Personal Job Research Articles

The Relationships between the Myers-Briggs Type Indicator (MBTI), Job satisfaction and Well-being among Working College Students in China

The phenomenon of working college students is on the rise in China. Evidence elsewhere suggests that working while studying can be problematic for students' well-being. This research sought to assess whether personality types and job satisfaction can be used to prevent the decline of well-being among working college students in the country. It specifically examined the effects of Myers-Briggs Type Indicator (MBTI) types on job satisfaction and well-being, relationship between job satisfaction and well-being wellbeing, and the moderating roles of field of study and emotional state in these relationships. Based on the findings, these objectives have been successfully met. The findings show that MBTI personality types significantly shape both job satisfaction and well-being. Scoring highly on Extraversion, Sensing, Thinking, and Judging predicts high job satisfaction and better well-being among the students. Job satisfaction was also found to positively impact well-being for working students. Additionally, the findings also show that the field of study and emotional state moderate the stated relationships. The findings of this study are sound as they generally align with what other researchers have established. The findings imply that Myers-Briggs Type Indicator (MBTI) types and job satisfaction can be applied and targeted to enhance the well-being of working college students in China as the phenomenon continues to grow.

Beyond the Bullet Proof Vest: Untold Stories of Philippine National Police Special Action Force (PNP SAF) Commandos

The ever-changing demographics of society, the rise in terrorism and its complexity, as well as agitations, violent protests, a variety of political activities, left-wing terrorism, insurgency, and militancy, as well as the enforcement of economic and social laws, have all contributed to the difficulty of achieving the peaceful society that we all desire. This study explored the lived experiences of Philippine National Police-Special Action Force (PNP-SAF) Commandos in Negros Island, Philippines through a qualitative research method. The participants of this study were the selected ten (10) PNP-SAF commandos. Four (4) participants were subjected to individual in-depth interviews, while the other six (6) participants were subjected to a focus group discussion. The findings of this study are described in emergent themes. Six (6) emergent themes described the positive and negative experiences of the participants in the implementation of counterterrorism programs. For the positive experiences, three (3) emergent themes were developed, namely: Personal Satisfaction and Job Fulfillment, Recognition from the Community, and Influence on Community Peace and Order. For the negative experiences, three (3) emergent themes were also developed, namely: Financial Constraints and Limited Resources, Familial Longings while on Mission, and Infiltration in Hotspot Areas. Meanwhile, two (2) emergent themes were formulated to explain how the participants address the challenges encountered in the implementation of counterterrorism programs, namely Coordination and Collaboration with Other Agencies and Community Engagement and Trust-Building Programs. Finally, two (2) emergent themes were created to express the aspirations of the participants to improve the implementation of counterterrorism programs, namely Continuous Training and Skills Development and Adequate Financial and Logistical Support. Based on the emergent themes identified, it is recommended that the PNP-SAF commandos be exposed to continuous training and ongoing collaboration between agencies and partners to ensure an efficient response to counterterrorism and counterinsurgency incidents. By allocating an appropriate budget and implementing the requisite enhancement training and programs, the SAF commandos may be able to increase their effectiveness in implementing these initiatives.

The Impact of Digital Finance on the Efficiency of Urban Green Economy

Digital finance is a new financing model for small and medium-sized enterprises and individuals. In recent years, with the rapid development of big data, cloud service technology, and artificial intelligence (AI) technology, it has to some extent promoted the efficient development of urban green economy. From the perspective of applying digital finance to urban enterprises and individual consumers, this study explores the important role of digital finance in enterprise investment and financing services, industrial structure upgrading, technological innovation, and the promotion of personal credit, consumption patterns, job employment, and environmental participation activities. Based on this, the impact of digital finance on the operation and efficiency improvement of urban green economy is obtained, and the problems of inadequate digital transformation and low coordination level in different industries of the city's economy are solved.

Professional development: a mixed methods study of Masters of Public Health alumni

IntroductionWe examined the perceptions of the Master of Public Health (MPH) degree graduates regarding their personal competencies, job performance and professional development using a mixed method, explanatory sequential design.MethodsA cross-sectional, self-administered questionnaire of the Haifa School of Public Health alumni who graduated between 2005 and 2022 was disseminated to 849 graduates between March and June 2022, from which 127 responded (response rate: 14.90%). This was followed by 24 in-depth interviews with alumni from the same sample (conducted between November 2022 and March 2023).ResultsThe sample included 74.8% of females with a mean age of 40.7 years, 35% of alumni agreed that the MPH degree helped them attain a promotion in their present position (in rank or salary), and 63.8% felt that the degree helped them improve their job performance and contribute to their current workplace. Most (80.3%) alumni reported not changing jobs after graduation. The interview themes revealed that the MPH contributed to their personal and professional lives, provided them with a holistic view of public health and health systems, and improved their in-depth scientific skills. The main reported barriers to professional development included missing core competencies, low salaries, and a lack of information regarding suitable jobs. Surprisingly, an MPH was not a requirement for some public health sector jobs. Alumni reported that the MPH degree contributed to improving many graduates’ careers and satisfaction levels and to build their leadership competencies in public health.DiscussionThere seems to be a lack of coordination between the academic curriculum and the jobs available for alumni, hindering better alumni professional development. Regular discussions, information sharing, and curriculum refinements between MPH program leaders and health sector leaders might help address many of the concerns of MPH degree graduates.

Career adaptability and work engagement: the roles of person–organization fit and job insecurity

PurposeThe purpose of this study is to examine the relationship between employees’ career adaptability and work engagement. Specifically, this study investigates the mediating role of person‒organization fit in the relationship between career adaptability and work engagement as well as the moderating role of job insecurity in this mediating effect.MethodsWe collected data from 248 full-time employees in China and utilized robust statistical techniques to test a moderated mediation model that includes the constructs of career adaptability, person‒organization fit, job insecurity, and work engagement.ResultsCareer adaptability is positively related to employees’ work engagement, and person‒organization fit mediates the relationship between career adaptability and work engagement. Job insecurity moderates the mediating effects of person‒organization fit in this context. The relationship between person‒organization fit and work engagement is stronger at low (vs. high) levels of job insecurity.ConclusionThis research contributes to theory by demonstrating that the mediating effect of person‒organization fit and the moderating effect of job insecurity represent additional explanations of the impact of career adaptability on work engagement.

Unwrapping the Influence of Proactive Personality on Job Satisfaction During Organizational Socialization: Examining the Intervening Effects of Newcomers’ Perceptions of Person–Environment Fit

AbstractThis study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed.

Guarantees of Social Protection of Persons with Disabilities as a Component of Official Legal Status

The article explores and characterises the legislative guarantees of social protection for persons with disabilities among military personnel and individuals discharged from military service. It analyses national labour and social legislation regarding special pension programmes, employ­ment, social payments/assistance, and social services available in our country for persons with disabilities. The content of specific guarantees for military personnel and those equated to them, as determined by their service status, is highlighted, as emphasised by the Constitutional Court of Ukraine in its decisions. It is noted that such guarantees for individuals serving in the Armed Forces of Ukraine and other military formations apply not only during their service period but also after discharge. Based on the analysed normative acts, it is concluded that the issue of guaranteeing social protection for persons with disabilities, as a component of their special service status, can only be considered with the presence of proper legal confirmation of the impact of service-military activities on the person’s health. It is established that if a former military service member is recognised as a person with a disability due to a disease that arose after discharge from military or equivalent service, the causal link between such a disease and their past service activities must be established. It is emphasised that the legislator also defines additional special conditions for the onset of disability as a component of the grounds for receiving certain types of social protection. One of the conditions is the determination of the time frame for establishing disability after discharge from military service. It is emphasised that the use of time criteria as legal conditions for acquiring the right to social protection violates the constitutional principles of equality in the right to social protection and justice in society. Based on the analysis of the mechanism for providing employment-related social services to persons with disabilities discharged from military and equivalent service, it is concluded that this mechanism is imperfect and not adapted to the current realities in the country. The need to develop a social services system in Ukraine is stressed, one that, on the one hand, ensures effective socialisation and professional orientation for those discharged from military service due to disability, and on the other hand, takes into account the specific conditions under which the disability was acquired. A drawback in this system is highlighted - the lack of a mechanism to involve employers in the process of socialisation and professional adaptation of the individual. It is noted that merely legislating the obligation to create jobs for persons with disabilities is an insufficient measure for facilitating the professional and social rehabilitation of individuals. Proposed are appropriate amendments to the legislation on the social protection of persons with disabilities.

Impact of job meaningfulness on employee retention: Antecedent and outcome of person-organization fit and person job fit

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Effect of Motivation on Employee Performance: A Case of Tanzania Fire and Rescue Force, Kigoma Region

This study sought to determine the effect of motivation on employee performance at the Tanzania Fire Rescue Force. The study was specifically designed to identify the effects of salary, fringe benefits, recognition, training & development on the employees' performance using a case of the Tanzania fire rescue force in Kigoma Region. The study employed a quantitative approach and cross-sectional research design. 50 structured questionnaires were distributed to 50 employees and the collected data were analyzed using descriptive statistics, principal component factors, correlation and simple linear regression analysis. The findings indicated the moderate effect of salary, Recognition & Appreciation on employee performance. The findings also revealed that personal commitments and job satisfaction are two fringe benefit factors influencing employee performance. Moreover, it was reported that Training & Development have contributed to 63% of the variation in employees' performance among workers. Additionally, the overall finding indicated that salary, fringe benefits, training, development, Recognition & Appreciation are seen as job-motivating factors that significantly impact employee performance. The study recommended that by nurturing a motivational work environment and supporting skill development and feedback mechanisms, the organization can further enhance employee performance and contribute to its overall success.

Social Media Addiction and Its Consequences Among Youth: A Developing Country Perspective

This study investigates how loneliness and self-regulation affect social media addiction in young people in developing nations, as well as how this addiction impacts their personal family life and jobs. Purposive and snowball sampling methods were used to gather data from 514 respondents using a structured questionnaire. Structural equation modelling was used to analyze the theories of addiction. The multivariate statistical analysis indicates that social media addiction is positively influenced by loneliness and self-regulation. Moreover, loneliness is a contributing factor to the development of social media addiction, while self-regulation affects personal and family conflicts, as well as academic or professional performance. Additionally, the personal and family conflicts that arise from social media addiction have a significant impact on academic or professional performance. The study has twofold implications. It expands addiction theories by integrating aspects of self-regulation and loneliness, thereby contributing to its theoretical implications. Essentially, the results assist policymakers in formulating plans to reduce social media addiction and harness the potential of young people for the progress of the nation.

Emotional labour strategies, emotional job demands, and burnout among academic staff in Jordanian universities

ABSTRACT This study examined the relationships between emotional labour strategies and its antecedents and consequences among academic staff in Jordanian universities. A total of 547 university teachers from three public Jordanian Universities responded to a questionnaire survey. The results showed that university teachers who experienced higher levels of negative emotion regulation, engaged in detached engagement, exhibited impulse control, anticipated emotions less, and displayed less emotional countenance were more likely to experience difficulties with emotion regulation. Those who engaged more in surface acting and faced greater challenges in regulating their emotions were more likely to experience burnout. Additionally, difficulties in emotion regulation still served as a potential mediator in the link between surface acting and emotional job demands, and between personal accomplishment and emotional job demands. Emotional job demands exhibited a positive relationship with surface acting. The challenges posed by emotional job demands might not directly lead to difficulties in emotion regulation.

Delving into the Happiness of Professional Accountants: Examining the Interplay Between Personality Traits and Job and Life Satisfaction

This study aimed to determine accountants' personality profiles and test which personality traits make accountants happier at work and in social life. In this context, the relationships between the personality traits of professional accountants (within the scope of the Dark Triad and Big Five) and their job satisfaction, life satisfaction, and personality-profession fit were examined. In this direction, quantitative research was designed, and professional accountants participated (N = 202). According to the findings, it has been determined that the Dark Triad traits (narcissism, Machiavellianism, and psychopathy) of the accountants are at a low level. Levels of dark personality traits were negatively associated with life satisfaction, while job satisfaction and personality-occupation fit were not significantly associated. The highest score regarding Big Five personality traits (i.e., openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) was obtained in agreeableness among the accountants. A positive relationship was found between the openness to experience, conscientiousness, extraversion, and agreeableness characteristics of accountants and their job satisfaction, life satisfaction, and personality-profession fit, and a negative relationship with neuroticism. As a result, it has been concluded that accounting professionals with high levels of openness to experience, conscientiousness, extraversion, and agreeableness are happier in their work and lives.

Personality type, teams and job satisfaction

Key digested messageResults from a survey of 883 people show that those whose personality type matched that of the team expressed a higher level of job satisfaction and rated team performance higher. Implications for team development are outlined.

Electronic Human Resources Management and Organizational Development: The Mediating Role of Personal Job Fit in Hotels.

Electronic Human Resources Management and Organizational Development: The Mediating Role of Personal Job Fit in Hotels.

Performance, interpersonal relationships and professional satisfaction: determinants to support pharmaceutical reengineering

Professionalism represents the ethical contract that binds professionals and society. Its technical aspects, such as the professional practice model, form the foundation for attitudinal and behavioral characteristics, including the fiduciary relationship between pharmacists and patients. Despite significant interest in the topic, contextualizing professionalism proves to be a challenging endeavor, relying on collaboration among formal leaders, academics, and practitioners in the field. Consequently, defining, understanding, teaching, and evaluating pharmaceutical professionalism contribute to shape societal perceptions and the understanding of pharmacists and students, who may occasionally struggle to grasp the underlying rationale behind professional practices. Moreover, contextualizing professionalism entails addressing various challenges, such as fostering support for professionalism and its adaptation, which encompasses pharmacists' performance across diverse clinical services, their interpersonal interactions with patients, families, communities, and fellow healthcare professionals, as well as personal job satisfaction amidst obstacles as job insecurity, ethical dilemmas, and compromised autonomy.

Kepuasan Kerja Para Aparatur Sipil Negara (ASN) di Pemko Padang yang Mengalami Job Mismatch Berdasarkan Usia dan Pendidikan

Employees who match their jobs have a much higher level of job satisfaction than employees who experience a mismatch with their jobs. Several studies say that a mismatch between education and work can have an impact on low levels of job satisfaction and make mismatch one of the factors that influences a person's job satisfaction. Based on several studies, the results show that job satisfaction is influenced by two things, namely work factors and individual factors, for example age and education. Government services have the highest level of nonconformity, namely 74.24%. Based on the data that has been explained, it is known that there is data on job qualification discrepancies in Indonesia, especially in the government sector. The aim of this research is to determine the differences in job satisfaction of state civil servants in the Padang City Government who experience job mismatch based on age and education. This research was studied using quantitative research with a comparative approach. Data collection was carried out using a Google form by distributing the barcode scan questionnaire link via WhatsApp social media and the Google Leans application. The data analysis technique for this research uses the two way anova test. The results obtained in this research show that there is no difference in job satisfaction of Padang City Government ASN who experience job mismatch based on age and education.

Revisiting the nature and strength of the personality-job performance relations: New insights from interpretable machine learning.

Prior research on the relations between the five-factor model (FFM) of personality traits and job performance has suggested mixed findings: Some studies pointed to linear relations, while other studies revealed nonlinear relations. This study addresses these gaps using machine learning (ML) methods that can model complex relations between the FFM traits and job performance in a more generalizable way, particularly interpretable ML techniques that can more effectively reveal the nature (linear, curvilinear, interactive) and strength (feature/relative importance) of the personality-job performance relations. Overall, the results based on a sample of 1,190 employees suggest that nonlinear ML methods perform slightly yet consistently better than linear regression methods in modeling the relation of job performance with FFM facets, but not with factors. On the factor level, conscientiousness exhibits a noticeable curvilinear relation with job performance, and it also interacts with other FFM factors to predict job performance. Conscientiousness displays the strongest feature importance across job types, followed by agreeableness. On the facet level, most FFM facets show limited evidence for curvilinear and interactive (with other facets) relations with job performance. While several conscientiousness facets (order, deliberation, self-discipline) display the strongest feature importance in predicting job performance, some agreeableness (straightforwardness, altruism) and extraversion (positive emotionality) facets also emerge as important features for different sales job types (corporate vs. individual sales). We discuss the implications of these findings for research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Pengaruh Modal Psikologi Dan Person Job Fit (P-J Fit) Terhadap Kinerja Pegawai Dimediasi Komitmen Organisasional (Studi Pada Sekretariat Daerah Kabupaten Batang)

The aim of the research is to examine the influence of Psychological Capital, Person Job Fit (P-J Fit) on Employee Performance and Organizational Commitment as mediating variables at the Regional Secretariat of Batang Regency. The results of the analysis show that there is an insignificant influence of Psychological Capital on organizational commitment, and Person Job Fit has a significant influence on Organizational Commitment, with an Adjusted R-square value of 0.362, a significance value of 0.110 and 0.000. This shows that Psychological Capital and P-J Fit have a significant influence. For the second analysis, there is an influence of Psychological Capital, P-J Fit and Organizational Commitment on Employee Performance with an Adjusted R-square value of 0.541 with significance values ​​of 0.000 and 0.008 (significant) and 0.775 (not significant), respectively. This shows that Psychological Capital and P-J Fiti are significant to employee performance, while Organizational Commitment is not significant to employee performance. For the mediation test, the organizational commitment variable was unable to mediate the influence of Psychological Capital and P-J Fit on employee performance.

The Impact of Person–Job Fit on Employee Engagement

The Impact of Person–Job Fit on Employee Engagement

Investigating the Relationship Between Personality Traits and Job Satisfaction in Iranian Nurses During the COVID-19

Investigating the Relationship Between Personality Traits and Job Satisfaction in Iranian Nurses During the COVID-19