A Study of the Relationship between the Big Five Personality Dimensions and Job Involvement in a Foreign Based Financial Institution in Penang (original) (raw)

Exploring Impact of Personality Traits on Employee Job Involvement-An Overview

2017

The present research explores major factors affecting job involvement, which has come up as an important variable in human resource domain. It talks about the background research related to job involvement and its relationship with various job related attitudes and factors. The focus of the current research is mainly on Big Five personality traits and its impact on job involvement of employees. Personality is viewed as pretty complex and sophisticated entity.It is about person's subjective experiences and behavior patterns which certainly has an impact on job involvement. Literature review on job involvement will talk about related independent variables. The paper will explore and collate the findings from qualitative and quantitative research works done in past.

A Study of Relationship Between Personality Traits and Job Engagement

2014

The purpose of this study is to determine the relationship between personality traits and job engagement of the university personnel. A self-administered survey was applied to Kastamonu University academic and administrative personnel. A relevant data was collected from 118 personnel. The results of the study indicated that there were significant relationships between personality traits and job engagement. Extraversion, Agreeableness, Conscientiousness and Openness to Experience were positively related but Neuroticism was negatively related to physical, emotional and cognitive engagement. Openness to Experience was the significant predictor of physical, emotional and cognitive engagement. Agreeableness was the predictor of emotional and cognitive engagement. As a higher order factor job engagement was related to big five factors. Openness to Experience and Agreeableness were the only significant predictors of job engagement. Results of this study suggest that the five factor model is useful for examining the dispositional source of job engagement.

Predicting Big-Five Personality Traits Relation with Employees' Job Engagement in Government Sector in Egypt

2020

The objective of this study is to identify the relationship between personality five traits and employee Engagement of the employee in the public sector in Egypt. The study applied standardized questionnaire in developing two scales; one to measure the personality trait was adapted from (Goldberg, 1993) and Rich (2006). Correlation, regression and coefficient analysis conducted to investigate the effect of Big-Five personality on employees’ JE and its dimensions. The result of this research study shows that there were positive relationships between Big-Five personality traits and EE dimensions. The traits of personality as Extraversion, Conscientiousness, and Openness to Experience were significantly related. Open to experience significant positively to physical engagement. However, Neuroticism not significant with emotional engagement. Agreeableness and open to experiences are significant with emotional engagement. Extroversion and neuroticism moderately and significantly with cong...

The Relationship of Big Five Personality Traits with Job Satisfaction Among Banking Employees (A Case Study of Askari Bank in District Peshawar

The purpose of this study is to discover the relationship between personality traits and job satisfaction; and to explore the demographic differences on job satisfaction. For the present work; data were collected from 90 employees of the seven branches of Askari bank limited, Peshawar, Khyber Pakhtunkhwa, Pakistan. Among personality traits, Extraversion and openness to experience have significant positive correlation with job satisfaction, while Neuroticism has strongly negative correlation. However no significant correlation of Agreeableness and Conscientiousness were found. Moreover, older employees are happier and satisfied than (comparatively) young employees. Similarly married employees have high job satisfaction level than unmarried employees. The longer tenure of employees have high score on job satisfaction scale. Finally, salary has been found strongly correlated with job satisfaction. Higher salaried employees are happier and more satisfied than low salaried employees.

MANUFACTURING EMPLOYEES' BIG FIVE PERSONALITY DIMENSIONS AND THEIR RELATIONSHIP TO JOB SATISFACTION

Earlier studies have indicated that employees' personalities influence their job satisfaction. Thus, this study aims to examine the relationship between the Big Five personality dimensions and job satisfaction in the manufacturing industry. This study also intends to determine which personality dimension is closely related to job satisfaction. 106 employees from the manufacturing industry in Muar, Johor were selected randomly to complete the Big Five personality questionnaire (NEO-FFI-3) and Minnesota Satisfaction Scale (MSQ). The result revealed that only extraversion, openness and conscientiousness are significantly correlated to employees' job satisfaction. Conscientiousness is the closest dimension related to job satisfaction. This quantitative study provides new empirical evidence and contributions to the manufacturing industry.

An Analysis of the Structural Relationship of Big Five Personality Factors with Job Happiness and Career Success

This study aims to investigate the structural relationship of the big five personality factors with job happiness and success among employees of an industrial complex. In this study, the population consisted of employees (340 persons) of an industrial company producing petroleum products in Isfahan (Isfahan, Iran), of which 189 persons were selected by using simple random sampling. The data were gathered by distributing big five personality factors inventory (short form), job happiness and career success questionnaires. Data were analyzed by using pearson correlation coefficient and Structural Equation Modeling (SEM). The results showed positive and significant relationships between job happiness and openness to experience, agreeableness, and extroversion, and between career success and conscientiousness, extroversion, and agreeableness. Structural 2 equation modeling results showed that career success was indirectly interrelated with agreeableness through job happiness and a direct relationship with conscientiousness. Accordingly, job happiness mediates the relationship between agreeableness and career success.

Personality traits and demographic factors as antecedents of satisfaction related to work

Previous research has largely assumed that individual differences (personality traits and demographic factors) influence job satisfaction; however, the predictive validity of personality traits toward job satisfaction has always been inconsistent. Thus, the purpose of this study was to determine the predictive validity of personality traits (extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience) on job satisfaction. Data was collected from 212 of employees within subunits of a large national organization in Malaysia using a set of questionnaire. Results of multiple regression analysis showed that four factor of NEW personality including extraversion, conscientiousness, emotional stability, and openness to experience predicted job satisfaction while agreeableness was unable to predict job satisfaction. Finding also showed that there was a significant difference on job satisfaction between participates with different organizational tenure while this study did not find significant difference on job satisfaction between male and female. The implication of this study indicated that in order to having satisfied employees in organization, selection of employee should not solely be based on academic excellent, skill but on their personalities as well.

Five-factor model of personality and job satisfaction: A meta-analysis.

Journal of Applied Psychology, 2002

This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were Ϫ.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model.

INFLUENCE OF BIG FIVE PERSONALITY ON ORGANIZATIONAL COMMITMENT, EMOTIONAL INTELLIGENCE AND JOB SATISFACTION

Commitment, Emotional Intelligence and Job Satisfaction. For this purpose a sample size of 536 Executives from a public sector power generating organization in Tamil Nadu state is selected. Simple random sampling technique was used to select the samples. A well-structured and pre-tested questionnaire was used for survey. The study has found that Big Five Personality has significant influence with Emotional Intelligence, Organizational Commitment and Job Satisfaction. Suitable managerial implications are given in this study.

The Role of the Big Five Personality Profiles in Employee Affective Commitment and Engagement: Case of Small and Medium Enterprises

2021

With the increase of employee affective commitment and engagement, the likelihood of positive work-related outcomes is enhanced. In turn, companies would benefit in higher productivity and efficacy, reduction in employee turnover, gaining competitive advantage, and overall, becoming more profitable. The Big Five personality profiles are used as predictors of increasing job performance in work environments. Therefore, this study investigates the impact of the Big Five personality profiles on employee affective commitment and engagement in Small and Medium Enterprises (SME) in Bosnia and Herzegovina, providing empirical evidence in a sample of 152 employees of small and medium enterprises in Bosnia and Herzegovina. The findings revealed a significant positive relationship between the four dimensions of the Big Five: Extraversion, Openness to Experience, Conscientiousness, and Agreeableness, whereas a positive and not significant relationship was found between Neuroticism and affective...