The relationship between personality traits, job characteristics, employee engagement and job performance in Malaysian government linked-companies (GLCs) involved in transformation programmes
The aim of this research is to examine the relationships between five factors of personality traits, five factors of job characteristics, job performance and employee engagement in Malaysian Government Linked Companies (GLCs) involved in Transformation Programmes. The five factors of personality tra...
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| Format: | Thesis |
| Language: | English English |
| Published: |
2017
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| Subjects: | |
| Online Access: | https://eprints.ums.edu.my/id/eprint/38520/1/24%20PAGES.pdf https://eprints.ums.edu.my/id/eprint/38520/2/FULLTEXT.pdf |
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| Summary: | The aim of this research is to examine the relationships between five factors of personality traits, five factors of job characteristics, job performance and employee engagement in Malaysian Government Linked Companies (GLCs) involved in Transformation Programmes. The five factors of personality traits comprised openness, conscientiousness, extraversion, agreeableness and neuroticism; while the five factors of job characteristics encompassed skill variety, task identity, task significance, autonomy, and feedback. This research also examined the mediating effects of employee engagement and the moderating effects of gender in their respective hypothesized relationships within the research framework model. Structural Equation Modelling (SEM) via Analysis of Moment Structures (AMOS) was used to analyze the data that were collected from sampling among 383 administrative staff in 17 Malaysian GLCs which were involved in Transformation Programmes. The research found that all factors of personality traits were not significant with employee engagement and job performance. Meanwhile, the factors of job characteristics such as task identity and task significance were found to be significant with job performance but only skill variety was found to be significant with employee engagement. Mediation analysis demonstrated that employee engagement mediated the relationships between task identity and job performance. The results also further demonstrated that there were moderating effects of gender in the relationships between personality traits and job characteristics toward job performance. This study's results have contributed to the previous pool of literature on employee engagement studies through testing using models of Costa and McCrae's Big Five Personality ( 1990) and Hackman and Oldham's (1976) Job Characteristics Model. Finally, this research would suggest to potential future study that the demographic characteristics of individuals such as genders ought to be considered along with any other factors that may be linked to job performance and employee engagement. |
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