Influence of personality traits on job satisfaction of the permanent faculty members

of management science department Bahria University Karachi campus

Literature Review
Foreign Literature

Employee attitudes and job satisfaction by Lise M. Saari and Timothy A. Judge
2004
Employees are very important for an organization. Their attitude and job
satisfaction is the critical factor for an organizational success. There is always been
confusion about the employee attitude and job satisfaction among human resource
professionals. We should know what does employee satisfaction and attitude means.
Employees see their job from many different angels. But the most important one is job
satisfaction. We should first know what job satisfaction really is, it is the positive attitude,
thinking and feeling for ones job and job experience.
There are several reasons for a particular employee attitude with affects job
satisfaction. Switching jobs and positions can be one of the reasons. There are many
studies showing different reasons for dispositional pressure or influence. Childhood
temperament can be a reason for unsatisfied employee. Emotional satisfaction is also
considered one of the reasons for job satisfaction. Evidence also suggests that
extroversion is also a reason affecting job satisfaction. Many researchers believe that the
job its self has the core reason for the job satisfaction. Cultural influence job satisfaction
as well. Due to high pace of globalization workers have to face many problems in their
job, hence, job satisfaction decreases. Cross-cultural differences have great impact on job
satisfaction. An individuals ability to take risk or to avoid it, the distribution of power

among individuals and gender are the dimensions on which cross-cultural differences
occur. Work situation also influence job satisfaction. Studies have shown, when
employees are asked to rate the different aspects of their job like pay, supervision,
promotion etc the nature of the work becomes the most important factor in the job
satisfaction. When we consider all job satisfaction areas, we find that the nature of the
work itself is the most important area to consider by the practitioners.
Job satisfaction could be positive or negative. There have been debates about job
satisfaction and many think that satisfied and happy employees are productive. Job
satisfaction has an impact on outcomes and performance. Researchers have also found
that the job satisfaction and job performance have strong connection. The greater the job
performance the greater will be the job satisfaction. Research has also shown that this
connection is even stronger in the professional jobs. Researchers also link job satisfaction
with the satisfaction of life. Since, job is a part of our lives it is obvious that both of them
affect each other. Researchers also think that depression also affect job satisfaction.
Organizations have so much to do with the job satisfaction and employees satisfaction of
life is related to job satisfaction. Many studies proved that employees who are not
satisfied by their jobs are more likely to quit their jobs and be absent as well. Negative
job satisfaction also leads to lateness and thoughts about an early retirement as well.
Among several ways of measuring the employee attitude, the most effective one is
employee attitude survey. The two of the most valid employee attitude surveys are JDI
Job Descriptive Index and MSQ Minnesota Satisfaction Questionnaire. The JDI evaluates
job satisfaction on the basis of promotions, pay, supervision, coworkers and the job itself.

The MSQ is very flexible and adaptable and features short, long as well as overall
measures.
Analyzing survey information is very important for achieving the desired results.
Employees have different ratings. This data can be compared to the other companys data
to get some useful results regarding job satisfaction. Employee attitude is very important
for an organization to achieve the desired outcome. If employee attitude data and survey
is conducted and analyzed in a right manner, it can bring positive organizational change.
Organizations should make sure that employees should get the chance to participate in the
decision making process. This would improve job satisfaction and organizational
performance.
By understanding the employees attitude, organizations can have satisfied
employees. Organizations should conduct employee satisfaction surveys on regular basis
and make it a part of organizational decision making.

What Are the Factors Affecting Job Satisfaction? By Brian Hill, Demand
Media
There are several factors affecting job satisfaction. Management has much to do
with an employees satisfaction. Happy and satisfied employees with morale can
accomplish difficult tasks with greater efficiency and perfection.
Working Conditions
Employees spend most of their time and energy working. Therefore, companies
should provide good working environment to increase efficiency. Providing better space,

lighting and advanced information technology facilities can contribute to working

efficiency and job satisfaction.
Opportunity to Grow
Employee satisfaction increases when they can see a path where their position can
move upward in the organization along with power to make bigger decisions and with a
higher salary. Organizations also provide tuition fee support for university education.
This leads them to a better career and provides them the opportunity to learn the
advanced skills required for the job and their career. When an annual review of employee
performance is done, they should be told by the supervisor, about the extra skills needed
by their job. Supervisor should also show them the right path which can uplift their career
within the organization.
Degree of stress and work load
Heavy workload and unrealistic deadlines are the reasons for stress and
unsatisfied employees. Not meeting the deadlines can make problems and conflicts
between management and an employee and increases the stress as well. Most if the times
this kind of situation occurs due to the mismanagement and bad planning of the
management. Having fewer employees for the assignment make the employees stressed
because they have to deal with heavy workload.

Getting respect from co-workers

Employees always look for respect from their co-workers. Unfriendly, rude and
unpleasant working environment usually has unsatisfied employees. If any kind of a
problem arises between co-workers, the management should come in between and take

the disciplinary action in order to solve the problem. Management should be very clear
and remind employees about inacceptable behaviors at the workplace.
Relationship with manager/supervisor
Efficient managers know how to praise and appreciate their employees. Managers
should also have open door for the discussions and solving employee problems in order
to satisfy them and support them to do their job effectively.
Financial rewards for employees
Financial reward also affects job satisfaction. An employee is satisfied when he or
she thinks that the pay scale company is offering is fair. Organizations must have a
systematic way of evaluating the job performance and provide the salary according to
that. Moreover, a pay raise must be given and other opportunities and facilities like
vacations and bonus must be provided to make an organization a good place to work in.

Five factor model of personality by Dr Simon Moss on October 18th 2008

Overview of the model
The five factor model explains five broad personality traits--, neuroticism,
agreeableness, conscientiousness, extraversion and openness to experience, that describes
most of the differences in the personalities among individuals.
Extraversion
Costa and McCrae (1992) classify six sides of the each personality trait.
Extroversion is warm, action oriented, enjoys being the center of attention, positive and
active. Extroversion is usually linked with leadership because their ability of being

comfortable in a group. The jobs that require high deal of interaction with people are
good for the extroverts. For example, teaching and sales job.
Neuroticism
It is related to negative emotions. A person experience negative emotions like
depression, guilt, anxiety and anger. These people often find themselves hopeless in
ordinary situation. They experience negative emotions for a longer period of time and
hence usually have a bad mood.
Agreeableness
It is related to compassion and corporation towards others. These people get along
with others well. They are friend and helpful. They have are quite optimistic about the
human nature and find others trustworthy and honest.
Conscientiousness
It is related to self-discipline and being dutiful. These people are quite motivated
to achieve their goals. They are well- planned. It is the way we control and direct our
desires.
Openness to experience
Openness to experience is related to unusual ideas, feelings and values. These
people are art lovers and prefer difficult experiences. They dont prefer standardized and
routine tasks.

Effects of Job Satisfaction on Employees Motivation & Turn over Intentions by

Qadar Bakhsh Baloch

Satisfied employees are happy employees. Satisfied employees are motivated and
dont have intentions to leave their existing job. Fear is a motivator itself but a temporary
one. Fear of losing a job can motivate employees temporarily but when this kind of
motivation goes does hence, productivity decreases. It has been observed by the
researchers that employees low at emotional stability and conscientiousness are more
likely to quit their jobs on reasons other than job satisfaction and inability to do their job
well. Employee having greater emotional stability and conscientiousness perform high on
groups and their individual jobs as well. Monotonous jobs can lower the self esteem of an
employee and lead towards negative job satisfaction. Hence, absenteeism and turnover
increases. Job satisfaction and success brings positive emotional behavior and the worker
became more innovative, flexible and loyal. Every organization must create a system
under which the employees get satisfied and become more productive. Organizations
must provide work settings with the facilities like communication. It should also provide
training and other growth opportunities where ones talent can be enhanced. Moreover, a
supervisor should provide a congenial team to work and a timely feed back as well.
Completive salary with an opportunity to grow and get promotions is also an important
factor for a satisfied employee.
Apart from all the factors mentioned above employee satisfactions vastly depends
on the employees and managers personality and the working style of the manager.

Furthermore, managers can find the right job fit; matching the right person with the right
job.
Workers also have an important role in the job satisfaction as well. Employee
contribution is very important because at the end of the day they are the ones who are
getting satisfied. Employees must enhance their skills like reading, writing, speaking and
in learning to use new technological in order to get a better pay and promotions as well.
Moreover, teams building skills must learned because for success in any career teamwork
and the ability to work in a group in extremely important. New job related skills must be
acquired in order to perform well. Workers must be able to take criticism and use it in a
productive way and must be able to deal with different people.
Satisfaction means different to every person. For some, it is the respect which they get
from the job and for others it is the amount of money they are receiving from doing a
particular job. Personality of workers as well as managers, extra benefits, pay scale,
workplace flexibility and quality of the working environment, social relationships within
the workplace and opportunity to grow are the basic factors effecting the job satisfaction.

Motivation, Performance and Satisfaction among University Teachers:

Comparing Public and Private Sectors in Pakistan and Malaysia by Munaf
Seema
The Pakistani teaching faculty of public sector looks more satisfied than the
private sector faculty but their motivation for achievement and performance is the same.
In the institutes of higher education, faculty plays vital role in the development and

motivation of the students by guiding and suggesting them in order to achieve their goals
and get a good national and worldwide position.
Like the employees of any other organization, a faculty members behavior
toward the work or teaching can be measured by the level of motivation, performance
and job satisfaction.
A teachers motivation can measured through many factors. For example, taking
classes and completing the course on time, being innovative in the class through bringing
up new ideas and motivating students to participate. Research is an important part of
teaching. The ones who are involved in research find themselves satisfied due to their
achievement. If faculty members get a chance to become the head of department, they
bring up new ideas and can support and understand the problems of other faculty
members easily. Research suggests that the leadership style can make the behavior,
commitment and satisfaction of teachers more predictable. Moreover, there are
contradictory views to the research mentioned earlier that is, there is no effect of
management on the job satisfaction of teachers.
Kingdon (1996) study argues that private sector educational system is efficient
than the public sector. Kingdon and Teal (2007) study specifies that indicate the better
academic results in the private sector is a result of pay in the private sector. This
difference may differ culture to culture. This difference in private and public sector
educational system can be seen in performance, motivation and job satisfaction.