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.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:nwu/oai:dspace.nwu.ac.za:10394/295 |
| Date | January 2003 |
| Creators | Soni, Tejal Jushwantrai |
| Publisher | North-West University |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
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