Job Position and Personality Characteristics as Predictors of Job Satisfaction in Federal Ministry of Education Enugu

Filed in Current Projects, Psychology ProJect Topics by on September 24, 2020

Job Position and Personality Characteristics as Predictors of Job Satisfaction in Federal Ministry of Education Enugu.

ABSTRACT  

This study investigated the influence of job position and personality characteristics on job satisfaction among workers. Two hundred participants were used and two hypotheses involving job positions (high, middle, and low) personality characteristics (extrovert vs introvert) were tested.

Two instruments were used for data collection and they are Eynseck Personality Questionnaire (EPQ) and Minnesota Satisfaction Questionnaire (MSQ): The design was a 3 x 2 factorial designs and a 2×2 Analysis of Variance (ANOVA) was employed for data analyses.

The results indicated that job positions is a factor that significantly influence job satisfaction, [f (1, 194) = 7.8, P<.05]. The second hypothesis was also accepted. It was revealed that personality characteristics exerted a significant effect on employee’s job satisfaction.

There was however, no interaction influence of job position and personality characteristics on job satisfaction. The results were discussed in line with the previous findings and suggestions were made. 

TABLE OF CONTENTS

Certification/Approval page — — — — — — ii
Title page — — — — — — — — — i
Dedication — — — — — — — — — iii
Acknowledgement — — — — — — — — iv
Abstract — — — — — — — — — vii
List of tables — — — — — — — — — viii
Table of content — — — — — — — — ix

CHAPTER ONE: INTRODUCTION — — — — 1
Statement of the Problems — — — — — — 5
Purpose of the Study — — — — — — — 6
Operational Definition of terms — — — — — — 6

CHAPTER TWO: LITERATURE REVIEW — — — 7
Theoretical Review — — — — — — — 7
Empirical Review — — — — — — — — 20
Hypotheses — — — — — — — — — 27

CHAPTER THREE: METHODOLOGY — — — — 28
Participants — — — — — — — — — 28
Instrument — — — — — — — — — 28
Procedure — — — — — — — — — 29
Design/Statistics — — — — — — — — 30

CHAPTER FOUR: RESULTS — — — — — — 31

CHAPTER FIVE: DISCUSION OF RESULTS — — — 34
Limitations of Results — — — — — — — 36
Summary/Conclusion — — — — — — — 38

INTRODUCTION  

Satisfaction with the job, as with the attainment of any valued outcome, is likely to be a function of several different processes. People could respond fairly directly to money and position. Earnings permit them to purchase the goods and services they desire, and the higher the job position, the greater their income; the stronger should be their satisfaction (Berkowitz, Cochran, and Fraser, 1998).

In a somewhat more complicated manner, employees evaluate their job position in terms of a standard regarding their personality profile. Are they getting what they deserve and is their job position in consonant with social comparison? In this case, Treasure (1989) posits that apparently, it is not the absolute value of the value of the job position that is considered so much as the degree to which these outcomes meet the relevant personality characteristics.

Positive feelings could generalize from intrinsic job satisfaction to their job position, or a conscious trade-off could be accepted in which one satisfaction substitutes for another. Every organization has goal which can only be achieved by the efforts of the people who work in it. Individual employees also have their own “goal” in life, and these are likely to be different from those of the organization.

A major consideration for management is the problem of getting employees to work in such a way that the organization achieves its goals and employees’ satisfaction. Brierly (1983) argued that for an employee to work towards organizational goals and objectives, job satisfaction on part of employee seems absolutely indispensable.  

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CSN Team.

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