Table of Contents
Personality in general can be described as the component of characteristics or qualities that shapes the unique character of an individual. Even though we intuitively use the term ‘personality’ in daily life, psychology still needs to obtain a definition of consensus. Another well-known definition is the one of Allport, which suggests that personality is the vibrant organization within those psychosocial structures that determine its distinctive adaptation to its setting.
According to the American Psychological Association, Personality is defined as the character which alludes to singular contrasts in characteristic examples of reasoning, feeling and behaving. The investigation of character centers around two wide zones: One is understanding individual contrasts specifically character qualities, for example, friendliness or irritability. The other is seeing how the different pieces of an individual meet up overall (Kazdin,2000).
Job satisfaction can be defined as a sentiment of satisfaction or happiness that an individual gains from their job. Furthermore, job satisfaction is characterized as the degree to which a worker feels self-inspired, content and happy with his/her activity. Job satisfaction takes place when a worker feels that the person is having work stability, vocation development and an agreeable work life balance. This infers the worker is having fulfillment at the job as the work meets the desires for the person. In Industrial / Organizational Psychology, job satisfaction is the most commonly studied job attitude and one of the most extensively studied topics (Judge & Church, 2000). The implied role of job satisfaction has been corroborated by several theories of work motivation. Job satisfaction theories, like Maslow’s (1943) Hierarchy of desires, Hertzberg’s (1968) Two-Factor (Motivator-Hygiene) Theory, Adam’s (1965) Equity Theory, Porter and Lawler’s (1968) changed version of Vroom’s (1964) compete Model, Locke’s (1969) Discrepancy Theory, Hackman and Oldham’s (1976) Job Characteristics Model, Locke’s (1976) vary of have an effect on Theory, Bandura’s (1977) Social Learning Theory, and Landy’s (1978) Opponent method Theory, have tried to elucidate job satisfaction and its influence.
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Career success does not have a right or wrong definition it mostly depends how each individual views career success in their own perspective. For a particular individual it might be the renown of a title, while for someone else it might be the measure of cash earned. One must inquire as to why it is so imperative to characterize a successful profession. There are numerous reasons why it is significant. However Career success can be characterized as the genuine or recognized accomplishments people have collected due to their work exposure (Judge,Link, Boudreau, and Bretz, 1995). Generally research has separated career success to intrinsic and extrinsic parts (Khapova, Arthur, Wilderom, Chapter 7). A career is described as a series of employment in the job history of a person (Gattiker & Larwood, 1989). While success in one’s career is an individual’s natural expectation, the essence of a certain success relies on what someone actually wants from it, individuals do have various definitions of career success predicated on their evaluation of career prospects (Greenhaus & Callanan, 1994). Success of a career involves both of the psychological and job-related results resulting from modifications in the role of the workplace. Career success represents career progress and development over many tasks. Constructions and dimensions of career success studies have shown that compensation, work conditions, level of accountability, job satisfaction, appreciation, project prospects and progress variables affect the career success of an individual (Seibert et al., 1999)
This examination expects to research the effect of an individual’s personality on job satisfaction among administrators in the chosen private medical clinics in Colombo East, Sri Lanka .The independent variable here is the variety of personality with five significant personality traits; extraversion, agreeableness, openness to experience, neuroticism and conscientiousness.
The dependent variable here is the job satisfaction. Information were gathered from 175 officials in the picked private clinics in Colombo East, Sri Lanka. For estimating study factors, the accommodation testing strategy is chosen and self- administered surveys are created. Next information subsequently gathered were dissected under the factual information examination bundle of 16 utilizing correlation and regression methods. The discoveries of the examination proposed that the personality categories of extraversion, agreeableness, openness to experience and conscientiousness of official representatives had huge positive effect and neuroticism type had remarkable negative effect on job satisfaction. Further, all hypotheses of the examination are exactly acknowledged. Henceforth, 43.3% of the variety in job satisfaction can be clarified by the big five personality factors (Balasuriya and Perera,2016). Extrinsic success is generally objective and perceptible and normally comprises of very tangible results, for example, pay and authority (Jaskolka, Beyer and Trice,1985). Where as intrinsic success is characterized as people’s abstract evaluation of their success and is most regularly communicated in relation to job, career, or life satisfaction (Gattiker and Larwood,1988) (Judge et al, 1995). Research affirms the thought that extrinsic and intrinsic achievement can be evaluated as generally independent results, as they are just fairly correlated (Judge and Bretz,1994).
The predominant personality testing instrument is currently the Big Five Inventory (BFI) relying on the well-described personality Five Factor Model (FFM). Neuroticism, Extraversion, Openness, Agreeableness and Conscientiousness are the five personality aspects of the model that independent scientists have achieved. It has been shown that the FFM has linguistic validity and applicability. It has eluded replacement by its most enthusiastic critics for decades.11–14 Extensive research into the growth of such aspects suggests that about half of the variability has been inherited as well as the other half gained by experience, especially in early adolescence. (Kisten & Kluyts,2018)
Neuroticism
Due to their fundamentally adverse nature, neurotic people face more adverse life events than other people (Magnus, Diener, Fujita, & Pavot, 1993) partly because they choose circumstances that promote adverse effects (Emmons, Diener, & Larsen, 1985). To the level that any such circumstances happen on and around relation to the job, they will result in decreased job satisfaction rates. Neuroticism has been defined as NA’s primary source, as well as the connection among both NA and job satisfaction has been recorded in the meta-analysis with (Connolly and Viswesvaran,2000).
Extraversion
While neuroticism is linked to the occurrence of unpleasant experiences in life, extraverts are habituated to favorable feelings (Costa & McCrae,1992), and favourable emotionality is expected to categorize work satisfaction, as proved by the PA – job satisfaction relationships meta-analysis of (Connolly and Viswesvaran,2000). Evidence also suggests that extroverts have more companions as well as spend more time in social circumstances than introverts, and that interpersonal interactions (such as those at job) are likely to be more rewarding due to their social facilities (D. Watson & Clark, 1997).
Openness to Experience
Openness to Experience is linked to creativity in science and art (Feist,1998), divergent thinking, low religiosity, and political liberalism (McCrae,1996). Most of these psychological conditions appear to be strongly connected with job satisfaction. In addition, (DeNeve and Cooper,1998:p199) observed that “Openness to Experience is a ‘ double-edged sword ‘ that naturally leads people feeling more profoundly respectively positive and negative” making their directional impact uncertain on adaptive responses such as subjective well-being or job satisfaction.
Agreeableness
(McCrae and Costa ,1991) asserted that agreeableness has to be associated with joy because pleasant people are more motivated to attain interpersonal intimacy, that should result in higher rates of well-being. Moreover, they discovered that at a comparatively low level (mean r.16) Agreeableness was favorably linked to life satisfaction. Supposing that those are the same common motivations on the workforce, so the same method could work with regard to work satisfaction.(Organ and Lingl, 1995:P 340) Probably agreed, stating that “Agreeability includes getting along with others in enjoyable, satisfying interactions.”
Conscientiousness
Organ and Lingl, asserted that consciousness must be linked to job satisfaction since it reflects a particular inclination towards work engagement and therefore contributes to a higher probability of acquiring satisfactory work benefits, both official (e.g., pay, promotions) and informal (e.g., appreciation, respect, personal achievement emotions (Organ and Lingl.1995). Indirectly, the literature on subjective well-being also indicates a favorable connection between consciousness and work satisfaction (DeNeve & Cooper,1998).
Even though there is excellent reason to suggest that four of the Big Five characteristics are studies-wide linked to job satisfaction (the exception being Openness), there’s several potential relationship moderators. First, because in cross-sectional studies the personality – job satisfaction connection may be greater, it has been explored how often the relationship varied by cross-sectional versus longitudinal study models. Secondly, with little exceptions (e.g., Neuroticism and Extraversion measures by Eysenck ; (Eysenck & Eysenck,1968), there was no valid measure of the Big Five characteristics prior to the review of the NEO Personality Inventory (Costa & McCrae,1992). Therefore it was evaluated whether the correlation between personality and job satisfaction varied based as to whether a negative or positive measure was taken using Barrick & Mount’s coding scheme (Barrick & Mount’s, 1991) of the Big Five characteristics were used.
At last, due to the nature of work satisfaction variables was asserted to influence the association with the other factors over an experimental basis (Brief & Roberson,1989), we also measured the extent of personality – job satisfaction correlation by work satisfaction measure.
Analysis of regression confirmed that neuroticism and agreeableness have a negative and positive influence on job satisfaction. Neuroticism appeared as the strongest and perhaps most coherent negative correlation of job satisfaction in the meta-analysis of Judge et al. They experience more adverse life events than other people because of the fundamentally adverse nature of neurotics. This involves adverse workplace occurrences. Individuals who score higher for acceptability tend to experience greater job satisfaction rates. This makes complete sense intuitively, since friendly people are more motivated to accomplish interpersonal intimacy, which will result in increased well-being (Kisten & Kluyts,2018).
Emotional Stability
Anxiety, depression, and instability are characteristics of emotional stability. Higher levels of individual emotional stability show greater success. By contrast, low emotional stability levels (neuroticism) indicate high levels of anxiety and depression. Neurotic staff show a decreased motive for achieving outcomes because they appear to be volatile, unhappy and anxious. Neuroticism does have severe worries, anxiety and low self esteem and propensity to regulate adverse feelings as its practices cycle under adverse light, in which people that have scored the highest in neuroticism have low attitudes to their job.
While Personality plays quite a significant role in job satisfaction and career success. There are many other factors that could influence the career success or job satisfaction of an individual.
Job Security
Within the work environment, it is essential for an person to feel safe and secure. Aspects like vulnerability, propensity, lack of confidence, and impotence do not stimulate job satisfaction. Factors such as effective communication and excellent conditions with the supervisors and also the subordinates, decent working conditions, secure machine condition, machinery affect job security and other equipment used by people for manufacturing and production, the accessibility of incentives and advantages and a decent wage in accordance with the performance of their responsibilities. Overall job satisfaction is linked mildly to work safety (Hong, Hamid & Salleh, 2013).
Wages/Compensation
Compensation is described as a company’s financial contribution to the staff in exchange for the services rendered to the firm by the staff. Financial compensation and rewards are regarded as the most essential fields for which staff work, when they think that their salary and rewards are adequate to maintain their lives, then they are happy with their job. Once staff experience recognition and increase in reward, they feel great satisfaction and fulfillment with their employment. Compensation ranks first in job satisfaction determination relative to other significant determinants (Neog & Barua, 2014).
We’ve all found such individuals the life and soul of the gathering is bigger than life, gregarious and confident, extroverted sales individuals, and they get energized from being in the limelight. Research has proven a connection between extrovert behaviour and sales performance on many occasions, and has been unable to confirm it over and over again. Nor are there any better introverts. Some study demonstrates that in relation to this personality preference, the most effective sales individuals are those in the center of the spectrum. Typically, preferences are evaluated between two extremes on a sliding scale, like those of introvert and extrovert. With one or the other, we feel more at ease to differing degrees. The evaluation is not purely binary, of course ; for our choice there are degrees of strength. Issues frequently occur when individuals utilize their preference to excuse their behaviour. But it’s just that to have a preference – a decision. With deliberate effort and a little energy, preferences can be quite simple to alter. Changing your views can be defined as the impact of chameleons, so you can adapt your behavior to fit the circumstance.
In a recent research on introverts and extroverts, researchers discovered that extroverts were more likely to look for themselves when there is reward to be obtained through individual behaviour. They tended to take a more collective, civic stance when the rules of commitment went and the fresh situation meant that they could lose out because of the actions of others. In fact, when the going got hard, they were eager to discover security in numbers, but glad to work alone in good times. This makes an significant point: setting group or team goals for extroverts is essential. Also, when under stress, it is not uncommon for individuals to flip to a normal hidden personality trait. The super-calm marketing individual may suddenly become very emotional if things get too much to deal with, perhaps through a mixture of stresses at home and at job. Psychology plays an enormous role in sales. The higher knowledge you have of your own personality, the more probably you will be able to define differences in others ; and to the benefit of everyone, the further successfully you will bend your way of coping with them. (Association of Professional Sales 2019).
