The performance. Job satisfaction is a central

The
objective of this study was to describe the dominant personality traits of
telecom employees. The measuring tools consist of NEO-FFI, Job Satisfaction
scale, and a Socio-demographic data sheet. The measurement was collected from
120 telecom employees of public and private telecom organization in the
Coimbatore telecom region. The findings revealed that Extraversion,
Agreeableness, and conscientiousness has
a significant positive relation to Job Satisfaction, in addition to that of
these three personality factors conscientiousness had a significant influence on job satisfaction. The employees of highly experienced
and high in monthly income had better job satisfaction than the employees were
having less experience and monthly income. Moreover, Public telecom employees
had better job satisfaction than private telecom employees.

Keywords:
Telecom Employees, Personality traits,
Job Satisfaction

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*- Research Scholar,
Department of Psychology, Central University of Karnataka

**- Assistant
Professor, Department of Psychology, Central University of Karnataka.

Introduction

            Today, one-side telecom industries
are experiencing intense growth with the great
impact of competitions among service providers. On the other hand, the pillars of the telecom industries success are their
employees who consistently working for
them. Like other employees, telecom employees would also
experience high job pressure to meet
their short and long-term targets. The way
employee’s work could be determined by
the personality of he/she possess for the
long period of time that may reflect in their attachment
of work and job satisfaction. Further job satisfaction effects on the
performance. Job satisfaction is a central issue of an organization and
employer play an important role in fulfilling their employee’s needs. Keeping
job satisfaction high among their employees could be an excellent benefit for
the organization (Ardakani et al.
2017). It has been assumed that personality also can play a vital role in people dealing with work
situations. By assuming this effectiveness, the main question to answer is that
the type of organization plays an important role in the organization or as noted earlier personality
trait could be a determinant of the job satisfaction (Ardakani et al. 2017). When the employees are less satisfied with his/her
job ultimately it affects the effectiveness of the organization. Most of the employees
spend their days in their workplace where it may emulate their personality because
the personality is all about enduring characteristic of a person where he or
she interacts regularly. In the case of the job satisfaction can be described by
the specific type of organizations’ supervision, autonomy, pay, rewards and recognition.
However, each telecom organization has their own job characteristics, pay
systems, and rewarding systems and promotions. With this context, the present
was designed to explore the following key research questions.

          
·         
What is the level of
job satisfaction among public and private telecom service providers?

          
·         
To what extent
personality traits could predict the job satisfaction of telecom employees?

          
·         
What would be the
relationship between personality traits and job satisfaction among telecom
employees?

          
·         
Whether salary and year
of experience of the employees would make any difference in the perception job
satisfaction among the telecom employees?

             

 

Methods

Aim

            The purpose of this was to analyze the relationship between personality traits and job
satisfaction of telecom employees in Coimbatore telecom region.

Objectives:

ü  To
find out the personality traits and job satisfaction of telecom employees

ü  To
find out the job satisfaction among public and private telecom employees

ü  To
find out the most influencing dominant personality trait on job satisfaction of
telecom employees

Hypotheses:

·        
The will be a significant relationship
between personality traits and job satisfaction of telecom employees

·        
There will be a significant difference
between job satisfaction of public and private telecom employees

·        
There will be a significant difference
between the telecom employees’ year of experience and Job satisfaction

·        
There will be a significant difference between
the telecom employees’ monthly income and Job satisfaction

Tools
Used

          
·         
NEO-Five Factor Inventory-3 by Paul T.
Costa and Robert R. McCrae, 1985

          
·         
Job Satisfaction Scale (B.L Dubey et
al., 1989)

          
·         
A Demographic data sheet includes age, gender,
type of organization, monthly income and years of experience.

Population
and samples

            The
data was collected from Coimbatore telecom region, samples were invited to
participate, and informed consent was obtained. Of the 120 samples from the
both, the organization Public (60) and Private (60) were included by using
purposive sampling method. Ages of the participants were ranging from 23 to 60
years with mean=35.40 & SD=11.59. Majorities are Females 62 (51.7%) and
Male employees were 58 (48.3%).

Statistical
analysis

            The
collected data were analyzed with the
Pearson product moment correlation, t-test,
and linear regression analysis.

Results:

Table
1 shows the relationship between personality traits and job satisfaction of
telecom employees:

Personality traits

Job satisfaction

Neuroticism

              
-0.160*

Extraversion

    0.274**

Openness to experience

  0.024

Agreeableness

    0.257**

Conscientiousness

    0.418**

                             **-Significant at 0.01 level                                   *- Significant at 0.05 level

 

            Table 1 indicates that personality
trait of neuroticism was negatively correlated (-0.160) with job satisfaction and
openness to new experience did not have (r=-0.160; r= 0.024) correlation with
job satisfaction. Extraversion, agreeableness, and
conscientiousness were (r=0.274, 0.257,
0.418) positively correlated with job satisfaction at p= 5

66

75.17

11.091

4.251**

=24000

63

74.79

11.168

3.516**

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