Authors:
M.R. Maria Reethu, Lakshmi Narasimha Raju Mudunuri, Subash Banala

Addresses:
1Department of Social Work, Dwaraka Doss Goverdhan Doss Vaishnav College, Chennai, Tamil Nadu, India. 2Department of Information Services, Valero Energy Corporation, San Antonio, Texas, United States of America. 3Department of Financial Services and Cloud Technologies, Irving, Texas, United States of America.   mariareethu@gmail.com1, rajumudunuri17@gmail.com2, banala.subash@gmail.com3 

Abstract:

The purpose of this research is to examine, via the lens of a mediating effect, the connection between one of the Big Five personality qualities and contentment in one's work environment. In particular, OCEAN (openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism) is considered a predictor of work satisfaction. Simultaneously, procedural justice is thought of as a go-between when trying to grasp the mechanism. The Big Five Inventory (20 questions), the Job Satisfaction Survey (20 items), and moderating factors (5 items) were administered as part of a cross-sectional study's questionnaire. We used SPSS v25 and Excel to analyze primary data that we obtained from sixty service sector personnel in Chennai, India. Out of all the qualities, neuroticism was determined to have the strongest correlation with work satisfaction, whereas conscientiousness was determined to have no such correlation. This research contributes to the existing body of knowledge by evaluating the Big-Five personality traits as predictors of job satisfaction. Organizations should prioritize enhancing workers' justice, the underlying relationship between personality and job satisfaction, according to significant facts provided. Organizations in the service industry may be able to use this paper's findings to their advantage by developing strategies to reduce staff turnover, boost work satisfaction, and increase profitability.

Keywords: Job Satisfaction; Big Five Personality Theory; Openness and Neuroticism; Conscientiousness and Extraversion; Agreeableness and Demographic Data; Modern Talent Management Strategies.

Received on: 25/10/2023, Revised on: 15/12/2023, Accepted on: 03/01/2024, Published on: 01/03/2024

DOI: 10.69888/FTSML.2024.000158

FMDB Transactions on Sustainable Management Letters, 2024 Vol. 2 No. 1, Pages: 1-13

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