There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Die doel van hierdie ondersoek was om die interpersoonlike komponent van psigologiese welsyn te verhelder. Vanuit die literatuur is dit duidelik dat psigologiese welsyn 'n interpersoonlike komponent bevat, maar ook dat dit op verskillende wyses gekonseptualiseer word. Die aard van interpersoonlike welsyn is dus nog nie duidelik nie, en dit is ook nie duidelik in watter mate indikatore van interpersoonlike welsyn oorvleuel met indikatore van algemene psigologiese welsyn nie. In 'n empiriese ondersoek het 'n multi-kulturele beskikbaarheidsteekproef van 384 persone, 8 rneetinstrumente of hul sub-skale voltooi ter meting van algemene psigologiese welsyn en konstrukte wat interpersoonlike welsyn verteenwoordig. Interpersoonlike welsyn is geoperasiodi met behulp van die BarOn Emotional Quotient Inventory (EQ-i) van Bar-ON (1997), die Fortitude Questionnaire (FORQ) van Pretorius (1998), die Revised NEO Personality Inventory (NEO-PI-R) van Costa & Mc Crae (1992) en die Attachmeat Style Questionnaire (AS) van Feeney, Noller & Hanrahan (1994). Psigologiese welsyn is geoperasionaliseer vanuit 'n fortigene persperktief met die Sense of Coherence Scale (SOC) van Antonovsky (1989), die Satisfaction with Life Scale (SWLS) van Diener, Emmons, Larsen en Griffen (1985), en die Affectometer 2 (AFM) van Kammann en Flett (1983), sowel as vanuit 'n patogene perspektief, met behulp van die General Health Questionnaire (GHQ) van Goldberg en Hillier (1979). Goeie betroubaarheidsindekse is vir alle skale en subskale gevind. Gemiddeldes van alle skale en subskale was vergelykbaar met die wat in die literatuur gerapporteer is vir ander soortgelyke groepe. Die resultate toon dat interpersoonlike welsyn in 'n mate oorvleuel met algemene psigologiese welsyn, maar as dit ook 'n afsonderlike komponent of dimensie van van psigologiese welsyn vorm. Bevindings toon ook twee onderskeibare patrone van interpersoonlike welsyn. Die eerste een word primer uitgedruk in die uitreiking na ander, omgee-gedrag, 'n houding van nederigheid in nabye verhoudings asook verantwoordelikheid teenoor ander in die groter sosiale konteks. Die tweede patroon word gekenmerk deur 'n geniet van sosiale interaksie en 'n houding van gemak en assertiwiteit in nabye sowel as wyer sosiale kontekst Hierdie onderskeid hou moontlik verband met persoonlikheidsverskille soos inskiklikheid versus ekstraversie. Implikasies van die bevindinge vir psigoterapie en lewensvaardigheidsontwikkeling word aangedui. / Thesis (M.A. (Clinical Psychology))--North-West University, Potchefstroom Campus, 2004.

There is relatively little research based on the Big Five personality dimensions and job satisfaction and the relationship thereof. Job satisfaction of employees is a good indication of organisational effectiveness and is influenced by organisational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioural reactions to organisational settings. Job satisfaction can be considered a general feeling of well-being experienced by any employee about the work he or she does or as a related collection of attitudes about various aspects of the job. Employees, who perform at higher levels, will most likely make a greater contribution in the organisation. These individual's are more likely to achieve greater status; thus the importance of having satisfied employees in any organisation. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of engineers in a petro-chemical organisation. A cross-sectional survey design was used in the empirical study. The sample consisted of 89 junior to middle level engineers within a petro-chemical organisation. The Minnesota Job Satisfaction Questionnaire (MSQ) and the Personality Characteristics Inventory (PCI) were administered. Descriptive statistics were used to analyse the data. Cronbach alpha coefficients, inter-item correlation coefficients and confirmatory factor analysis were used to assess the reliability and validity of the measuring instruments. Pearson and Spearman correlation coefficients were used to specify the relationships between the variables. Multiple regression analysis was used to determine which personality dimensions were the best predictors of job satisfaction. The current research found that employees who are more stable and introverted tend to be more satisfied with achievement, independence as well as human and technical supervision at the work place. It was also established that extraverted and sociable individuals in the organization are less satisfied with human supervision. The findings of this research showed that some personality dimensions are related to aspects of job satisfaction However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. Because of this, the situational frame of reference, which is most common at present within the workplace, as well as the frame of reference that most supports this research, job satisfaction/dissatisfaction, is alleged to result from the nature of the job or h m the conditions at work. This basically epitomizes the effects of situational forces on workers' job attitudes. The results showed that subscales predicted job satisfaction to a greater extent than personality dimensions. Recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

The increase in globalisation has led many organisations world-wide and in South African to send more employees on international assignments than ever before, with every indication that the use of expatriates will continue to expand into the 21st century. Expatriate assignments are important to the success of multinational companies because they can help build the level of global competence within the organisation, and expatriates often fill critical positions in host countries (e.g. new market development, technology transfer, joint venture negotiations and subsidiary management). Given the strategic importance multinational companies attach to global assignments, the harm an unsuccessful expatriate may cause in the host country can be detrimental to the multinational company's future global business. Implications of poor expatriate cross-cultural adjustment include inadequate performance, psychological stress, premature termination of the assignment, negative effects on the expatriates' families and the long-term career repercussions upon repatriation after failed expatriate assignments. Thus, in order to remain competitive in today's global marketplace, multinational companies have recognised that the attraction, selection, development and retention of employees who can live and work effectively outside their own national borders are crucial to their success. This study proposed that personality dispositions, coping, stress and expatriates' motivation for accepting the assignment can predict three criteria of expatriate success, namely (a) the desire to terminate the assignment, (b) performance, and (c) the cross-cultural adjustment of expatriates. The study population consisted of 95 expatriates from eight multi-national organisations. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used to achieve the research objectives. Descriptive statistics ( e g means, standard deviations, skewness and kurtosis) were used to vii analyse the data. Cronbach alpha coefficients and exploratory factor analysis were used to assess the reliability and validity of the measuring instruments, and multiple regression analyses was conducted to determine the percentage of the variance in the dependent variables that is predicted by the independent variables. The Neo-Personality Inventory Revised, Work Locus of Control Scale, Expatriate Stress Inventory, a biographical questionnaire, which included expatriates' motivation for accepting the assignment (independent variables) and expatriates' cross-cultural adjustment. their desire to terminate the assignment and their performance (dependent variables) were administered. The results showed that external locus of control is related to avoidance. Avoidance coping of expatriates' was best predicted by an external locus of control and approach coping of expatriates' was best predicted by an internal locus of control. The results showed that expatriates' desire to terminate the assignment is related to their cross-cultural adjustment and that personality dimensions are related to their cross-cultural adjustment and their desire to terminate the assignment. Personality dimensions explained 12% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 17% of expatriates' desire to terminate the assignment. The results showed that cultural stress explained 17% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 28% of expatriates' desire to terminate the assignment and extrinsic motivation explained 20% of expatriates' performance. Recommendations are made regarding future research and practical implications for expatriate management. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

Esse projeto visou a construção, validação e normatização de escalas para a avaliação dos Fatores Extroversão e Socialização no modelo dos Cinco Grandes Fatores de Personalidade. A partir deste Modelo, Socialização é uma dimensão da personalidade que agrupa traços como altruísmo, franqueza, confiança nas pessoas, bem como frieza, falta de empatia, comportamentos antisociais, etc. Extroversão engloba traços que descrevem nível de comunicação, assertividade, gregariedade, busca por diversão, etc. A validade de construto da Escala Fatorial de Socialização (EFS) e Escala Fatorial de Extroversão (EFE) foi realizada a partir de amostras independentes compostas por aproximadamente 1.100 pessoas de cinco estados brasileiros, de ambos os sexos, com nível de escolarização médio ou superior. Foram realizadas análises fatoriais para a verificação da dimensionalidade da EFS, sendo que a solução de três fatores foi considerada a mais adequada. Os fatores extraídos foram denominados Amabilidade, Pró-sociabilidade e Confiança nas pessoas, com Alpha’s de 0,91; 0,84 e 0,80 respectivamente. A escala geral apresentou uma consistência interna de 0,92. Foram realizadas análises fatoriais para a verificação da dimensionalidade da EFE, sendo que a solução de quatro fatores foi considerada a mais adequada. Os fatores extraídos foram denominados Comunicação, Altivez, Assertividade, Interação Social, com Alpha’s de 0,90; 0,78; 0,78 e 0,83 respectivamente. A escala geral apresentou uma consistência interna de 0,91. / The present project aimed the development, validation and standardization of scales to measure Extraversion and Agreeableness in the Five Factor Model of Personality. In this model, Agreeableness is comprised by traits that describe altruism, straightforwardness, trust in people, as well as coldness, antisocial behavior, among others. Extraversion includes traits that describe level of communication, assertivity, gregariousness, search for pleasure, among others. The participants in the construct validity study of the Agreeableness Factorial Scale (EFS) and Extraversion Factorial Scale (EFE) were approximately 1.100 individuals, from five States in Brazil, of both sexes, with high school or university level of education. Factor analyses were conducted to determine the EFS dimensions. A 3-factor solution was found to be more adequate. The factors found were named: Amiableness, Pro-social behavior, and Trust. Cronbach’s alphas were .91, .84, and .80 respectively. The general scale presented an internal consistency level of .92. Factor analyses were also conducted to verify the EFE dimensions. A 4-factor solution was found to be more adequate. The factors found were named: Communication, Pride, Assertiveness, and Social Interaction. Cronbach’s alphas were .90, .78, .78, and .83 respectively. The general scale presented internal consistency level of .91.

Effects of neuroticism, agreeableness, extraversion, conscientiousness in online are affecting consumer impulse buying behavior are important to explore because it directly impacts the consumers individually. The objective of this study is to find out the role of demographics and personality traits of a consumer in shaping their online impulse buying behavior. This study will also will evaluate the moderating effect of hedonic shopping in impulse buying behavior of consumers. Quantitative research approach has been used by using survey method and data was collected through adapted questionnaires. The sample of the study was consisted of 200 respondents from different cities of Sweden and response rate was 80%. IBM SPSS data editor was used to conduct data analysis. Multiple linear regression and analysis of variance (ANOVA) with LSD technique was performed to test the proposed hypothesis. Based on the empirical analysis, it is been concluded that personality traits i.e. Neuroticism and Agreeableness have negative and significant relationship online impulse buying behavior. More a person possesses the characteristics of Neuroticism and Agreeableness less will be the online impulsive buying. Furthermore, Openness to Change, Conscientiousness, and Extraversion have positive and significant relationship with online impulsive buying behavior. Results also depict that hedonic motivation moderates the relationship of personality traits and online impulsive buying which implies that the pleasure of online shopping boosts online impulsive buying.

Esse projeto visou a construção, validação e normatização de escalas para a avaliação dos Fatores Extroversão e Socialização no modelo dos Cinco Grandes Fatores de Personalidade. A partir deste Modelo, Socialização é uma dimensão da personalidade que agrupa traços como altruísmo, franqueza, confiança nas pessoas, bem como frieza, falta de empatia, comportamentos antisociais, etc. Extroversão engloba traços que descrevem nível de comunicação, assertividade, gregariedade, busca por diversão, etc. A validade de construto da Escala Fatorial de Socialização (EFS) e Escala Fatorial de Extroversão (EFE) foi realizada a partir de amostras independentes compostas por aproximadamente 1.100 pessoas de cinco estados brasileiros, de ambos os sexos, com nível de escolarização médio ou superior. Foram realizadas análises fatoriais para a verificação da dimensionalidade da EFS, sendo que a solução de três fatores foi considerada a mais adequada. Os fatores extraídos foram denominados Amabilidade, Pró-sociabilidade e Confiança nas pessoas, com Alpha’s de 0,91; 0,84 e 0,80 respectivamente. A escala geral apresentou uma consistência interna de 0,92. Foram realizadas análises fatoriais para a verificação da dimensionalidade da EFE, sendo que a solução de quatro fatores foi considerada a mais adequada. Os fatores extraídos foram denominados Comunicação, Altivez, Assertividade, Interação Social, com Alpha’s de 0,90; 0,78; 0,78 e 0,83 respectivamente. A escala geral apresentou uma consistência interna de 0,91. / The present project aimed the development, validation and standardization of scales to measure Extraversion and Agreeableness in the Five Factor Model of Personality. In this model, Agreeableness is comprised by traits that describe altruism, straightforwardness, trust in people, as well as coldness, antisocial behavior, among others. Extraversion includes traits that describe level of communication, assertivity, gregariousness, search for pleasure, among others. The participants in the construct validity study of the Agreeableness Factorial Scale (EFS) and Extraversion Factorial Scale (EFE) were approximately 1.100 individuals, from five States in Brazil, of both sexes, with high school or university level of education. Factor analyses were conducted to determine the EFS dimensions. A 3-factor solution was found to be more adequate. The factors found were named: Amiableness, Pro-social behavior, and Trust. Cronbach’s alphas were .91, .84, and .80 respectively. The general scale presented an internal consistency level of .92. Factor analyses were also conducted to verify the EFE dimensions. A 4-factor solution was found to be more adequate. The factors found were named: Communication, Pride, Assertiveness, and Social Interaction. Cronbach’s alphas were .90, .78, .78, and .83 respectively. The general scale presented internal consistency level of .91.

Esse projeto visou a construção, validação e normatização de escalas para a avaliação dos Fatores Extroversão e Socialização no modelo dos Cinco Grandes Fatores de Personalidade. A partir deste Modelo, Socialização é uma dimensão da personalidade que agrupa traços como altruísmo, franqueza, confiança nas pessoas, bem como frieza, falta de empatia, comportamentos antisociais, etc. Extroversão engloba traços que descrevem nível de comunicação, assertividade, gregariedade, busca por diversão, etc. A validade de construto da Escala Fatorial de Socialização (EFS) e Escala Fatorial de Extroversão (EFE) foi realizada a partir de amostras independentes compostas por aproximadamente 1.100 pessoas de cinco estados brasileiros, de ambos os sexos, com nível de escolarização médio ou superior. Foram realizadas análises fatoriais para a verificação da dimensionalidade da EFS, sendo que a solução de três fatores foi considerada a mais adequada. Os fatores extraídos foram denominados Amabilidade, Pró-sociabilidade e Confiança nas pessoas, com Alpha’s de 0,91; 0,84 e 0,80 respectivamente. A escala geral apresentou uma consistência interna de 0,92. Foram realizadas análises fatoriais para a verificação da dimensionalidade da EFE, sendo que a solução de quatro fatores foi considerada a mais adequada. Os fatores extraídos foram denominados Comunicação, Altivez, Assertividade, Interação Social, com Alpha’s de 0,90; 0,78; 0,78 e 0,83 respectivamente. A escala geral apresentou uma consistência interna de 0,91. / The present project aimed the development, validation and standardization of scales to measure Extraversion and Agreeableness in the Five Factor Model of Personality. In this model, Agreeableness is comprised by traits that describe altruism, straightforwardness, trust in people, as well as coldness, antisocial behavior, among others. Extraversion includes traits that describe level of communication, assertivity, gregariousness, search for pleasure, among others. The participants in the construct validity study of the Agreeableness Factorial Scale (EFS) and Extraversion Factorial Scale (EFE) were approximately 1.100 individuals, from five States in Brazil, of both sexes, with high school or university level of education. Factor analyses were conducted to determine the EFS dimensions. A 3-factor solution was found to be more adequate. The factors found were named: Amiableness, Pro-social behavior, and Trust. Cronbach’s alphas were .91, .84, and .80 respectively. The general scale presented an internal consistency level of .92. Factor analyses were also conducted to verify the EFE dimensions. A 4-factor solution was found to be more adequate. The factors found were named: Communication, Pride, Assertiveness, and Social Interaction. Cronbach’s alphas were .90, .78, .78, and .83 respectively. The general scale presented internal consistency level of .91.

A major concern with using personality tests in the selection process is the prevalence of applicant faking behavior which can influence the rank order of applicants such that fakers are hired at an elevated frequency. This study examined the effects of the detection/consequence warning and a more applicant-friendly warning on faking and perceived procedural justice. I hypothesized that a positive warning (reasoning warning) and a detection/consequence warning would show similar mean personality trait levels compared to honest responses, with all means showing less socially desirable responding than no warning prompt. Results suggested that the detection/consequence warning is more effective at reducing faking behavior in the selection context, and the content of the warning has no impact on perceived procedural justice.

No description available.