Exploring the Influence of Personality Traits on Job Engagement Among Non-Academic Staff : a case study in a sri lankan university
Kumarasinghe, Kumarasinghe Hettiarachchilage dona Harshani Prami (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024060621600
https://urn.fi/URN:NBN:fi:amk-2024060621600
Tiivistelmä
University education is a focal point of the sustainable development of a country, as it empowers the human workforce to contribute towards the progress of the nation. Currently, the quality of university education in Sri Lanka has been enhanced with the mediation of the government. In addition, the non-academic staff play a vital role in the successful service delivery of the university education system and therefore it is important to evaluate the factors influencing their effectiveness and efficiency of them. Hence, the objective of this study is to evaluate the effectiveness of job engagement through the impact of individual personality factors.
Among various theories on personality factors, the Five Factor Model was selected for this study. The personality factors namely Conscientiousness, Agreeableness, Openness to experience, Extraversion, and Neuroticism were selected as independent variables, whereas the Level of Job Engagement was selected as the dependent variable. A significant relationship is hypothesized between all five independent variables and the dependent variable. This study utilized two research approaches to gather data: semi-structured interviews and information acquired via questionnaires distributed through Google Forms. The findings of the study show that the Five Factor Model has a significant correlation with job engagement, specifically through conscientiousness, agreeableness, openness to experience, extroversion, and neuroticism. Furthermore, conscientiousness and extroversion were found to be significant predictors of job engagement, while agreeableness and openness to experience were crucial for effective coordination. Neuroticism was found to negatively affect job engagement. The study suggests that university management should consider these individual traits in recruitment and development.
Among various theories on personality factors, the Five Factor Model was selected for this study. The personality factors namely Conscientiousness, Agreeableness, Openness to experience, Extraversion, and Neuroticism were selected as independent variables, whereas the Level of Job Engagement was selected as the dependent variable. A significant relationship is hypothesized between all five independent variables and the dependent variable. This study utilized two research approaches to gather data: semi-structured interviews and information acquired via questionnaires distributed through Google Forms. The findings of the study show that the Five Factor Model has a significant correlation with job engagement, specifically through conscientiousness, agreeableness, openness to experience, extroversion, and neuroticism. Furthermore, conscientiousness and extroversion were found to be significant predictors of job engagement, while agreeableness and openness to experience were crucial for effective coordination. Neuroticism was found to negatively affect job engagement. The study suggests that university management should consider these individual traits in recruitment and development.