The Relationship Between Individual Personality Characteristics and Person-Job Fit Among Primary and Secondary School Teachers in New Zealand
Chan, J. Y. (Daphne). (2012). The Relationship Between Individual Personality Characteristics and Person-Job Fit Among Primary and Secondary School Teachers in New Zealand (Thesis, Master of Applied Psychology (MAppPsy)). University of Waikato, Hamilton, New Zealand. Retrieved from http://hdl.handle.net/10289/6476
Permanent Research Commons link: http://hdl.handle.net/10289/6476
Research has shown that individual personality characteristics are strongly related to an employee’s affective and behavioural responses to the job and/or workplace (Barrick & Mount, 1991; Judge & Bono, 2001, Kumar & Bakhshi, 2010). The perception of positive person-job fit was proposed as a favourable employee response in this research, and hypotheses that are relevant to individual personality characteristics and person-job fit were examined. The concept of person-job fit refers to the degree which an individual’s knowledge, skills, abilities (KSAs), preferences, needs and values align with his/her job requirements (Brkich, Jeffs & Carless, 2002). The two types of person-job fit are the match between the KSAs of an individual and the demands of the job, also known as demands-abilities fit, and the match between the preferences, needs and values of an individual, and what is supplied by the job, also known as needs-supplies fit (Lauver & Kristof-Brown, 2001). The relationship of person-job fit, both demands-abilities fit and needs-supplies fir with a number of affective and behavioural responses, such as job satisfaction, turnover intention and organisational commitment, was also explored. A total of 179 teachers from 88 primary and secondary schools completed an online self-report questionnaire. The results revealed that extraversion, agreeableness, conscientiousness and emotional stability were positively and significantly correlated with demands-abilities fit, while extraversion, agreeableness and emotional stability were positively and significantly correlated with needs-supplies fit. Both demands-abilities fit and needs-supplies fit were positively and significantly correlated with job satisfaction, turnover intention, affective commitment and normative commitment. Mediation analysis revealed an indirect effect for conscientiousness on the relationship between demands-abilities fit and job satisfaction, as well as for emotional stability on the relationship between demands-abilities fit and continuance commitment. Emotional stability mediated the relationship between demands-abilities fit and job satisfaction, and needs-supplies fit and job satisfaction. The practical implications from these findings, as well as recommendations for future research, are discussed
University of Waikato
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