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.
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- Date Issued: 2012
Perceived organisational support (POS), Job engagement (JE) and their effect on organisational citizenship behaviour (OCB) among nurses at the Victoria Hospital, Alice, Nkonkobe Municipality
- Authors: Dumisani, Mathumbu
- Date: 2012
- Subjects: Municipal government -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Nurses -- South Africa -- Eastern Cape , Nursing -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Perceived Organization Support , Job Engagement , Organizational Citizenship Behavior
- Language: English
- Type: Thesis , Masters , MCom (Industrial Psychology)
- Identifier: vital:11552 , http://hdl.handle.net/10353/d1007032 , Municipal government -- South Africa -- Eastern Cape , Local government -- South Africa -- Eastern Cape , Organizational behavior -- South Africa -- Eastern Cape , Nurses -- South Africa -- Eastern Cape , Nursing -- South Africa -- Eastern Cape , Job stress -- South Africa -- Eastern Cape , Employee retention -- South Africa -- Eastern Cape , Employees -- Training of -- South Africa -- Eastern Cape , Perceived Organization Support , Job Engagement , Organizational Citizenship Behavior
- Description: Wendel (1994, p. 91) defined perceived organizational support (POS) as “organization support in terms of all things that relate to assistance and relationships amongst working peers and colleagues, which involve the feeling of need between superiors and subordinates . Rothbard (2001, p. 656) in defining job engagement (JE) listed two components which he thought were critical for its effectiveness on organizational functioning: (i) attention and (ii) absorption, with the former referring to “cognitive ability and the amount of time one spends thinking about the role”, while the latter “means being engrossed in a role and means the intensity of one’s focus on a role”. Organizational citizenship behavior (OCB) was first introduced by Organ in the 1980s and he defined the concept of organizational citizenship behavior “as discretionary behaviors by individuals (employees) that do not form part of formal requirements of a job, but are necessary and promote effective functioning of the organization (Organ, 1988)”. The objective of study was to explore the relationship between perceived organizational support and job engagement and their effect organizational citizenship behavior. Other relationships that were tested were first, the direct relationship between POS JE. Secondly, the combined effect of POS and JE on OCB. The study was conducted amongst nurses at Victoria hospital, in Alice within the Nkonkobe district municipality. The results showed a significant relationship between JE and OCB, whilst the relationship between POS and OCB was not accepted. The results for the other two hypotheses that were tested; (i) relationship between POS and JE, (ii) combined effect of POS and JE on OCB also showed that they were not accepted. The consistency scores for these variables were of international level (n=106). The Pearson correlation coefficients were used for hypothesis testing.
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- Date Issued: 2012