Research Project on Personality and Job Satisfaction

1. Determine a Management Area for Investigation that has an Implication for a Work Related Area:

Employees’ attitudes play an important role at workplace and affect significantly to their performances. Job satisfaction is one of the most imperative job attitudes that researchers are keen to explore especially in term of its determinants. Locke (1976) has described job satisfactions as a state of positivity or pleasure shaped from the results of one’s job evolution. Brooke et al. (1988) have suggested the construct in term of individual’s general attitude towards their job that stanch from the satisfaction of their needs and wants. Literature has also evidenced the potential benefits of job satisfaction at workplace. Judge et al. (2001) found positive affects of job satisfaction on individual and organizational performances, Paine & Bachrach (2000) suggest that satisfied employees show positive organizational citizenship behaviors, Griffith (2004) relate job satisfaction to customers’ satisfaction while Carsten & Spector (1987) found less absenteeism for satisfied employees. These results reveal the importance of job satisfaction and stimulate practitioners to study the antecedent and consequences of job satisfaction.

Some early researchers have studied person logical based determinants of job satisfaction such as Fisher and Hanna (1931) and Hoppock (1935) who studied employees’ emotions as predictor of job satisfaction while others studied job satisfaction in term of broad array of personality traits especially after 1980. Big five model of personality traits proposed by Goldberg (1990) used widely to predict individual’s personality. Most of the researchers have studied big five model as predictor of job performances and other organizational psychological factors but less researches tried to explore the relationship between individual’s personality traits of big five model and their satisfaction level. This implies that studying big five personality model can provide a chance to practitioners and managers to determine the explained variation in job satisfaction with respect to personality traits. This gap in literature stimulates me to study big five personality and job satisfaction in education sector of Pakistan. Moreover, up to my knowledge literature is found vacant to study the relationships between job satisfaction and five factors of personality traits in of teachers in education sector in Pakistani environment. In doing so, the case of University of the Punjab Gujranwala Campus is selected that can be used to identify managerial area of investigation in this respect. Job satisfaction at University is not satisfactory that become the underlying cause of choosing University to study.

1.1 Big Five Personality Model:

Goldberg (1990) suggests that every individual lies into five basic categories in term of personality that are given below.

 Extraversion: These attitudes refer to the comfort level of an individual and assess how much an individual is assertive, outgoing, sociable and active and wants to meet people.

Agreeableness: These personality traits measure that how much an individual tends to defer others. Agreeable people are more cooperative, warming, trusting and also try to avoid clashes and disagreement to others. 

Consciousness: These personal characteristics demonstrate the reliability of one’s personality and high conscious people are well organized, dependable, contain high standards and tend to complete their job according to plan.

Neuroticism: These personality traits show the ability and intensity to cater stress situation of an individual. High Neurotic individuals feel more insecure, nervous and depressed.

Openness to Experience: These are psychological personality traits are deals with one’s intentions to creativity, innovation and interests with originality.

2 Identify the Aim, Scope and Objective of the Project:

After determining managerial area of investigation this section will demonstrate the aims, scope and objectives of my project to clear the picture that what we want to explore.

2.1 Aim of the Study:

The overall aim of current study is to study personality traits model as potential predictor of job satisfaction in the case of lecturers and professors taught at University of the Punjab Gujranwala campus in the environment of Pakistan. In order to study personality traits I used big five personality factors model that described personality in term of extraversion, openness to experience, agreeableness, consciousness and neuroticism. 

2.2 Scope of the Study:

In order to know the potential determinant of job satisfaction in term of personality traits in education industry current project studies the 26 professors from University of the Punjab Gujranwala Campus. The project intends to use five factors of traits proposed by Goldberg (1990) to assess individual’s personality. Responses will be gathered and assessed from teaching faculty through questionnaire. So, the scope of the study is limited to the responses from 26 lecturers and professors of University of Punjab Gujranwala Campus while five factors of personality traits are assessed and other personality traits are beyond the scope of current study.

2.3 Objectives:

Following are the objectives of project.

1. To investigate that whether teaching faculty at University of Punjab Gujranwala Campus is satisfied from their job or not.

2. To study personality traits with respect to big five model for 26 lecturers and professors while responses will be generated through questionnaire at University of Punjab Gujranwala Campus.

3. To investigate the potential determinants of job satisfaction at University of the Punjab for teaching faculty to construct strategies accordingly.

3. Justify the Aim and Objective of the Project:

Today job satisfaction is viewed as one of the critical issues that managers seek to resolve as employees’ pleased attitudes towards their job lead to high performances and productivity while personality traits play an important role to explain the variations in job satisfaction at workplaces. On the other hand most researchers have studies job satisfaction with respect to person logical factors and traits for manufacturing concerns while less researchers explore the relationship between job satisfactions and famous big five model of personality traits especially in service industry such as education sector. Purpose of current study is twofold. First part tries to identify that whether teaching faculty of famous university of Pakistan i.e. University of the Punjab Gujranwala Campus is satisfied from their job or not. Education sector is needed to survive for a civilized society and produce professionals who work for the betterment of society. This implies that job satisfaction of teaching staff is more critical as creation of professionals having required capabilities is dependent on teaching faculty. Moreover, personality traits are also one of the imperative contributors to job satisfaction. Investigating five factor of personality will allow HR managers to identify potential antecedents and consequences of these personality traits with respect to job satisfaction. For the purpose of case study University of the Punjab Gujranwala is selected that is the renowned university of the country.

4. Identify Sources of Data and Information for the Project:

Data can be collected through primary source or secondary source of data. Primary data is collected at source and used for specific purpose while secondary data source consists of data that already exist in some form. Current project uses the primary data source to collect required data. In doing so, questionnaire approach is adopted that is used and practiced worldwide to record responses from targeted respondents to measure personality traits in this respect. I develop questionnaire that measures the variables of my project and these questionnaire are filled from teaching staff of University of the Punjab Gujranwala Campus. On the other hand previous literature is also used as secondary source of data to find assistance from previous researches to complete my project. Articles and case studies from various journals and data bases are used to study the constructs and their relationship. Moreover, I used the medium of internet and send questionnaire and receive responses through E-mail. Structure questionnaire is developed that contain various questions to measure the dependant and independent variables of the project while most of the questions also use Likert scale to record the responses from a respondent. Though other sources of data collection such as interviews, focus groups, observation and case studies etc are available but I use questionnaire as it successfully accomplish the aims and objectives of my project.

5. Analyze the Data and Information for Options or Alternatives that Meet the Project Aim:

Data is collected from 26 lecturers, assistant professors and professors through structured questionnaire regarding their job satisfaction and their personality traits. Results show that about only 50% teachers are agreed that they are satisfied from their job. However, five teachers show dissatisfaction from their job while ten teachers response to neutral agreed when ask for their job satisfaction. Following table illustrates these results.

Table 1: Job Satisfaction
	Frequency	Percent	Cumulative Percent
Strongly Disagree	0	0	0
Disagree	5	17.2	17.2
Neutral Agree	10	34.5	51.7
Agree	13	44.8	96.6
Strongly Agree	1	3.4	100
Total	29	100

This implies that the job satisfaction of teaching staff is not satisfactory and can decrease the quality of output and name of the university in near future. So it is important to know the potential determinants of job satisfaction to manage it accordingly. In doing so results reveal that five factors of personality traits significantly contributes to their job satisfaction. Following graphs clearly show that teachers having more characteristics of extraversion, openness, agreeable and consciousness are more satisfied from their job while neurotic

7

8

9

10

11

12

13

Extraversion

2

3

4

5

personality contributes negatively in this respect.

                                                                                   

                                    Graph 1                                                           Graph 2

                                                                                   

                                    Graph 3                                                           Graph 4

Moreover, the correlation results are also generated that also reveal similar kind of results and demonstrate positive relation between job satisfaction and personality traits of extraversion, agreeable, openness and consciousness while negative relation is found in the case of neoteric personality.

These results are also consistent with the Judge et al. (2002) whose Meta analyses of big five model with respect the job satisfaction also documents negative relation of Neuroticism and positive effect of other four personality traits on job satisfaction. In conclusion we can say that one of the potential reasons of dissatisfaction is the five personality traits at University of the Punjab.  

5.1 Options and Alternatives:

Irrespective of these personality traits other variables such as contract status (visiting or permanent), education, teaching experience and pay level etc can also affect job satisfaction. Results show that permanent teachers are more satisfied from their job while four out of five dissatisfied teachers are from visiting faculty. Moreover, teachers who are dissatisfied from their pay level are also dissatisfied from their job while experience also contributes positively to the job satisfaction as it increases the ability to transfer require knowledge effectively and teacher feels more satisfaction. Similar results are also found in the case of education as demonstrated by table 6. Following tables illustrates the results for contract status, pay and education in this respect.

6. Determine an option or alternative that meets the project aim:

Above statistics reveals that considering five personality traits only with respect to job satisfaction is not enough while other variables can moderate the relationship between individual’s personality and job satisfaction. So I tried to determine the options that consider both personality traits and person’s ability in term of his experience and pay satisfaction level. In doing so, I develop correlation statistics that shows the relationships between job satisfaction and personality while controlling their pay satisfaction level and experience.

Correlations

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1.000

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Correlation

Significance

df

Correlation

Significance

df

Correlation

Significance

df

Correlation

Significance

df

Correlation

Significance

df

Correlation

Significance

df

Job.Satis

Neuroticism

Extraversion

Openness

Agreeable

Consciousness

Control

Variables

Pay.Satis

&

Experience

Job.Satis

Neuroticism

Extraversion

Openness

Agreeable

Conscious

So results after controlling variables are more appropriate and better explain and to meet the project aim of exploring the antecedents of job dissatisfaction of teaching faculty.

7. Evaluate the Research to Make Conclusions:

Current research project use questionnaire to collect data from teaching faculty of University of the Punjab Gujranwala Campus. Statistics clearly demonstrates that the job satisfaction of teaching faculty is becoming problem for University of the Punjab Gujranwala Campus. Results also show that the teachers who are more active, assertive and prefer to meet people i.e. extraversion are more satisfied from their job irrespective of their pay and ability in term of experience. It is consistent with judge et al. (2002) who suggests collaborative nature leads to satisfied people. Similarly teachers who are more cooperative, trusting and avoid conflicts i.e. agreeable found satisfied from their job. McCrae and Costa (1991) argued that agreeableness bring happiness through interpersonal intimacy that is positively related to life satisfaction and job satisfaction as well. On the other hand it is also found that nervous and emotionally instable teachers are not satisfied. (Megnus et al., 1993) argued that such people has experienced more negative situation than others, so they view every event negatively. Teachers who are more creative, innovative i.e. openness are satisfied but relation is found insignificant while controlling pay and experiences. Judge et al. (2002) also found week correlation for openness as it is more related to psychological states. Consciousness show the reliability of person’s ability while it is found more conscious teachers are more satisfied, however partial correlation results document insignificant results. In conclusion three personality traits of extraversion, agreeableness and neuroticism are strong determinants of job satisfaction as these personality traits help individuals and augmented the ability to perform required job effectively. However, project also poses some limitation and studying other variables and moderating effects such as cultural affects are beyond the scope of this project. On the other hand these results are limited to the responses of only 26 teachers that are insufficient to draw generalized conclusions. Analysis is also limited to bivariate and partial correlation analysis while more sophisticated tools and techniques can be used for further research.

8. Recommend a Course of Action to Meet the Project Aim:

After knowing that personality traits are contributing significantly to the job satisfaction, we can construct strategies accordingly. Following course of actions are recommending in this respect.

8.1 Selection Criteria:

It is recommended to the management of University that while selecting teaching faculty the personality traits of candidates should be considered. Preference should be given to those candidates who are more extraversion, agreeable, conscious, openness to experience and fewer neurotics. On the other hand various personality tests are available that can be used to assess the personality traits of a candidate in this respect. So, Human Resource Manager should consider personality traits as one of the selecting criteria through appropriate personality tests.

8.2 Personality Development Programs:

In order to develop required personality Characteristics University can use development programs for their current teaching staff. These personality development programs will help their teaching faculty to adopt personality traits that are fit to their job. Many researchers have argued that these personality traits can be change over time. However, selecting appropriate methods and contents are contingent to the success of personality development program.

8.3 Prevent Ad hoc Based Selection:

Our sample contains of 26 teachers while 13 out of them were visiting and rest of teachers were permanent faculty members. It is found that only 2 visiting teachers are satisfied from their job while 4 are dissatisfied and seven select neutral agree option. Selections of visiting faculty members are made on ad hoc basis by the virtue of head of department. Such selection criteria can lead to the establishment of power groups and affect merit base selection. However, permanent faculty members are selected through a tough selecting criterion. So it is recommended that a specific selecting criterion should make through a proper channel that also consider personality traits for the selection of visiting faculty members.

9. Assess the Impact of the Project Recommendations:

Selecting teachers having positive personality traits will increase performances and will also bring positive environment at the university as more extraversion, openness to experience and agreeable individuals like collaborations, avoid conflicts to other and are more creative and innovative. Moreover, teachers having control over their emotions can manage their students more effectively. In conclusion selected individuals having required personality traits will be more satisfied from their job and can better create innovative and creative minds in future. On the other hand selecting appropriate visiting faculty members through proper channel irrespective on ad hoc basis will also ensure right person at right job. Such merit based selection will ensure the selection of individual poses required qualities in term of education, experience and personality traits because without merit based selection just setting personality traits and other variables as selection criteria will in vain. So these recommendations will increase job satisfaction for the teachers especially at University of the Punjab Gujranwala Campus that ultimately will contribute to the creation of innovative and creative professionals and meet the goals and objectives set by the University.

10. Determine the medium to be used to show the results of the project:

The research project provides useful results and recommendation for the management of University of the Punjab Gujranwala Campus as they are intended to know that teachers are not satisfied from their job and wants to take required actions to solve the problem. Moreover it also guides practitioners to find the antecedents of job satisfaction at workplace especially in education industry. Four communication channels that include verbal presentation, detailed written report, written summary and case summary are useful medium of communication of project results. Detailed one hour verbal presentation can be used to communicating project results and recommendation to its stakeholders and project sponsor. On the other hand to support verbal presentation and to keep records a detailed report is needed. Length of detailed report depends on organization’s requirement. Written summary consists of summarized form of sections from detailed report and is useful to communicate project to other stakeholders. At the end case summary is condensed summarization that is used to distribute externally. However, considering organizational secret information is critical and the provided information should be published with the consent of organization. So, these four are useful mediums to communicate project results to different users.

11. Produce the results of the project:

I suggest communicating the results to the management of the University and to the practitioners. In order to communicate the results to the management of University a detailed project report is prepared while a small case summary is produced to communicate the results for external practitioners.  Case Summary is provided below.

11.1 Problem:

Job dissatisfaction of teachers in education sector is becoming problem for institutions and management of Universities wants to know the potential determinants of such dissatisfaction to manage it accordingly. Personality traits are important contributors to job satisfaction that can solve the issue in this respect. It was found that the job satisfaction level of faculty members at University of the Punjab is not satisfactory that provide opportunity to identify potential determinants of job satisfaction for teaching staff especially in term of personality traits.

11.2 Analysis:

Big five model that describe personality of an individual in term of Extraversion, Agreeableness, Consciousness, Openness to experience and Neuroticism was used to determine personality traits. Data was collected through questionnaire and frequency and correlation analyses are done. It was found that teachers who are more active and like to meet others (extraversion), avoid conflicts (Agreeableness), having reliable abilities (Consciousness), Innovative and creative (Open to experience) and having stable emotions (fewer neurotics) are more satisfied from their job. However, correlation results found insignificant for consciousness and open to experience when controlling their pay satisfaction level and experience of teaching. It was also found that visiting faculty members were more dissatisfied as they were appointed by head of department on ad hoc basis.

11.3 Solution:

After analyzing personality traits as strong predictor of job satisfaction it was recommended to arrange personality development programs for current faculty members. Moreover, human resource manager should consider personality traits while appointing new faculty members. On the other hand ad hoc based selection should also avoid and merit based selection through proper channel should make that also consider personality traits along with qualification and experience in this respect.

11.4 Success:

Personality development programs and selecting faculty members while considering their personality traits increase job satisfaction.

12. Discuss the impact of the project on the work related area:

Maintain high Job satisfaction is problem of every organization irrespective of industry or organization. Current project provides the opportunity for practitioners to know the potential determinants of job dissatisfaction at workplaces in term of personality traits. Though current project’s scope is restricted to education industry and to the teachers only but still these results can be useful for managing non faculty members. Personality traits of employees affect their job satisfaction and performance as well. Moreover, these results can also be used for other industries and organizational set up.

References:

Brooke P., Russell P. & Price, J. (1988), "Discriminate validation of measures of job satisfaction, job involvement and organizational commitment", Journal of Applied Psychology, Vol. 73: 139-45

Fisher V. E. & Hanna J. V. (1931), “The dissatisfied worker”, New York: Macmillan

Goldberg, L. R. (1990), “An alternative description of personality: The Big-Five factor structure”, Journal of Personality and Social Psychology, Vol. 59, 1216–1229

Griffith J. (2001), “Do Satisfied Employees Satisfy customers? Support Service Staff Morale and satisfaction Among Public School Administration, Student and Parents”, Journal of Applied Social Psychology, August: 1627-1658

Hoppock R. (1935), “Job satisfaction”, New York: Harper

Judge T. A., Theoresen J. E., Bono & Patton G. K. (2001), “The Job Satisfaction- Job Performance Relationship: A Quantitative and Qualitative Review”, Psychological Bulletin, 376-407

Judge, T. A., Bono, J. E., & Locke, E. A. (2002), Personality and job satisfaction: The mediating role of job characteristics. Journal of Applied Psychology, 85, 237–249

Locke E. A. (1976), "The nature causes and causes of job satisfaction”, in Dunnette M. C., Handbook of Industrial and Organizational Psychology, Rand McNally, Chicago, IL

Magnus K., Diener E., Fujita F. & Pavot W. (1993), “Extraversion and neuroticism as predictors of objective life events: A longitudinal analysis”, Journal of Personality and Social Psychology, Vol. 65: 1046–1053

McCrae R. R. & Costa P. T. (1991), “Adding liebe und arbeit: The full five-factor model and well-being”, Personality and Social Psychology Bulletin, Vol. 17: 227–232

Paine J. B. & Bachrach D. G. (2000), “Organizational Citizenship Behavior: A critical review of Theoretical and empirical Literature and suggestion for future”, Journal of Management, Vol. 26(3):513-536

Appendix 1: Questionnaire to study big five model

Name:
Gender		1. Male		2. Female
Education	1. PHD	2. M.Phil/MS		3. Master
Teaching Experience (Years)				Age (Year)
Do you agree with the way these statements describe you as a person?
		Strongly Disagree 1	Disagree 2		Neutral Agree 3	Agree 4	Strongly Agree 5
Are you satisfied with your Pay
Are you satisfied with your job
I try to be courteous to everyone I meet
I'm pretty good about pacing myself so as to get things done on time
When I'm under a great deal of stress, sometimes I feel like I'm going to pieces
I am intrigued by the patterns I find in art and nature
I really enjoy talking to people
I often feel tense and nervous
I like to be where the action is
I often feel as if I'm bursting with energy
I often get angry at the way people treat me
Some people think of me as cold and calculating
I have little interest in speculating on the nature of the universe or human condition
I generally try to be thoughtful and considerate
I never seem to be able to get organized
I often enjoy playing with theories or abstract ideas
I strive for excellence in everything I do