The Effects of the Five - Factor Model on Job Satisfaction and Job Performance - Focused on the hoteliers in the deluxe hotels located in Seoul -

2018 ◽  
Vol 30 (11) ◽  
pp. 95-112
Author(s):  
Ju-Hyun Moon ◽  
Park Jung-Sook
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Factor Model ◽  
Five Factor Model

Leader personality traits and employee job satisfaction in the media sector, Kenya

2017 ◽  
Vol 29 (1) ◽  
pp. 133-146 ◽  
Author(s):  
Mary Agnes Wambui Kiarie ◽  
Loice C. Maru ◽  
Thomas Kimeli Cheruiyot
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Organizational Performance ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Business Environment ◽  
Emotional Stability ◽  
Content Type ◽  
Employee Job Satisfaction

Purpose The purpose of this paper is to determine the effect of leader personality traits on employee job satisfaction. A leader personality trait on employee job satisfaction remains a cause of concern in the contemporary business environment. Design/methodology/approach The study employed an explanatory research design to establish the cause-effects between leader personality traits and employee job satisfaction. Path goal theory and Big Five-factor model of personality traits underpinned the study. Questionnaire was used to obtain data pertaining to the model’s constructs. A multiple regression equation model tested the hypotheses. Findings The study showed that leader extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness have significant effects on employee job satisfaction. The study thus concluded that leaders who portray extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness enhance employee job satisfaction. Research limitations/implications This study was only limited to leader personality traits and employee job satisfaction; as such further research area could be undertaken in leader personality traits and organizational adaptation to change. Practical implications Leaders need to communicate to employees effectively, listen to their input and feedback, mentoring and empowering them, be innovative and creative, embracing the determination of standards for task performance and be empathetic. Social implications As organizations are exposed to changes, not only to prosper but also to survive in the current dynamic changing environment, leaders must be cognizant of the fact that employee job satisfaction is the bedrock of sustainable organizational performance. Originality/value The paper enhances on how leader personality traits (Big Five-factor model of personality traits) affects employee job satisfaction and performance in organizations.

scholarly journals Maybe They’re Not So Different After All: Personality and Job Satisfaction Among Government and Non-Government Workers

2020 ◽  
Vol 6 (1) ◽  
pp. 63
Author(s):  
Christopher A. Cooper
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Public Management ◽  
Factor Model ◽  
Five Factor Model ◽  
Job Outcomes ◽  
Multivariate Tests ◽  
Employment Sector ◽  
Individual Personality ◽  
Government Workers

It is becoming increasingly clear that individual personality traits explain a variety of outcomes in public management. There is, however, no extant evidence about whether personality traits vary between public and non-government workers or whether personality affects job outcomes in distinct ways across sectors. This study, therefore, seeks to fill this gap in the literature. Using a series of bivariate and multivariate tests on a large sample of Americans employed in the public and non-government sectors, this study examines the relationship between employees’ personality and their level of job satisfaction. In the study, I find that a five-factor model of personality can help explain variation in job satisfaction of public and non-government workers. I also find that workers employed by public sector organizations display similar profiles to those who work in non-government sectors. Thus, the effects of personality on job satisfaction is not contingent on employment sector. These findings offer important lessons for our understanding of public personnel management, public service motivation, and the intersection of psychology and public administration.

Linking job performance and big five personality traits of employees in Chandigarh IT sector

2018 ◽  
Vol 6 (26) ◽  
Author(s):  
Neelu Tuteja ◽  
P. K. Sharma
Keyword(s):  
Job Performance ◽  
Personality Traits ◽  
Performance Appraisal ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Big Five Personality Traits ◽  
Openness To Experience ◽  
Measuring Instruments ◽  
Big Five Personality

Present study investigates employees fromselectedIT companies in Chandigarh to explore the predictive validity of big five personality traits on their job performance and identify the relationship between personality traits and job performance. The Big Five Personality dimensions, commonly known as five factor model consists of extraversion, agreeableness, conscientiousness, openness to experience and neuroticism. The BFI-Personality Inventory – Revised and self structured Performance Appraisal Questionnaire were used as measuring instruments. A Correlation analysis and Causal Study (Multiple Regression Analysis) was conducted on 404 employees of selected IT companies in Chandigarh to analyzepredictive relationship. Openness to Experience, Agreeableness and Extraversion emerged as significant correlates and predictors of job performance and explained 35.2% of the variance in participants’ management performance.Neuroticism was found to be a negative correlate. On the other hand, Conscientiousness trait had insignificant relation to the model. Theoretical and managerial implications are discussed.

Hardiness Scales in Iranian Managers: Evidence of Incremental Validity in Relationships with the Five Factor Model and with Organizational and Psychological Adjustment

2005 ◽  
Vol 96 (3) ◽  
pp. 775-781 ◽  
Author(s):  
Nima Ghorbani ◽  
P. J. Watson
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Psychological Adjustment ◽  
Perceived Stress ◽  
Factor Model ◽  
Five Factor Model ◽  
Self Esteem ◽  
Openness To Experience ◽  
Incremental Validity ◽  
External Control

This study examined the incremental validity of Hardiness scales in a sample of Iranian managers. Along with measures of the Five Factor Model and of Organizational and Psychological Adjustment, Hardiness scales were administered to 159 male managers ( M age = 39.9, SD = 7.5) who had worked in their organizations for 7.9 yr. ( SD = 5.4). Hardiness predicted greater Job Satisfaction, higher Organization-based Self-esteem, and perceptions of the work environment as being less stressful and constraining. Hardiness also correlated positively with Assertiveness, Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness and negatively with Depression, Anxiety, Perceived Stress, Chance External Control, and a Powerful Others External Control. Evidence of incremental validity was obtained when the Hardiness scales supplemented the Five Factor Model in predicting organizational and psychological adjustment. These data documented the incremental validity of the Hardiness scales in a non-Western sample and thus confirmed once again that Hardiness has a relevance that extends beyond the culture in which it was developed.

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

2002 ◽  
Vol 87 (3) ◽  
pp. 530-541 ◽  
Author(s):  
Timothy A. Judge ◽  
Daniel Heller ◽  
Michael K. Mount
Keyword(s):  
Job Satisfaction ◽  
Factor Model ◽  
Five Factor Model ◽  
Meta Analysis

A Five-Factor Model Inventory for Use in Screening Police Officer Applicants

2019 ◽  
pp. 1476-1489
Author(s):  
Paul Detrick ◽  
John T. Chibnall
Keyword(s):  
Literature Review ◽  
Job Performance ◽  
Police Officer ◽  
Personnel Selection ◽  
Factor Model ◽  
Five Factor Model ◽  
Normal Personality ◽  
Peace Officer ◽  
And Training

The Five Factor Model (FFM) is widely accepted as a valid descriptor of normal personality and commonly used as a framework for prediction of job performance. As an inventory that operationalizes the FFM, the NEO PI-R is often utilized in personnel selection. The California Commission on Peace Officer Standards and Training has identified ten dimensions that increasingly serve as a template for the screening of police officer applicants. These screening dimensions are based on the FFM. The NEO PI-R thus appears well suited to serve as an inventory used for screening police officer applicants. A literature review is provided and strengths and weaknesses of the inventory discussed.

Trauma Surgeon Personality and Job Satisfaction: Results from a National Survey

2010 ◽  
Vol 76 (4) ◽  
pp. 422-427 ◽  
Author(s):  
Kelli H. Foulkrod ◽  
Craig Field ◽  
Carlos V.R. Brown
Keyword(s):  
Job Satisfaction ◽  
Factor Model ◽  
Five Factor Model ◽  
Emotional Stability ◽  
Personality Factors ◽  
Surgical Resident ◽  
Personality Variables ◽  
Empirically Supported ◽  
Personality Research ◽  
Trauma Surgeons

Personality is correlated with job satisfaction, whereas job satisfaction is linked to performance. This study examines personality of practicing trauma surgeons in relation to their job satisfaction. The dominant theory in personality research is the five-factor model, which includes: extraversion, agreeableness, conscientiousness, emotional stability, and openness. The sample was identified from American Association for Surgery of Trauma, Eastern Association for Surgery of Trauma, and Western Trauma Association membership. A web-based survey of demographics and empirically supported measures was created. Four hundred and twelve trauma surgeons (49 ± 14-years-old, 85% male) completed the survey. When comparing satisfied to unsatisfied trauma surgeons on personality variables, extraversion (5.0 ± 1.6 vs 4.4 ± 1.6, P = 0.014) and emotional stability (5.8 ± 1.1 vs 5.4 ± 1.2, P = 0.007) were significantly higher in satisfied surgeons. Moderate correlations were found for job satisfaction with emotional stability (r = 0.20, P < 0.01) and extraversion (r = 0.20, P < 0.01). Logistic regression of personality variables highlighted the significance of emotional stability and extraversion in prediction of job satisfaction. Extraversion and emotional stability are the most significant personality factors to job satisfaction of trauma surgeons. These findings may have important implications for surgical resident recruitment, job performance, and retention.

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