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Personality traits what extent it affects employees performance psychology essay

Thus, general findings on higher job satisfaction levels among women [68] could not be replicated. More freedom in the decision about when and how to do the work leads to higher job satisfaction.

The feeling of not receiving a reward considered deserved significantly reduces the job satisfaction of media producers. This result challenges the assumption of mainly intrinsically motivated media producers. Although media sellers enjoy more autonomy, the influence of autonomy on job satisfaction is not significant. For them, the effort-reward ratio is more important, suggesting a more tangible and pecuniary approach towards their work.

Thus, for them, it is more important to receive a reward they consider to be merited by their effort. In this way, the notion of intrinsically motivated creative professionals is confirmed. Three of the five personality traits have significant influence: This supports the findings by Barrik and Mount concerning salespeople.

To test for interaction effects between working conditions and personality traits, fifteen interaction variables were computed. The regressions for both media producers and media sellers were rerun with these interaction variables, but none of the interaction variables had a significant impact on job satisfaction. Discussion Working conditions are important: In contrast, media sellers rely less on autonomy and are more economic in their motivation since an imbalance of perceived effort and reward reduces their job satisfaction.

Personality traits seem to be just as important, with neuroticism negative and extroversion positive showing the strongest influence. Moreover, the personality traits of media professionals are not as different from the general working population in Switzerland, as anticipated.

The minute distinctions between the personality profiles of media sellers compared to that of the media producers somewhat contrasts with the findings of Barrick and Mount, [76] who suggest that different jobs call for different personality profiles. Two explanations can be put forward: Usually, one does not need formal qualifications, and in practice, two individuals with the same job title might do very different work in different media organizations.

Media work is often less professionalized than other occupations; thus, often media professionals need to have a diversified rather than specialized skill set.

Second, perceptions of media work as creative work might be misleading. While media production is a creativity-intensive process, much of the daily routine is not creative at all. To test whether these explanations hold true, a replication of this study in another media market would be worthwhile. Swiss media organizations are comparatively small and thus have only a limited division of labor. In larger markets with larger organizations, the relationship between personality traits and potentially more specialized job roles might be more pronounced.

Digitization and commercialization have changed the actual work in different media occupations in recent years. Usually, individuals choose jobs that suit their interests and their personalities. If the job changes, chances are that the match between the individual and the job requirements will be affected. Thus, there should be interaction effects between personality traits and work conditions.

However, no interaction effects could be found in the regression analysis. This could mean that media professionals are not specialized creatives but rather flexible all-around workers who can easily adapt to changing work conditions. However, studies on photojournalists by Sperlich and Klein-Avraham and Reich describe frictions in the adaptation process.

Eventually, the operationalization of working conditions might be too abstract to capture this change. Therefore, one should not jump to the conclusion that digitization and commercialization did not have an effect on media professional job satisfaction. Rather, the comparison of satisfaction levels between different media occupations suggests that the media sellers who are more profit-oriented and distanced from actual content production show higher levels of satisfaction.

On the contrary, the occupation most affected by digitization is closest to art production—photojournalism has the lowest satisfaction levels. From a societal perspective, it seems problematic that jobs with a stronger commercial orientation would be more rewarding than those with a more creative orientation. This can be interpreted as an indicator of a media system that emphasizes financial success over societal utility.

Creative media professionals may be not provided with work conditions that they consider satisfying, and thus they might have a lower-than-possible performance. Strictly speaking, the results of this study are limited to the Swiss media; however, there is no clear indication as to why these results should not apply to other markets. In terms of the comparison with the general working population, some caution is needed because personality traits were not available for all individuals in the SHP—only those who were recently added to the panel.

It is not entirely clear whether their reported personality traits are representative of the rest of the Swiss working population.

In this study the actual performance of media professionals was not measured; the personality traits what extent it affects employees performance psychology essay, rather, relied on generalized results from meta-analysis that established a robust correlation between job satisfaction and performance.

Research Questions

Extrapolating from the results of this study, job satisfaction and performance are related; however, this connection is mediated by the objective of the job and hence the performance measure. A preliminary conclusion suggests that media organizations with a broader understanding of performance should trust their employees and give them the autonomy they need to be satisfied and thus productive in a societal sense as well.

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