An investigation into the relationship between certain personality traits and job satisfaction: a case of selected employees in the Eastern Cape Province
- Authors: Mhlanga, Tatenda Shaleen
- Date: 2012
- Subjects: Bank employees -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Personality -- South Africa -- Eastern Cape , Extraversion -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Africa -- Eastern Cape , Big Five model , Organizational behavior -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11559 , http://hdl.handle.net/10353/d1007148 , Bank employees -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Personality -- South Africa -- Eastern Cape , Extraversion -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Africa -- Eastern Cape , Big Five model , Organizational behavior -- South Africa -- Eastern Cape
- Description: 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 organizational effectiveness and is influenced by organizational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioral reactions to organizational settings. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of bank employees. A quantitative design was used in the empirical study. The sample consisted of 126 bank employees. The current research found that employees who are high in openness, conscientiousness and low in neuroticism tend to be more satisfied with their job. Agreeableness personality did not have a significant relationship with job satisfaction, while employees with high levels of extraversion had negative significant correlation with job satisfaction. However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. The findings will aid management institutions in selecting, and retaining employees as higher job satisfaction is linked to higher levels of productivity, effectiveness and commitment. Key words: extroversion, neuroticism, agreeableness, conscientiousness, openness, job satisfaction, bank employees.
- Full Text:
- Date Issued: 2012
- Authors: Mhlanga, Tatenda Shaleen
- Date: 2012
- Subjects: Bank employees -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Personality -- South Africa -- Eastern Cape , Extraversion -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Africa -- Eastern Cape , Big Five model , Organizational behavior -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11559 , http://hdl.handle.net/10353/d1007148 , Bank employees -- South Africa -- Eastern Cape , Job satisfaction -- South Africa -- Eastern Cape , Personality -- South Africa -- Eastern Cape , Extraversion -- South Africa -- Eastern Cape , Neuroses -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Africa -- Eastern Cape , Big Five model , Organizational behavior -- South Africa -- Eastern Cape
- Description: 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 organizational effectiveness and is influenced by organizational and dispositional factors. The fundamental nature of the dispositional approach is that individuals have stable traits that significantly influence their affective and behavioral reactions to organizational settings. The general objective of this study was to determine the relationship between personality dimensions and job satisfaction of bank employees. A quantitative design was used in the empirical study. The sample consisted of 126 bank employees. The current research found that employees who are high in openness, conscientiousness and low in neuroticism tend to be more satisfied with their job. Agreeableness personality did not have a significant relationship with job satisfaction, while employees with high levels of extraversion had negative significant correlation with job satisfaction. However, overall personality dimensions explained relatively small percentages in the variance of job satisfaction. The findings will aid management institutions in selecting, and retaining employees as higher job satisfaction is linked to higher levels of productivity, effectiveness and commitment. Key words: extroversion, neuroticism, agreeableness, conscientiousness, openness, job satisfaction, bank employees.
- Full Text:
- Date Issued: 2012
Conscientiousness as a moderator of the relationship between work family conflict and stress amongst South African Police Service (SAPS) members in Alice Police Station Eastern Cape, South Africa
- Authors: Bazana, Sandiso William
- Date: 2012
- Subjects: Job stress -- South Africa -- Eastern Cape , Work and family -- Psychological aspects , Neuroses -- South Africa -- Eastern Cape , Police morale -- South Africa -- Eastern Cape , Police -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Conscientiousness , Work Family Conflict , Stress , Police
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11551 , http://hdl.handle.net/10353/d1007030 , Job stress -- South Africa -- Eastern Cape , Work and family -- Psychological aspects , Neuroses -- South Africa -- Eastern Cape , Police morale -- South Africa -- Eastern Cape , Police -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Conscientiousness , Work Family Conflict , Stress , Police
- Description: The purpose of the study was to explore the relationship between WFC and stress with Conscientiousness which is part of the Big Five personality Traits Model in moderation. The study was undertaken in the South African Police Service members in Alice town in the Eastern Cape. The study was based on a sample size of eighty four (n=84) out of 134 (N=134) police officers. A simple convenient random sample was used to sample participants. With the use of descriptive, correlation and inferential statistics the finding revealed instead that Conscientiousness has no significant relationship with WFC at (r= 0.02792, p= 0.8022) also Conscientiousness had no significant relationship with stress at (r= -0.04465, p= 0.6885). Overall, after separating the group according to those that scored low and those that scored high on conscientiousness scale, the study found the group low in conscientiousness not significantly correlated with WFC and stress (r= -0.02263, p= 0.9414). and the group with a high conscientiousness the study revealed a high significant relationship for police officers that scored high on Conscientiousness at (r= 0.40119, p< 0.00). The group low in conscientiousness has no correlation between WFC and stress thus different values of conscientiousness cause a change in the relationship between WFC and stress. Thus those who are low in conscientiousness do not have a relationship between WFC and stress. A call is made to the SAPS as an institution to consider prioritizing personality trait particularly applicants that score low on conscientiousness personality test during recruitment and selection of new police officers to avoid the outcomes associated with the nature of police work.
- Full Text:
- Date Issued: 2012
- Authors: Bazana, Sandiso William
- Date: 2012
- Subjects: Job stress -- South Africa -- Eastern Cape , Work and family -- Psychological aspects , Neuroses -- South Africa -- Eastern Cape , Police morale -- South Africa -- Eastern Cape , Police -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Conscientiousness , Work Family Conflict , Stress , Police
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11551 , http://hdl.handle.net/10353/d1007030 , Job stress -- South Africa -- Eastern Cape , Work and family -- Psychological aspects , Neuroses -- South Africa -- Eastern Cape , Police morale -- South Africa -- Eastern Cape , Police -- South Africa -- Eastern Cape , Conscience -- South Africa -- Eastern Cape , Conscientiousness , Work Family Conflict , Stress , Police
- Description: The purpose of the study was to explore the relationship between WFC and stress with Conscientiousness which is part of the Big Five personality Traits Model in moderation. The study was undertaken in the South African Police Service members in Alice town in the Eastern Cape. The study was based on a sample size of eighty four (n=84) out of 134 (N=134) police officers. A simple convenient random sample was used to sample participants. With the use of descriptive, correlation and inferential statistics the finding revealed instead that Conscientiousness has no significant relationship with WFC at (r= 0.02792, p= 0.8022) also Conscientiousness had no significant relationship with stress at (r= -0.04465, p= 0.6885). Overall, after separating the group according to those that scored low and those that scored high on conscientiousness scale, the study found the group low in conscientiousness not significantly correlated with WFC and stress (r= -0.02263, p= 0.9414). and the group with a high conscientiousness the study revealed a high significant relationship for police officers that scored high on Conscientiousness at (r= 0.40119, p< 0.00). The group low in conscientiousness has no correlation between WFC and stress thus different values of conscientiousness cause a change in the relationship between WFC and stress. Thus those who are low in conscientiousness do not have a relationship between WFC and stress. A call is made to the SAPS as an institution to consider prioritizing personality trait particularly applicants that score low on conscientiousness personality test during recruitment and selection of new police officers to avoid the outcomes associated with the nature of police work.
- Full Text:
- Date Issued: 2012
The relationship between conscientiousness, extraversion and leadership effectiveness among local government managers in Bisho and East London
- Authors: Bell, Clement
- Date: 2012
- Subjects: Extraversion -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Big Five model , Public officers , Role conflict , Conscience -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11556 , http://hdl.handle.net/10353/d1007116 , Extraversion -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Big Five model , Public officers , Role conflict , Conscience -- South Africa -- Eastern Cape
- Description: This study investigated the relationship between conscientiousness, extraversion, and leadership effectiveness among the local government managers in Bisho and East London. Conscientiousness and extraversion were used as independent variables in the study while leadership effectiveness was used as the dependent variable. The data was collected from a sample of 222 local government managers using a self-designed biographical and occupational questionnaire. To measure conscientiousness and extraversion, a 24-item 5-point rating scale adopted from Finchan & Rhodes (2005) was used. To measure leadership effectiveness, a 6-item 5-point derailment rating scale adopted from Lombardo & McCauley (1994) was used. Data analysis was done using various statistical techniques, including t-tests, Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicated that both conscientiousness and extraversion are strongly associated with leadership effectiveness. Conscientiousness was also strongly associated with the individual components of leadership effectiveness, interpersonal relationships; molding a staff; making strategic transitions; follow-through and ability to work independently. Extraversion was also strongly associated with the individual components of leadership effectiveness, molding a staff; making strategic transitions; strategic similarities with management; follow-through and ability to work independently. Although conscientiousness and extraversion combined were found to have an additive effect on leadership effectiveness, conscientiousness accounts for a higher proportion of variance in leadership effectiveness than extraversion. Finally, the results also indicated that age was strongly associated with leadership effectiveness. The study therefore recommends that organisations should use conscientiousness and extraversion when selecting individuals for leadership positions.
- Full Text:
- Date Issued: 2012
- Authors: Bell, Clement
- Date: 2012
- Subjects: Extraversion -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Big Five model , Public officers , Role conflict , Conscience -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11556 , http://hdl.handle.net/10353/d1007116 , Extraversion -- South Africa -- Eastern Cape , Leadership -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Big Five model , Public officers , Role conflict , Conscience -- South Africa -- Eastern Cape
- Description: This study investigated the relationship between conscientiousness, extraversion, and leadership effectiveness among the local government managers in Bisho and East London. Conscientiousness and extraversion were used as independent variables in the study while leadership effectiveness was used as the dependent variable. The data was collected from a sample of 222 local government managers using a self-designed biographical and occupational questionnaire. To measure conscientiousness and extraversion, a 24-item 5-point rating scale adopted from Finchan & Rhodes (2005) was used. To measure leadership effectiveness, a 6-item 5-point derailment rating scale adopted from Lombardo & McCauley (1994) was used. Data analysis was done using various statistical techniques, including t-tests, Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicated that both conscientiousness and extraversion are strongly associated with leadership effectiveness. Conscientiousness was also strongly associated with the individual components of leadership effectiveness, interpersonal relationships; molding a staff; making strategic transitions; follow-through and ability to work independently. Extraversion was also strongly associated with the individual components of leadership effectiveness, molding a staff; making strategic transitions; strategic similarities with management; follow-through and ability to work independently. Although conscientiousness and extraversion combined were found to have an additive effect on leadership effectiveness, conscientiousness accounts for a higher proportion of variance in leadership effectiveness than extraversion. Finally, the results also indicated that age was strongly associated with leadership effectiveness. The study therefore recommends that organisations should use conscientiousness and extraversion when selecting individuals for leadership positions.
- Full Text:
- Date Issued: 2012
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