PAKISTAN BUSINESS REVIEW - Institute of Business Management

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Personality Job-Fit Research Introduction and Literature Review Personality is reflection of behavior, whatever human beings do in a persistent fashion that is known as personality. Though behavior differs from situation to situation i.e., behavior at the workplace may differ from behavior at home, yet people do not differ in their dominating style. This means that people who tend to relate well with their families prefer to be in jobs which require them to have interaction with others, people who are less talkative prefer to be in jobs which require individual concentration on work. Different traits have been identified as conducive to success in different professions. Researchers generally describe personality in terms of trait. A trait is a learned tendency of an individual to react as he has more or less successfully done in the past in similar situations, when similarly motivated. Motivation prompts all behavior in order to satisfy various needs (Shartle, 1953). Researchers over different timeframes (Jenkins and Maslach 1994;Veroff and Feld 1971) have concluded that people with high power need reported more satisfaction in power related jobs. Landy(1978) discovered that people with high power needs are likely to be found in managerial jobs and leadership positions, that require them to exert influence over others. Similar results have been reported by McClelland (1961). According to him graduate students who showed a high need for achievement, after ten years of graduation, were more likely to be found in entrepreneurial occupations than those who had shown a low need for achievement. Similarly, later researchers like Condly and Viswesvaran (2000) and Watson et al. (2002) concluded that people with the trait of conscientiousness, extraversion or emotional stability are happier at work. However, Maslach et al (2001) reported that PAKISTAN BUSINESS REVIEW JULY 2011 380
Research Personality Job-Fit turnover was common among those who report more stress and burnout on their jobs. Personality has been shown to influence career choices, job satisfaction, stress, leadership and some aspects of job performance. Individual differences seem to affect job satisfaction. When the specific job factors are related to one’s makeup job satisfaction is possible. This conjecture is supported by the results of Hoppock (1963). The sample of this research was 500 teachers, those who reported more satisfaction were those who reported more emotional adjustment, more religiosity, and better human relations, felt more successful, selected their vocations and were on average 7.5 years older. One interesting finding in this research was that the difference in average salaries between the two groups was not statistically significant as determinant of job satisfaction. Personality can be considered a determinant of job satisfaction. When selection procedures are based on personality in addition to ability, people may find job content more interesting. When people are dissatisfied with their working conditions, they are likely to move to a new job but with similar content which matches their needs (www.aabri.com). Hulin (1991) argued that personality affects job satisfaction but through the mediation of working conditions. Job satisfaction is basically a reaction to working conditions. Working conditions could be improved to increase job satisfaction without manipulating the personality variables (Cook et al., 1995). The results of metaanalysis of stabilities in job satisfaction done by Dormann and Zapf (2001) concluded that personality factors play an important role leading to job satisfaction. Judge et al. (2002) maintained that job satisfaction is largely determined by personality traits. On the basis of disposition, people view their job characteristics differently, a 381 PAKISTAN BUSINESS REVIEW JULY 2011
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