Personality and Job Engagement

Abstract

The affective-motivational state of job engagement has been shown to differ between jobs with different characteristics, but its possible links with workers' personal attributes have less often been studied. Engagement was predicted to be a primary function of personality factors and sub-factors which match its affective and motivational elements, namely Emotional Stability and more energized forms of Extraversion and Conscientiousness. Predictions were confirmed in correlational and regression analyses across three studies. Theoretical frameworks in this area should extend to personal characteristics in addition to covering job content, and practical benefits can follow from engagement-relevant staff selection and development as well as from appropriate job design.In studying workers' well-being, attention has traditionally been focused on the construct of job satisfaction, a relatively passive experience of low-to-moderate activation. Recently, this type of well-being has been complemented by the more energized form referred to as job engagement. Engaged workers feel positively about their situation, but beyond mere satisfaction they are motivated to expend energy on a task. Thus Leiter and Bakker (2010, p. 1) defined job engagement as "a positive, fulfilling, affective-motivational state of workrelated well-being", and the review by Bakker, Albrecht, and Leiter (2011) identified a "growing consensus that engagement can be defined in terms of high levels of energy and high levels of involvement in work" (p. 22). See also, for instance, Inceoglu and Fleck (2010), Kahn (1990), Rich, Lepine, and Crawford (2010), and Schaufeli, Salanova, González-Roma, and Bakker (2002).It is widely agreed that engagement arises from both personal and environmental sources (Macey & Schneider, 2008). However, theoretical discussions and empirical investigations have so far emphasized one of those, mainly examining engagement as a response to characteristics of the job. Thus Schaufeli and Bakker (2004), Shirom (2010) and others (not denying the role of within-person factors) have investigated key job features such as autonomy, demands, conflicts and good relations with other people, and Rich, Lepine, and Crawford (2010) developed and tested a model incorporating organizational support.However, there is also a need to develop understanding of engagement's bases within individuals themselves. More engaged and less engaged workers are likely to differ in certain traits as well as in the nature of their jobs, but few studies or models of possible personality contributors to job engagement have been published. The meta-analysis by Halbesleben (2010) identified a small number of reports about optimism and self-efficacy (e.g., Xanthopoulou, Bakker, Demerouti, and Schaufeli, 2009a), but comprehensive information about a wider range of traits appears to be lacking. For instance, within the widely-applied Big Five taxonomy (Neuroticism, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) it has yet to be determ...

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“…The OPQ Vigorous scale has also been used as a facet of Conscientiousness (e.g. Inceoglu & Warr, 2011), yet we later show that it is actually also more strongly indicative of Extraversion, and PERIODIC Hogan & Hogan, 1992). The result is a situation in which different conceptual arguments (i.e.…”

How personality traits affect clinician-supervisors’ work engagement and subsequently their teaching performance in residency training

“…Conscientiousness involves the qualities responsibility, dutifulness, achievement striving and self-discipline (Hojat et al 2013). Research in other professions shows that people displaying high levels of conscientiousness are more likely to be engaged in and dedicated to their work (Kim et al 2009;Inceoglu & Warr 2011;Rossier et al 2012;Zaidi et al 2013;Akhtar et al 2015).…”

“…emotional stability, extraversion, agreeableness and openness), research reported mixed findings (Langelaan et al 2006;Kim et al 2009;Inceoglu & Warr 2011;Rossier et al 2012;Zaidi et al 2013;Akhtar et al 2015). In addition, these studies did not research work engagement of supervisors in medical education, which is particularly complex because of their roles in both patient care and residency training.…”

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“…Kebalikannya adalah introvert yang cenderung pemalu, penakut, dan tenang. Extraversion berhubungan positif dengan engagement karena individu yang memiliki skor ekstraversi yang tinggi secara positif cenderung untuk mengalami aktivasi, kewaspadaan, dan antusiasme (Inceoglu, Ileke dan Warr, Petter, 2012); (2) Keramahan (agreeableness), imensi yang merujuk pada kecenderungan seorang individu untuk memahami orang lain. Orang yang berskor positif pada keramahan mudah percaya, bersifat baik, suka menolong, peduli, kooperatif, berhati lembut.…”

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