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1- Islamic Azad university
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Background and objective: Behavior and attitude towards job and job duties and its effects indicate the level of satisfaction or dissatisfaction with onechr('39')s job. Some have also defined job satisfaction as the amount of a personchr('39')s beliefs and feelings about his or her job, type, and performance. Satisfaction and activity and in contrast to the dissatisfaction of the employees of any organization are among the factors that ensure the achievement of professional and organizational values ​​and the realization of organizational goals in the best possible way. Indifference to the tasks assigned in the workplace, dissatisfaction with material, spiritual and psychological needs due to work and loss of personal and family security and dissatisfaction of employees with management are examples of job dissatisfaction that have numerous negative consequences for the organization among them, can mention the negative effects on the organizationchr('39')s productivity of material and human resources that hinder the progress of the organization. Job satisfaction is a complex and multidimensional structure that arises from the interaction of individual and personality traits and intrapersonal and interpersonal factors. Responding to the complexity and diverse environmental and situational demand requires attention to the information that is conveyed to the individual from those situations, and on the other hand requires the relevant data to be encrypted and encoded, and ultimately give meaning to the indications that from the situations and stimuli related to them is obtained, so that appropriate and desirable answers can be given to the obtained information. In dealing with the same situations, people do not act in the same way, but the nature of their processing is different from the information obtained, and therefore the way they respond to situational demands will be different. Knowledge of this difference helps to understand and predict peoplechr('39')s behavior. The five-factor model of personality traits has determined individualschr('39') ways of thinking, feeling, and behaving based on their origins, focusing on five main areas: neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness. According to the five-factor model of personality, adaptive and nonadaptive personality traits lead to the formation of cognitions, emotions, and behaviors that link small and large tensions to positive and negative outcomes. Some personality traits may lead to adaptation in response to adversity and misery, and others may exacerbate life crises. The rational processing style acts non-consciously and consciously, processing information purposefully and reasonably, while the experiential style operates emotionally and tends to have cognitive distortions and biases. Organizational behavior requires a thoughtful and intelligent approach to issues and having a rational style due to adaptive personality traits makes one avoid unplanned entry into challenging situations. The aim of this study was to present a causal model in explaining the relationship between job dissatisfaction based on personality traits mediated by emotional information processing.
Methods: The present study was a descriptive-correlational and path analysis. The statistical population of the study consisted of all male and female employees of Mammoth Company in 2018-2019, among whom 310 were selected by stratified random sampling. Research tools included the NEO Five-Factor Inventory by Costa & McCrae (1989); Rational-Experiential Inventory by Pacini & Epstein (1999) and Minnesota Job Satisfaction Questionnaire by Weiss et al. (1967). Path analysis, SPSS and Amos software and significance level of 0.05 were used to analyze the data which examines causal relationships between variables in the form of a structural model.
Results: In the present study, the results showed that the hypothesized model had fitness with the collected data (P=0.359, χ2=0.841, CFI=0.989, GFI=0.997, AGFI=0.928 and RMSEA=0.073). Rationalism style was directly related to job dissatisfaction (β=0.328, P=0.001). Conscientiousness (β=0.067, P=0.001) and openness (β=0.113, P=0.001) were indirectly related to job dissatisfaction. Also, neuroticism was indirectly and inversely related to job dissatisfaction (β=-0.666, P=0.023).
Conclusion: Based on the findings of this study, it can be said rationalism emotional processing styles mediate the relationship between conscientiousness and openness with job dissatisfaction in a positive way and the relationship between neuroticism and job dissatisfaction in a negative and significant way. The present findings can be explained personality traits affect peoplechr('39')s emotional information processing in a variety of ways, and individual differences in emotional responses can be attributed to individual personality manifestations. Neuroticism individuals, because they cannot show the rational emotional information processing style, therefore, they cannot show proper job performance. Agreed individuals tend to express information processing and emotional decision-making due to their personality manifestations, in interpersonal situations such as work environment, which this point affects their psychological capitals and organizational behaviors negatively. It negatively affects their dignity. As a result of the openness to experience, by resorting to the rational information processing one can be flexible and show proper job performance against the changes and difficulties of work. Because conscientiousness individuals have psychological capitalists and suitable adaptation process, recover quickly and successfully through the rational emotional information processing after encountering challenging events and tasks.
     
Type of Study: Original Research Article | Subject: Psychology

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