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PERSONLITY TRAITS AS CORRELATES OF JOB SATISFACTION AMONG POLYTECHNIC LECTURERS IN RIVERS STATE.

PERSONLITY TRAITS AS CORRELATES OF JOB SATISFACTION AMONG POLYTECHNIC LECTURERS IN RIVERS STATE.

BY

¹PROMISE E. GBARALE &  ²DR. B.U. ONYEKWURU

¹Department of General Studies, Captain Elechi Amadi Polytechnic, Rumuola, Port Harcourt.

²Department of Educational Psychology, Guidance & Counseling

University of Port Harcourt

Abstract

The study investigated personality traits as correlates of job satisfaction among polytechnic lecturers in Rivers State. The study was guided by five research questions and five null hypotheses tested at 0.05 level of significance. The study adopted correlation design. A sample of 634 lecturers was drawn from a population of 674 lecturers in the polytechnics in Rivers State through census sampling techniques. The instrument for data collection were Personality Traits Scale (PTS) and Job Satisfaction Scale (JSS) whose constructs validity were tested using convergent validity process. The reliability coefficient was obtained through Cronbash Alpha. The data collected were analyzed using simple linear regression. While the R values were used in answering the research questions, the ANOVA associated with the regression analysis were used in dealing with the hypotheses. From the findings, it was discovered that the personality traits of extraversion and conscientiousness of lecturers were found to negatively with their job satisfaction. While the personality traits of neuroticism, openness to experience and agreeableness of lecturers were found to be positively related to lecturers’ job satisfaction in the polytechnics in Rivers State. Based on the findings of the study, recommendations were made.

Key words: Personality traits, Job satisfaction, Polytechnic

Introduction

A major part of man’s life is spent at work. Work is a social reality and social expectation to which men seem to confirm. It not only provides status to the individual but also binds him to the society. Therefore, an employee who is satisfied with his/her job would perform his duties well and be committed his job, and subsequently to his/her organization. Thus, it is of utmost importance for employers to know the factors that affect their employees’ job satisfaction level since it would affect the performance of the organizations that comprise of academic staff, non academic staff and students. They are citadel of learning where students are trained with adequate skills for man-power development and self reliance. So there is need to give adequate attention that would enhance their workers’ level of job satisfaction and also put into cognizance the employees’ personality traits during recruitment at work place. Lecturers in every polytechnic of learning are sensitive to the treatment by the management on issues of salary and non salary conditions of service. Cases of lateness to duty, absenteeism, extortion, sexual harassment, victimization, aggressive anal hostile relationship towards students and even among lecturers existing in polytechnics in Rivers State, could be associated with lack of satisfaction.

Based on the above reports and personal experience the researcher holds the conviction that apart from salary and non salary conditions of service as factors related to job satisfaction, the personality traits may play major role in lecturers relations to their job satisfaction.

Armstrong (2006) defined job satisfaction as feelings or emotion derived from the job an individual is doing. It also denotes the level of contentment of a worker for his or her job. Job satisfaction is the positive orientation of an individual towards the role which he/she is presently occupying. It is also the degree to which employee is satisfied and happy with his/her job (Kamfer, 2011).

All jobs stimulate certain level of feelings in the worker based on the extent they satisfy or fail to satisfy the values and expectations of the worker. Coleman (2003) defined personality as the sum total of the behavioural and mental characteristics that is distinctive of an individual. Ukwuije (2007) defined personality as the unique pattern of behaviour of an individual which is made up of problem solving, mental abilities, cognitive interest, attitudes, temperaments, thoughts, feelings, value, behaviours, moral interpersonal relationship affective. Thus, personality is define as a person’s unique characteristics such as behaviour, thinking pattern, emotions and physical appearance which enable an individual to interact with others and survive in his environment. Traits are distinguishing qualities or characteristics of a person, a relatively enduring way in which one individual differs from another. According to Ramalingan (2006) personality traits are stable features of the beahivour of an individual recurring in different situations.

These traits are always marked by the varying degree of prominence in different people across various situations. The personality trait to be investigated in this study in relation to job satisfaction focused on the “big five’ personally structure of Mcrae & Costta (2006) which are neuroticism, extraversion, openness to experience, agreeableness and conscientiousness (NEOAC). A number of research studies point towards these factors as important dimensions comprising of personality. Mcrae & Costa found that all the personality traits used to describe people can be divided into five groups which they are called the five factors model of personality. The dimension comprising the five groups which they are detailed as follows: neuroticism represents the tendency of exhibiting poor emotional adjustment and experience, negative effect such as anxiety, insecurity and hostility: extraversion represents the tendency to be sociable, assertive and experience positive effect such as energy, zeal and excitement; openness to experiences, to be imaginative, unconventional and autonomous. Agreeableness comprises two related facets – achievement and dependability and has been found to be the major component of integrity; Conscientiousness has to do with individual been organized and purposeful, (Kamfer, 2011). The specific problem of the study is to ascertain the extent to which lecturers personality traits are associated with their level of job satisfaction.

Research Questions

1. To what extent is the personality trait of neuroticism related with job satisfaction among lecturers in Polytechnics in Rivers State?
2. To what extent does personality trait of extraversion relates with lectures’ job satisfaction among lecturers in Polytechnics in Rivers State?
3. To what extent does personality trait of openness to experience relate with lectures’ job satisfaction among lecturers in Polytechnics in Rivers State?
4. To what extent does personality trait of agreeableness relates with lectures’ job satisfaction among lecturers in Polytechnics in Rivers State?
5. What is the relationship between personality trait of conscientiousness and lecturers’ job satisfaction in Polytechnics in Rivers State?

 

Hypotheses

The following null hypotheses guided the study and were tested at 0.05 level of significance:

1. There is no significant relationship between the personality trait of neuroticism and lecturers’ job satisfaction in Polytechnics in Rivers State.
2. There is no significant relationship between extraversion trait and lecturers’ job satisfaction in polytechnic in Rivers State.
3. There is no significant relationship between openness to experience and lecturers’ job satisfaction in polytechnics in Rivers State.
4. There is no significant relationship between agreeableness trait and job satisfaction of lecturers in polytechnic in Polytechnics in Rivers State.
5. There is no significant relationship between conscientiousness personality trait and lecturers’ job satisfaction in Polytechnics in Rivers State.

 

Methodology

The study adopted correlation design is relevant because it is concerned with determining the degree of relationship between two or more variables indicate the direction and magnitude of relationship between the variables, (Nwankwo, 2013). Correlation design is suitable for the present study because it sought to find out relationship between the independent and dependent variables.

The population of the study consisted of 647 lectures from the two state polytechnics in Rivers State namely: Ken Saro-Wiwa Polytechnic, Bori and Captain Elechi Amadi Polytechnic, Rumurolu, Port Harcourt. Lecturers in both state polytechnics were chosen because the researcher feels that they are qualify to respond accurately in providing suitable information as required by the researcher.

A sample of 634 lectures in the two state polytechnics in Rivers State was used for the study. Hence, since the sample size is not much, the researcher used census sampling technique to draw all the lecturers in these institutions.

Two instruments were used for the study, namely; the Personality Traits Scale (PTS) adopted from Mcrae & Costa (2006) and Job Satisfaction Scale (JSS) developed by the researcher.

The Personality Traits Scale comprises of 38 items on the two instruments were presented as statements to which responded were instructed to indicate their levels of agreement or disagreement on a 4-point scale of Strongly Agree (SA), Agree (A), Disagree (D) and Strongly Disagree (SD) weighted 4 points, 3 points, 2 points and 1 point respectively.

To ascertain validity, a draft of the instruments was given to experts in Educational Psychology and Measurement and Evaluation from the Departments of educational psychology, Guidance and Counseling, University of Port Harcourt.

The reliability of the instruments was determined through Cronbach Alpha method. The Personality Traits Scale (PTS) of neuroticism had a reliability coefficient of 0.68, extraversion 0.75, openness to experience 0.64, agreeableness 0.84, and conscientiousness 0.75 while Job Satisfaction Scale (JSS) had a reliability coefficient of 0.79 respectively.

Data collected for the study were analyzed basically using simple regression. While the R values were used in answering the research questions, the ANOVA associated with the regression analysis were used in dealing with the hypothesis. All hypotheses were tested at 0.05 level of significance.

Resuslts

Table 1: Simple linear regression showing the relationship between Neuroticism and Job satisfaction among Lecturers in Polytechnics in Rivers State.

R	R2	Adj R2	Std. Error	Unstand. B
.114	.013	.012	10.44	.035

Summary

	Sum of Sq	Df	Mean Sq	F	µ	Sig.	Result
Regression Residual Total	914.98 68888.66 69303.65	1 632 633	914.98 109.00	8.39	0.05	0.004	Significant Reject  Ho

 

From the analysis, calculated R=0.114, R²=0.013, adjusted R²=0.012, standard error is 10.44 while the unstandardized B value is 0.035. The R²value shows that neuroticism relates about 1.2% or 1.3% with job satisfaction of lecturers. Also, the unstandardized B value suggest that as the value of neuroticism increases or decreases by a unit, there will be a corresponding increase or decrease of 0.10 unit in the values of lecturers job satisfaction. From the summary table, calculated F is 8.39 while the sig. value is 0.004. Therefore, since the sig. value (p=0.004<0.05) is less than 0.05 alpha, the null hypothesis is rejected and the alternate accepted. This means that there is a significant relationship between the personality trait of neuroticism and lecturers’ job satisfaction in Polytechnics in Rivers State.

 

 

 

Table 2:Simple linear regression showing the relationship between extraversion and Job satisfaction among Lecturers in Polytechnics in Rivers State.

R	R2	Adj R2	Std. Error	Unstand. B
.029	.001	-0.001	10.50	.026

Summary

	Sum of Sq	Df	Mean Sq	F	µ	Sig.	Result
Regression Residual Total	58.30 69745.34 69803.648	1 632 633	58.705 110.35	0.52	0.05	0.468	Insignificant Retain  Ho

 

From the analysis, calculated R=0.029, R²=0.001, adjusted R²=-0.001, standard error is 10.50 while the unstandardized B value is 0.026. The R²value shows that extraversion relates only about 0.1% with job satisfaction of lecturers. Also, the unstandardized B value suggest that as the value of extraversion increases or decreases by a unit, there will be a corresponding increase or decrease of 0.026 unit in the values of lecturers job satisfaction. From the summary table, calculated F is 0.52 while the sig. value is 0.468. Therefore, since the sig. value (p=0.468>0.05) is greater than 0.05 alpha, the null hypothesis is retained and the alternate rejected meaning that there is actually no significant relationship between the personality trait of extraversion and lecturers’ job satisfaction in Polytechnics in Rivers State.

 

 

 

 

 

 

Table 3: Simple linear regression showing the relationship between openness to experience and Job satisfaction among Lecturers in Polytechnics in Rivers State.

R	R2	Adj R2	Std. Error	Unstand. B
0.118	0.014	0.012	10.436	0.029

Summary

	Sum of Sq	Df	Mean Sq	F	µ	Sig.	Result
Regression Residual Total	976.12 68827.52 69803.648	1 632 633	976.12 108.90	8.96	0.05	0.003	Significant Reject Ho

 

From the analysis, calculated R=0.118, R²=0.014, adjusted R²=-0.012, standard error is 10.43 while the unstandardized B value is 0.029. The R²value shows that openness to experience relates only about 1.4% with job satisfaction of lecturers. Also, the unstandardized B value suggest that as the value of openness to experience increases or decreases by a unit, there will be a corresponding increase or decrease of 0.029 unit in the values of lecturers job satisfaction. From the summary table, calculated F is 8.96 while the sig. value is 0.003. Therefore, since the sig. value (p=0.003<0.05) is less than 0.05 alpha, the null hypothesis is rejected and the alternate accepted meaning that there is actually a significant relationship between the personality trait of openness to experience and lecturers’ job satisfaction in Polytechnics in Rivers State.

 

 

 

 

Table 4: Simple linear regression showing the relationship between agreeableness and Job satisfaction among Lecturers in Polytechnics in Rivers State.

R	R2	Adj R2	Std. Error	Unstand. B
0.211	0.01	0.141	10.50	0.02

Summary

	Sum of Sq	Df	Mean Sq	F	µ	Sig.	Result
Regression Residual Total	9.94 69793.71 69803.64	1 632 633	9.93 110.43	0.09	0.05	0.001	Significant Reject Ho

 

From the analysis, calculated R=0.211, R²=0.01, adjusted R²=-0.141, standard error is 10.50 while the unstandardized B value is 0.02. The R²value shows that agreeableness relates only about 1.0% with job satisfaction of lecturers. Also, the unstandardized B value suggest that as the value of agreeableness increases or decreases by a unit, there will be a corresponding increase or decrease of 0.02 unit in the values of lecturers job satisfaction. From the summary table, calculated F is 0.09 while the sig. value is 0.001. Therefore, since the sig. value (p=0.001<0.05) is less than 0.05 alpha, the null hypothesis is rejected and the alternate accepted meaning that there is actually a significant relationship between the personality trait of agreeableness and lecturers’ job satisfaction in Polytechnics in Rivers State.

 

 

 

 

 

Table 5: Simple linear regression showing the relationship between conscientiousness and Job satisfaction among Lecturers in Polytechnics in Rivers State.

R	R2	Adj R2	Std. Error	Unstand. B
0.046	0.002	0.001	10.49	-0.10

Summary

	Sum of Sq	Df	Mean Sq	F	µ	Sig.	Result
Regression Residual Total	150.72 69652.92 69803.64	1 632 633	150.72 110.21	1.36	0.05	0.243	Insignificant Retain Ho

 

From the analysis, calculated R=0.046, R²=0.002, adjusted R²=-0.001, standard error is 10.49 while the unstandardized B value is -010. The R²value shows that conscientiousness relates only about 0.2% with job satisfaction of lecturers. Also, the unstandardized B value suggest that as the value of conscientiousness increases or decreases by a unit, there will be a corresponding increase or decrease of -0.10 unit in the values of lecturers job satisfaction. From the summary table, calculated F is 1.36 while the sig. value is 0.243. Hence, since the sig. value (p=0.243>0.05) is greater than 0.05 alpha, the null hypothesis is retain and the alternate rejected meaning that there is actually no significant relationship between the personality trait of conscientiousness and lecturers’ job satisfaction in Polytechnics in Rivers State.

Discussion

From findings one, it is seen that personality trait of neuroticism has a significant relationship with lecturers’ job satisfaction in Polytechnics in Rivers State. The findings here means that the personality trait of being unstable emotionally goes a long way to determine how satisfied and happy lecturers are with their work. This finding may be that lecturers with neurotic personality who normally experience feelings of anxiety, worry, depressive mood, loneliness etc may not be able to manage such differences properly in a way that may not affect their feelings about their job.

This finding here is not unsurprising to the researcher because to the best of his knowledge, these traits are capable of interfering with the work of an individual. This is especially true when such individuals often experience depressive mood. As sensitive and demanding as a job of a lecturer is, this could hinder their level of performance and consequential satisfaction derived from the job. As noted by some psychologists, some jobs require some degree of emotional stability and the responsibilities of lecturers here are not an exception. However on the contrary, Dimkpa (2009) reported that neurotic personality does not necessarily mean a bad thing. He notes that it could as well help one to carry out their job effectively if properly managed. The findings here is in line with that reported by Witte (2011) who carried out investigations on the relationship between personality traits, burnout and engagement among the Indian clergy using 511 Indian catholic diocesan priests. He reported that neuroticism was found to be positively related to emotional exhaustion and negatively related to personal sense accomplishment and engagement. Similarly, the studies of Holland (2012), Clarke and Robinson (2005) as well as Aydogdu and Asikgel (2016) reported earlier all agreed with the present finding as they noted that there was a positive relationship between neuroticism and job satisfaction among employees in organzations. On the contrary, various researchers like Disckson (2014) and Thompson (2002) all reported finding suggesting that here was n significant relationship between personality traits and job satisfaction among employees. The reason of such differences might be because most of these studies are carried out abroad which might be subject to cultural and environmental influences compared to the local setting here in Nigeria. Furthermore, some of the earlier studies were carried out in religious institutions contrary to the present on which is based on educational institution.

Research finding two states that there is no significant relationship between personality trait of extraversion and lecturers’ job satisfaction in Polytechnics in Rivers State. This finding means that polytechnic lecturers who are outgoing, and who loves being loved may or may not be satisfied with their job. It also mean that not being social or loving to associate with people cannot as well determine how satisfied or not an individual may be concerning his job. The findings of the study here may come because most of the lecturers that are introverted and the ones that are extroverted may somehow find their work satisfactory. Hence, they may see no link with their personality here in deriving satisfaction from their job.

            The study however is not very surprising to the researcher. In fact, it is expected because to the best of the researcher’s knowledge, those lecturers who are introvert may like their personality and still find it easy to derive satisfaction from their jobs likewise the extroverted ones. On the contrary, they may be introverted and derive less satisfaction similar to the extroverts. In opposing this findings, the findings earlier reported by Ayan and Kocack (2010) noted that teachers with extrovert personality characteristics had significant higher levels of job satisfaction as compared to teachers with introverted personality. Hong (2017), Aydogdu and Askgel (2016), Varca (2004) as well as Monye (2018) all reported findings against the present one when they argued that there is a significant relationship between the personality trait of extraversion and job satisfaction among employees.

From research finding three, there is an indication that personality trait of openness to experience has a significant relationship with lecturer’s job satisfaction in Polytechnics in Rivers State. The findings here means that having the characteristics of desiring to learn new things or being sensitive, attentive, prepared for variety, intellectually curious etc can actually make individuals to derive satisfaction from their job and vice-versa. In the case of the study here, the findings means that lecturers who always seek new knowledge, who are open to adopting new ways of doing things and who are intellectually curious will either be satifed with their job or not be satisfied depending on how such a place of work gives them the oppurtunuty in ine with this personality traits in them. In other words, lecturers who are more open minded may gain satisfaction from their job more than those who do not care and who are rigid in their approaches and beliefs. The findings of the study here may come because most of the lecturers have noticed that being open to new learning and way of doing things always bring about a sense of satisfaction to them. The finding here is not surprising at all to the researcher. The findings here is expected by the researcher because he knows that being open to learning new things can only give individuals options on how to carry out their job effectively which automatically might lead to job satisfaction. The findings here is in line with the study carried out earlier by Aristorink and Jakilic (2013) who found a positive relationship between openness to experience and job satisfaction of company workers. Similarly, Sneed and Herman (2018) as well as McEvoy (2016) all reported findings that supports the present one.

From research finding four, it is revealed that personality trait of agreeableness significantly relates with lecturers’ job satisfaction in Polytechnics in Rivers State. The findings here means that those who are always agreeable to opinions and options of others do always feel satisfied or dissatisfied depending on how the situation, environment or others agee to their opinions and vice versa. For lecturers in polytechnics in Rivers State, this implies that they can either be satisfied or dissatisfied depending on their extent of agreement or disagreements to opinions of others. The result here could be arrived at because most of the lecturers are quite away of the need to have a self opinion in the process of carrying out their responsibilities. The present finding is not surprising at all to the researcher because he is aware of the fact that if people are always agreeable to opinions of others, it will naturally suppress their own opinion and wish especially if they are in deviation to that of others. In this process, it will always leave them either satisfied if things go their way or dissatisfied and empty if the other way round.

As a result of this Joseph (2013) earlier noted with disagreement to this that agreeableness have a positive correlation with job satisfaction of company workers. McEvoy (2002) also reported similar variance when he reported that there was a positive correlation between agreeableness and job satisfaction of industrial employees.

Research finding five showed that there is no significant relationship between the personality trait of conscientiousness and lecturers’ job satisfaction in Polytechnics in Rivers State. The findings here mean that having the traits of being careful, vigilant, good time management etc. do not actually influence how satisfied on how lecturers will be on their job. It also connotes that although lecturers may be systematic, planned and procedural in the course of carrying out their responsibilities. This may not actually guarantee them satisfaction compared to those who are not. The findings here is not surprising to the researcher at all because the characteristics of conscientiousness always prepares individuals towards any task which also helps them in fulfilling such task thereby leading to a sense of satisfaction.

However, the finding of Aranya (2003) disagreed with the present one by asserting that conscientiousness has a positive relationship with job satisfaction of accountants. This however could be generalized to lecturers in polytechnics in Rivers State.

Conclusion

Base on the findings of this study, the following conclusions were drawn positively or negatively;

1. The personality trait of neuroticism of lecturers positively influences job satisfaction in the polytechnics in Rivers State.
2. The personality trait extraversion does not influence job satisfaction among lecturers in polytechnics in Rivers State because the result was negative.
3. Openness to experience trait positively influences job satisfaction among lecturers in polytechnics in Rivers State.
4. Agreeableness personality trait positively influences job satisfaction among lecturers in polytechnics.
5. The personality trait of conscientiousness negatively influences job satisfaction among lecturers in polytechnics in Rivers State.

Recommendations

Based on the findings and conclusions reached in the study, the following recommendations were made.

1. Employers of labour should know the factors than can affect their employees’ job satisfaction level since it would affect their performance of the organization as well.
2. Managers and administrators of polytechnics should give adequate attention to employees’ demands and benefits in order to boost their workers’ level of job satisfaction.
3. To employers should put into cognizance the employees’ personality traits during recruitment into work place.

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