he role of psychological empowerment on the relationship between personality and job satisfaction

Abstract

This study proposes a model for the impact of the employees' psychological empowerment on the relationship between their personality characteristics and job satisfaction. The model was tested on a sample of 221 participants working in education and IT sectors. For the indicators of participants' personality, Big Five Model, involving extraversion, conscientiousness, agreeableness, openness to experience and neuroticsm traits, has been applied in the study. Findings reveal that psychological empowerment positively influence job satisfaction. Conscientiousness, openness to experience and neuroticism are found to be the predictors of job satisfaction. As a result of the regression analyses, psychological empowerment is revealed as the mediating mechanism on personality and job satisfaction relationship. More specifically, followers' psychological empowerment, including competence, impact, meaning and self-determination, partially mediated the effect of followers' conscientiousness on job satisfaction and fully mediated neuroticism and job satisfaction relationship. The findings are discussed along with some theoretical and practical implications.

The Effect of Psychological Empowerment on Organizational Silence Behaviors of Education Faculty Lecturers

“…Organizational silence is thought to be an obstacle for performance improvement in organizations. The findings of the study show that lecturers working in education faculties are psychologically empowered above the medium level which is a similar result to the related literature (Eydoğmuş, Ergeneli, & Camgoz, 2015;Jordan, Miglič, Todorović, & Marič, 2017;Tolay, Sürgevil, & Topoyan, 2012) and participants show low levels of acquiescent silence and defensive silence behaviors but a high level of prosocial silence, which is good for the institution. Psychological empowerment is a significant predictor of organizational silence behaviors of lecturers working in education faculties at different levels.…”

The Nexus Between the Big Five Personality Traits Model of the Digital Economy and Blockchain Technology Influencing Organization Psychology

“…Employees with a low level of agreeableness are aggressive, oppositional, manipulative, callous, and strong-willed (Shehzad et al, 2020(Shehzad et al, , 2021. Agreeable employees are more motivated to establish an interpersonal connection which contributes to a higher level of well-being and satisfaction (Aydogmus et al, 2015).…”

“…Neurotic employees experience more negative life events, and such employees are more furious, depressed, embarrassed, and worried and more focused on the negativity around them ( Magnus et al, 1993 ; Tong, 2010 ; Blackwell et al, 2017 ). These employees have a hard time expressing their feelings and understanding the behavior of the other employees in the organization ( Aydogmus et al, 2015 ).…”

“…Conscientiousness is the most important factor in emotional intelligence ( Hudani et al, 2012 ; Aydogmus et al, 2015 ). Antoñanzas (2020) argued that conscientiousness has a positive correlation with emotional intelligence.…”

“…Agreeable employees are more motivated to establish an interpersonal connection, which contributes to higher well-being and satisfaction ( Aydogmus et al, 2015 ). Agreeableness captures differences in respect, love, and acceptance of others.…”