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Arbeitszufriedenheit und Persönlichkeit: "Wer schaffen will, muss fröhlich sein!"

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  • Simon Fietze

Abstract

The research on job satisfaction has a long history and is one of the most intensively studied subjects - not only in the field of industrial and organizational psychology. The various studies can roughly be classified into situational, dispositional, and hybrid approaches, depending on whether working conditions, personality traits or their interaction are emphasized as determinants. So far, only few studies consider all of these determinants in a common model. In addition, many studies both in the consideration of personality variables as well as the influence of factors to explain job satisfaction, do not offer a theoretical framework. This paper investigates the influence of personality characteristics and working conditions as well as the interaction of these two groups of variables on job satisfaction by means of the German Socio-Economic Panel (SOEP) study. For this purpose, the Five-Factor Model (FFM) of personality (P. T. Costa und R. R. McCrae 1985; L. R. Goldberg 1981) and the Effort-Reward Imbalance Model (J. Siegrist et al. 1986) will be used as a theoretical and conceptual framework. OLS regressions show that both personality and (subjective) working conditions are relevant predictors of job satisfaction. None of the moderator variables of personality and working conditions increase the explained variance of the overall model. Working conditions (effort-reward imbalance and autonomy) have the highest explanatory power. Four of the five personality traits show highly significant effects. These findings suggest both a situational and a dispositional approach. Working conditions(especially a low effort-reward imbalance and high autonomy) and personality (especially emotional stability) play a crucial role in achieving higher job satisfaction.

Suggested Citation

  • Simon Fietze, 2011. "Arbeitszufriedenheit und Persönlichkeit: "Wer schaffen will, muss fröhlich sein!"," SOEPpapers on Multidisciplinary Panel Data Research 388, DIW Berlin, The German Socio-Economic Panel (SOEP).
  • Handle: RePEc:diw:diwsop:diw_sp388
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    Cited by:

    1. Ralf Werner Koßmann, 2016. "Effectiveness of Social Capital in the Job Search Process," SOEPpapers on Multidisciplinary Panel Data Research 823, DIW Berlin, The German Socio-Economic Panel (SOEP).
    2. Mandy Schult & Verena Tobsch, 2012. "Freizeitstress: wenn die Arbeit ständig ruft," SOEPpapers on Multidisciplinary Panel Data Research 485, DIW Berlin, The German Socio-Economic Panel (SOEP).
    3. Michael Olejniczak & Dirk Salmon & Wenzel Matiaske & Simon Fietze, 2014. "Arbeitsbedingungen in Jobcentern - Gemeinsame Einrichtungen nach § 44b SGB II Mitarbeiterbefragung zum Arbeitsumfeld, psychischer Belastung und Arbeitszufriedenheit," Report 028, Werkstatt für Organisations- und Personalforschung.
    4. C. Katharina Spieß & Johanna Storck, 2016. "Fachkräfte in der frühen Bildung - Erwerbssituation, Einstellungen und Änderungswünsche," SOEPpapers on Multidisciplinary Panel Data Research 852, DIW Berlin, The German Socio-Economic Panel (SOEP).
    5. Brenzel, Hanna & Laible, Marie-Christine, 2016. "Does personality matter? : the impact of the big five on the migrant and gender wage gaps," IAB Discussion Paper 201626, Institut für Arbeitsmarkt- und Berufsforschung (IAB), Nürnberg [Institute for Employment Research, Nuremberg, Germany].

    More about this item

    Keywords

    Job satisfaction; personality; Five-Factor Model; Big Five; Effort-Reward Imbalance;

    JEL classification:

    • J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation

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