general objective \nof this study was to determine the relationship between personality dimensions and job \nsatisfaction of engineers in a petro-chemical organisation. \nA cross-sectional survey design was used in the empirical study. The sample consisted of 89 \njunior to middle level engineers within a petro-chemical organisation. The Minnesota Job \nSatisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were \nadministered. Descriptive statistics were used to analyse the data. Cronbach alpha \ncoefficients, inter-item correlation coefficients and confirmatory factor analysis were used to \nassess the reliability and validity of the measuring instruments. Pearson and Spearman \ncorrelation coefficients were used to specify the relationships between the variables. Multiple \nregression analysis was used to determine which personality dimensions were the best \npredictors of job satisfaction. \nThe current research found that employees who are more stable and introverted tend to be \nmore satisfied with achievement, independence as well as human and technical supervision at \nthe work place. It was also established that extraverted and sociable individuals in the \norganization are less satisfied with human supervision. \nThe findings of this research showed that some personality dimensions are related to aspects \nof job satisfaction However, overall personality dimensions explained relatively small \npercentages in the variance of job satisfaction. Because of this, the situational frame of \nreference, which is most common at present within the workplace, as well as the frame of \nreference that most supports this research, job satisfaction/dissatisfaction, is alleged to result \nfrom the nature of the job or h m the conditions at work. This basically epitomizes the \neffects of situational forces on workers' job attitudes. The results showed that subscales \npredicted job satisfaction to a greater extent than personality dimensions. \nRecommendations for future research were made.
Author: Tejal Jushwantrai Soni
Language: English
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W130097196