scholarly journals Evaluating the Relation between Personality Properties with Job Satisfaction of the Staff

2017 ◽  
Vol 6 (3) ◽  
pp. 937 ◽  
Author(s):  
Maryam Alvankar Golpayegan
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Personality Type ◽  
Health Improvement ◽  
Significant Relation ◽  
Governmental Organization ◽  
Organizational Role ◽  
Individual Personality ◽  
Spss Software ◽  
The Individual

<p>In any organization, any individual’s organizational role should be coordinated with his individual personality in order for the individual behavior to be coordinated with organizational behavior and in order for the organization’s life not to be disturbed in the case of lack of authenticity between individual personality with organizational role so that the members of organization may get in to trouble influenced by such a conflict and be inevitable before the organization. The aim of this research is evaluating the relation between personality properties with job satisfaction of the staff. The current research method is descriptive correlation. Statistical society of the present research were all staff of a governmental organization in Tehran city. Research sample was 80 people who were chosen through random sampling. Finally, in order for analysis of the data, SPSS software was used. The results of this research showed that there was a significant relation and positive correlation between introversion personality type with the extent of job satisfaction and also there was a negative and significant relation between two variables of extroversion personality type with job satisfaction. On the other hand, considering personality dimensions of the individuals in the organization is among the categories that has an efficient role in progress and health improvement of workforce.</p>

Personality Styles and Organizational Effectiveness

2021 ◽  
Vol 6 (1) ◽  
Author(s):  
Jaqua E ◽  
◽  
Jaqua T ◽  
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Career Counseling ◽  
Team Building ◽  
Personality Type ◽  
Well Being ◽  
Lessons Learned ◽  
Specific Situation ◽  
Personality Test ◽  
Human Aspects

Personality is among the human aspects that play a central role in an individual’s organizational behavior. The aspect influences a person’s manner of thinking, feelings, and behaviors, among other factors at the workplace. Moreover, a person’s attitude towards people and issues and their decisions and responses are highly dependent on their personality. Based on this argument, one can acknowledge the importance of undertaking a personality test at the places of work. This assessment is necessary for self-reflection and understanding and helping one learn how to better interact with other people. Understanding your personality is essential because this ties to job satisfaction and engagement. According to Redmond & Bower [1], job satisfaction refers to the positive attitudes or emotional dispositions people may gain from work or through aspects of work. Below is an analysis of my personality test. After taking the test, the results were ENFJ type, whereby the Extravert aspect was 47% and Intuitive 6%. Feeling and Judging came out as 41% and 19%, respectively. This test reveals that I have a rare personality that makes one quite sociable and likable among peers. The test describes me as an individual that is charismatic, warm, engaging, persuasive, and quite talkative, among other traits of a sociable person (Humanmetrics Inc, n.d.). It describes that I possess excellent interpersonal skills, and therefore have a considerably high likelihood of ending up in occupations that call for productive collaboration. The Humanmetrics Jung Typology Test is very similar to the Myers-Briggs Type Indicator test. The MBTI is widely popular and used in business, career counseling, management styles, and team building. I remember a few years back taking this test in a teambuilding exercise. As stated by Luthans et al. [2], the test yields four personality dimensions or traits: (1) introversion/extraversion, (2) perceiving/Judging, (3) sensing/intuition, and (4) thinking/feeling. Among the key strengthens of personalities of this type, according to the test, is that we are natural leaders. This factor means that this person is likely to find themselves in leadership and perform well in this role. Furthermore, this personality type is charismatic and tolerant; hence, they can appeal to their audience as well as take constructive criticism from others. However, this personality type can also be a weakness. For instance, I am likely to be too selfless and struggle to help others at the expense of their well-being. Noteworthy is that this personality type’s need to make everyone happy may affect my ability to make tough decisions when needed [3]. These weaknesses may affect our ability to lead objectively. The lessons learned from background materials in this model regarding the ENFJ positively impact my motivation to explore leadership and entrepreneurship. These goals require the ability to appeal to others and work collaboratively, which this personality type presents. These lessons are not limited to a specific situation but can be applied to various aspects of life. Furthermore, multiple elements of this personality type align with positive affect, a predisposition that supports job satisfaction [4]. As such, the test reveals that ENFJ individuals are likely to enjoy their jobs. I was delighted to find out one of the career choices for ENFJ was that of a physician. I was glad to see that this personality type is engaging and tries to please others because, as I stated earlier, this personality type is engaging. Perhaps this is why I am delighted with my career choice. According to Luthans et al. [2], job satisfaction results from employees’ insight into how well their job provides those things that are observed as necessary. It is typically recognized in the organizational behavior field that job satisfaction is the most important and frequently studied employee attitude. Some slight changes are necessary to improve the strengths and improve the weaknesses associated with this personality type. For instance, it is essential to focus on being more objective when making decisions than always to see the best in everyone. Why empathy is an admirable quality, objectivity is more necessary as an organizational skill. It is also essential to avoid being always overcommitted. For instance, being too much excited about a project makes it hard for one to make objective decisions when the said project has to be stopped. This improvement will be essential when deciding between quitting and continuing with such a project. These improvements reduce the weaknesses highlighted in this personality type.

scholarly journals Factors Influencing Job Satisfaction of Banking Sector Employees

2018 ◽  
Vol 7 (1) ◽  
pp. 207-222 ◽  
Author(s):  
Mohammad Abdolshah ◽  
Seyed Amir Mohammad Khatibi ◽  
Mostafa Moghimi
Keyword(s):  
Job Satisfaction ◽  
Banking Sector ◽  
Individual Characteristics ◽  
Senior Executives ◽  
Cross Sectional ◽  
Everyday Work ◽  
Study Population ◽  
Spss Software ◽  
The Individual ◽  
Overall Job Satisfaction

AbstractSatisfaction in life and everyday work is important in everyone’s life. We spend most of our time working or being involved in some economic activity to make a living. This paper focuses on the relative importance of job satisfaction factors and their impact on the overall job satisfaction of employees. The present study is a cross-sectional type of research performed in 2015. The study population is senior executives of the Asgariyeh and MehrIran Banks in Qazvin and Alborz. The research instruments included two questionnaires based on individual characteristics and proprietary. The Individual characteristics questionnaire consists of 4 questions and the Proprietary questionnaire consists of 70 items, including a dependent variable of Job satisfaction. SPSS software was used for data analysis. One-sample t-Test was used to investigate the condition of each of the dependent and independent variables in the research. In conclusion, it can be said that the colleagues, upgrade, and compensation variables are respectively in the first, second, and third place influencing job satisfaction.

A Review on Employee’s Voluntary Turnover: A Psychological Perspective

2020 ◽  
Vol 5 (2) ◽  
pp. 107-112
Author(s):  
Yan Zhen ◽  
Zuraina Dato Mansor
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Rate ◽  
Psychological Capital ◽  
Voluntary Turnover ◽  
Work Conditions ◽  
Jel Classification ◽  
Mediating Effect ◽  
Psychological Perspective ◽  
The Individual

Objective – High voluntary turnover rate has become the focus of most employers and scholars in related fields. Although employers have attempted to use a variety of retention strategies to retain qualified and skilled employees, the turnover rate remains high in the vast majority of industries around the world. Methodology/Technique – Past studies are concerned mostly with employees’ external demands such as salaries, fringe benefits, work conditions and less focus has been given on the importance of employees’ internal needs based on psychological capital. Therefore, there is a need to perform a study on the turnover from this perspective as it is crucial not only to retain the individual but also to ensure their contentment and satisfaction are fulfilled by their organizations. Findings – This paper undertakes a review of existing literature which specifically addresses the perspectives of individual psychology, and simultaneously explains the relationship between the two psychological factors (namely psychological capital and person-environment fit) and the turnover intention with the mediating effect of job satisfaction. Novelty – The arguments are presented to emphasize the needs to carry out this study. Type of Paper: Review. Keywords: Psychological Capital; Person-organization Fit; Job Satisfaction; Turnover Intention. Reference to this paper should be made as follows: Zhen, Y; Mansor, Z.D. 2020. A Review on Employee’s Voluntary Turnover: A Psychological Perspective, J. Mgt. Mkt. Review 5(2) 107 – 112 https://doi.org/10.35609/jmmr.2020.5.2(3) JEL Classification: M54, Z32.

Individuality and Beyond

2019 ◽  
Author(s):  
Benedetta Zavatta
Keyword(s):  
Moral Autonomy ◽  
First Line ◽  
Philosophical Interpretation ◽  
Individual Personality ◽  
The World ◽  
Regulative Ideal ◽  
Personal Library ◽  
The Many ◽  
The Individual ◽  
The Impact

Based on an analysis of the marginal markings and annotations Nietzsche made to the works of Emerson in his personal library, the book offers a philosophical interpretation of the impact on Nietzsche’s thought of his reading of these works, a reading that began when he was a schoolboy and extended to the final years of his conscious life. The many ideas and sources of inspiration that Nietzsche drew from Emerson can be organized in terms of two main lines of thought. The first line leads in the direction of the development of the individual personality, that is, the achievement of critical thinking, moral autonomy, and original self-expression. The second line of thought is the overcoming of individuality: that is to say, the need to transcend one’s own individual—and thus by definition limited—view of the world by continually confronting and engaging with visions different from one’s own and by putting into question and debating one’s own values and certainties. The image of the strong personality that Nietzsche forms thanks to his reading of Emerson ultimately takes on the appearance of a nomadic subject who is continually passing out of themselves—that is to say, abandoning their own positions and convictions—so as to undergo a constant process of evolution. In other words, the formation of the individual personality takes on the form of a regulative ideal: a goal that can never be said to have been definitively and once and for all attained.

Het belang van de context voor onderzoek binnen de organisatiepsychologie

2012 ◽  
Vol 25 (3) ◽  
Author(s):  
Wim van Breukelen
Keyword(s):  
Organizational Behavior ◽  
Contextual Factors ◽  
Field Studies ◽  
Cultural Factors ◽  
Organizational Characteristics ◽  
Research And Practice ◽  
Research Findings ◽  
The Individual ◽  
Underlying Processes ◽  
Voor Onderzoek

The importance of context in research on organizational behavior The importance of context in research on organizational behavior This article emphasizes the need to pay more attention to the context in field studies of organizational behavior. The context refers to factors external to the individual, which include organizational characteristics and societal and cultural factors. The context may offer additional explanations for research findings and may improve insights in underlying processes. In addition, a focus on contextual factors in a study may increase the fit between research and practice. This article describes the potential effects of contextual factors and offers possible reasons for the lack of attention to context in many studies. Finally, several recommendations are presented in order to bring contextual factors back into the study of behavior in organizations.

The Indirect Effect of Justice Perceptions on Job Satisfaction Among Hispanic Employees

2018 ◽  
Vol 40 (4) ◽  
pp. 486-503 ◽  
Author(s):  
Laura Heron ◽  
Robert Coseano ◽  
Valentina Bruk-Lee
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Attitudes And Behaviors ◽  
Justice Perceptions ◽  
The Relationship ◽  
Overall Job Satisfaction ◽  
The U.S

The notion that justice perceptions greatly influence behaviors and attitudes at work has been supported in the organizational behavior literature. Given the significant increase of Hispanic employees in the U.S. workforce in the last two decades, more research is needed to understand how justice relates to important outcomes in this population. The present study uses social exchange theory to examine conflict as a mediator of the relationship between justice and overall job satisfaction, and three individual facets of job satisfaction in a sample of 154 working Hispanic young adults in a variety of jobs. Findings indicate that conflict mediates the relationship between each dimension of justice and overall job satisfaction, and between two out of three examined facets of job satisfaction. The results provide evidence for the importance of justice perceptions in determining the attitudes and behaviors of Hispanic employees in the workplace.

Job satisfaction in the global MNE: does distance matter?

2019 ◽  
Vol 26 (3) ◽  
pp. 337-362
Author(s):  
Gwyneth Edwards ◽  
Abdulrahman Chikhouni ◽  
Rick Molz
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Business Strategy ◽  
Negative Impact ◽  
Multinational Enterprise ◽  
Past Research ◽  
Institutional Distance ◽  
High Tech ◽  
Firm Level ◽  
Content Type

Purpose The purpose of this paper is to investigate how the relative institutional distance of the subsidiary from the multinational enterprise (MNE) headquarters influences job satisfaction in the subsidiary. The authors argue that job satisfaction in the MNE subsidiary will be influenced by the institutional distance between the firm’s home (headquarter) and host (subsidiary) countries, such that the greater the institutional distance, the less satisfied the subsidiary employees. The authors also argue that the degree of function interdependence (global vs local roles) will moderate this relationship, such that high interdependence will result in lower job satisfaction as distance increases. Design/methodology/approach Using data from a global high-tech Canadian MNE, consisting of over 15,000 employees located in 19 subsidiaries, the research undertakes an empirical investigation that identifies if and how job satisfaction varies between countries and tests the influence of subsidiary-level institutional distance from the headquarters on subsidiary-level job satisfaction, using a multilevel model. Findings The results demonstrate that subsidiary distance from the headquarters has a complex effect on subsidiary-level job satisfaction; in some distances, no effect is found, while in others, either some or all job satisfaction facets are affected (depending on the distance and facet) in both positive and negative ways. Unlike much of the past research on distance, which has treated distance as a barrier to be overcome or reduce (Stahl et al., 2016), the paper’s finding demonstrate that “negative” distance operates independently (and at varying strengths and significance) than “positive” distance, due to underlying mechanisms. Research limitations/implications There is a real opportunity to push ahead on linking international business strategy research with organizational theory and organizational behavior research. To do so, it requires not only a positive organizational scholarship approach (Stahl et al., 2016) but also methods that will allow researchers to study the influence of distance on mechanisms and processes, as opposed to stand-alone variables. The authors therefore suggest that future work in this area pursue qualitative methods as called for by Chapman et al. (2008). Practical implications Findings are surprising, in that results vary across job facets and distances. Practitioners need to therefore focus on the mechanisms that influence job satisfaction, not just differences and their potential negative impact. Originality/value The firm-level study provides a rich perspective on the complex way in which country-level differences influence subsidiary-level job satisfaction.

scholarly journals Associations between Modifiable Health-Risk Behaviors and Personality Types

2017 ◽  
Vol 8 (2) ◽  
Author(s):  
Jon C. Schommer ◽  
Paul D. Tieger ◽  
Anthony W. Olson ◽  
Lawrence M. Brown
Keyword(s):  
Health Risk ◽  
Risk Behaviors ◽  
Statistical Significance ◽  
Personality Type ◽  
Health Risk Behaviors ◽  
Personality Types ◽  
Chi Square ◽  
Related Stress ◽  
The Individual ◽  
Chi Square Analysis

Objectives: The first objective for this study was to explore if characteristics of personality type (using the Preferred Communication Style Questionnaire) are associated with the following modifiable health-risk behaviors: smoking, exercise, alcohol consumption, nutrition, sleep, depression-related stress, anxiety-related stress, healthcare professional usage, and self-discipline. The second objective for this study was to explore if characteristics of personality type are associated with (1) the quality of patient-physician relationships, (2) patient-physician communication, and (3) preferred method for receiving information. Methods: Data were collected from 10,500 adult individuals residing in the United States via an on-line, self-administered survey coordinated by Qualtrics Panels from March 14-30, 2016. Chi-square analysis was used for making comparisons between categories of personality types and items related to health-risk behaviors. Statistical significance was set at p < 0.05. However, chi-square analysis with large sample sizes (e.g. 10,500 in this study) readily yields statistical significance. Practical significance was set at four or more percentage points above or below the overall mean. Results: Regarding objective 1, personality type was associated with all nine health-risk behaviors studied. Personality types within the Experiencer temperament (17% of the U.S. population) accounted for 46% of the undesirable scores we computed for health-risk behaviors. The Idealist temperament (17% of population) accounted for 32% of the undesirable scores. Conceptualizers (10% of population) accounted for 17% of the undesirable scores and Traditionalists (46% of population) accounted for 5% of the undesirable scores. Regarding objective 2, the findings showed that personality type was associated with (1) the importance people place on the patient-physician relationship, (2) which characteristics of that relationship are most desirable, (3) desire for more communication with their physician, and (4) the preferred method for receiving information. Discussion and Conclusions: Precision medicine has been proposed as a way to create a new taxonomy of disease that uses individual specific data to develop accurate diagnosis, targeted treatment, and improved health outcomes. Based on the findings of this study, we propose that inclusion of personality type is an important component of these efforts so that the health care system can conform more to the individual patient in order to increase engagement and adherence, reduce errors, minimize ineffective treatment and waste, and can be cost effective. Conflict of Interest Co-author, Paul Tieger is CEO of SpeedReading People, LLC which holds copyright for the Individual Wellness Plan and Adherence Predictive Index tools that are mentioned in this manuscript.   Type: Original Research

scholarly journals TO THE QUESTION OF STUDYING THE INDIVIDUAL-PERSONAL CHARACTERISTICS OF ADOLESCENTS WITH TOBACCO SMOKING ADDICTION

2021 ◽  
Vol 1 (1(82)) ◽  
pp. 25-28
Author(s):  
М. Кулаченко
Keyword(s):  
Empirical Study ◽  
Tobacco Smoking ◽  
Personal Characteristics ◽  
Personality Characteristics ◽  
Individual Personality ◽  
Smoking Addiction ◽  
The Individual

The article is concentrated on attention to concerning about individual−personality characteristics of the smoking-prone teenagers, while organizing the prophylaxis. Methods of studying the problem are shown, and the results of an empirical study are described.

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