WHAT DIFFERENTIATES THE SUCCEEDED FROM THE STRAINED: THE MODERATING EFFECTS OF PERSONALITY TRAITS

• Main Authors: Steve Yuan-Lune Lai, 賴彥倫
• Other Authors: Luo Lu
• Format: Others
• Language: en_US
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/50885812923178541202

碩士 === 臺灣大學 === 商學研究所 === 98 === There is a lack of intricate study linking the direct and indirect relationships between job satisfaction, work performance and other variables. The aim of this research is to examine the causal relationship between three job-related stressors (work demand/workload, interpersonal conflict and lack of autonomy) and two outcome variables: job satisfaction and work performance, with the possible moderating roles of the three personality difference factors (general self-efficacy, openness to experience and neuroticism) chosen, based on data surveyed and collected from 350 full-time employees across regions in Taiwan (N=310). Overall, a negative correlation between job stressors and satisfaction was corroborated with two of the stressors (interpersonal conflict and lack of autonomy) examined. Job performance was found to be negatively associated with lack of autonomy, but positively correlated with work demand/workload. Regression analysis of the moderators revealed that: (a) the negative correlation of job satisfaction and lack of autonomy was intensified by higher general self-efficacy, that is the employees with high general self-efficacy had a sharper decrease of satisfaction relatively to lower self-efficacy ones when job autonomy dropped; (b) openness moderated the positive relationship between work demand/workload and job performance, as employees with higher level of openness exhibited lower increment of job performance with increased workload; and (c) general self-efficacy buffered the negative relationship of work performance and lack of autonomy. More specifically, the employees with high general self-efficacy responded with better work performance comparing with lower individuals as the lack of autonomy perceived was raised. A preliminary regression analysis suggested significant non-linear relationships between work stressors and work performance were absent from the data examined. Theoretical contributions, practical implications and future research directions are discussed.