Orientation: Although researchers have discovered many of the beneficial and positive consequences of job engagement, little is known about the multitude of antecedent factors that lead to employee engagement such as personality.Research purpose: The aim of the study was to investigate the relationship between the big five personality traits and job engagement among municipal workers.Motivation for the study: The motivation of this study is to examine the relationship between personality and psychological conditions. It was premised on previous research that personality is associated with many employees’ behaviours.Research approach/design and method: The present study employed a quantitative, cross-sectional research design by using a questionnaire on a sample of 403 district municipal workers in the Eastern Cape province, South Africa.Main findings: The study findings show that openness to experience, conscientiousness, extraversion and agreeableness had a positive relationship with job engagement, whereas neuroticism has a negative relationship with job engagement. Municipalities and educational qualifications had an impact of job engagement.Practical/managerial implications: The study recommends managers to switch from an intervention-based focus to a selection-based focus as municipalities can maximise their resources by being able to better predict job success early in the selection process as opposed to trying to maximise the performance on a continual basis through interventions.Contribution/value-add: This study adds to an understanding of the influences of personality on work outcomes such as job engagement, giving areas for exploration in coaching or feedback interviews based on personality assessment.
Orientation: The relationship between psychological capital (PsyCap) and organisational citizenship behaviour (OCB) is important to establish especially in the South African public hospitals where the quality of healthcare services have been reported to have deteriorated.Research purpose: The purpose of this study was to examine the relationship between psychological capital and organisational citizenship behaviour among nurses in the public hospitals.Motivation for the study: There is crisis in the public nursing sector as nurses are reported to be working under pressure as a result of increased workload and responsibilities beyond their scope of practice (in terms of doing the work that they are not trained for and more work than they can handle), in addition to rapidly changing work environments.Research approach, design and method: The present study follows a quantitative cross-sectional design using a questionnaire on a sample of 228 nurses from public hospitals in the Eastern Cape Province, South Africa.Main findings: The findings of the study confirm that psychological capital has a significant positive relationship with organisational citizenship behaviour.Practical/managerial implications: The study recommends management to recognise the area of OCB in the public hospitals and work in nurturing and retaining those nurses capable of displaying such behaviours.Contribution/value add: The study validates aspect of reciprocity of the Social exchange theory. Nurses with high levels of hope, self-efficacy, resilience and optimism showed reciprocity through the display of OCBs. The study also validates the aspect of job resources in eroding job demands from the Job demands resources model.
The study explored the relationship between neuroticism and Job satisfaction. Employees with low levels of neuroticism experience higher levels of job satisfaction. The banking environment requires employees with low levels of neuroticism due to the nature of services they offer. A quantitative technique was adopted, to determine the relationship between neuroticism and job satisfaction SAS 9.1, Pearson's Correlation Coefficient, ANOVA and Waller-Duncan K-ratio T-Test and T-Test were used. Findings indicated employees had low level of criticism and were satisfied with their jobs. However the level of neuroticism was influenced by demographic variable (age, race, and bank) but this did not have any significant impact on overall jobsatisfaction. The findings will aid management institutions in selecting, and retaining employees as higher job satisfaction is linked to higher levels of productivity, effectiveness and commitment
Women exposure to quality education and equity legislation has accelerated their participation in the workplace. The study investigated the relationship between emotional stability, stress, and work-family conflict among female bank employees in the border region of the Eastern Cape, South Africa. Findings highlighted significant positive relationships between work-family conflict, stress, and neuroticism. The findings support most relationships found in literature. Correlations were also found amongst biographical data of female banking employees. The implications of this study are discussed along with recommendations for future research and professional managerial practice.
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