The Big Five Model in the Workplace:The Transition From Job Satisfaction to Job Engagement

Personality in modern organizations plays a significant role in determining behavior,attitudes,and performance.How can empirical models like Big Five Theory be put into practice in the recruitment and selection process?Would it be useful to apply in the workplace?What creates a positive motivating experience at work?How do the personality traits affect the productivity as well as the results in an organization?The above questions are answered in this presented systematic review and different researches and studies are applied in order to provide a holistic spectrum.Nowadays there is a transition from job satisfaction to job engagement pinpointing the importance of the meaning and purpose for organizations with good compensation and benefits.Is working for something that delivers value and has an impact correlated with certain personality traits that are presented in the Big Five Theory Model?

Job Satisfaction, Engagement and Associated Factors Among Employees Working at Adama Hospital Medical College, Adama, Oromia Regional State, Ethiopia:Institution Based Cross Sectional Study

High level of professional satisfaction among healthcare workers earns high dividends such as higher worker force retention and patients satisfaction.The aim of this study is to assess level of employees satisfaction and associated factors among employees working in Adama hospital medical college town from January to March 2019.Institution based cross-sectional study design was employed.About 389 employees were interviewed.Multi variable logistic regression analysis was used to identify the relationship among predictors and outcome variable.Variables with P-value<0.25 at bivariate logistic regression analysis were entered into multi variable logistic regression.P-value<0.05 and adjusted odds ratio at 95%level of significance was be used to declare predictors of employees satisfaction.A total of 389 study participant responded to the questionnaires with response rate of 92.20%.More than half 212(54.5%)were male and the mean age of study participants were 32.24 years(SD±7.87).The overall level of job satisfaction was 185(47.6%)(95%CI:1.43,1.53).Factors like shisha smoking(AOR,0.4;95%CI:0.01,0.44),co-workers relationship(AOR,2.85;95%CI:1.21,6.72),working environment(AOR,4.08;95%CI:1.98,8.41),autonomy at their working(AOR,4.40;95%CI:1.89,11.19),commitment for their organization(AOR,2.48;95%CI:1.20,5.10),performance evaluation(AOR,5.69;95%CI:2.53,12.80),promotion or growth opportunity(AOR,9.58;95%CI:4.11,22.32)and relationship with immediate supervisor(AOR,4.59;95%CI:1.89,11.19)shows significant association with employees’job satisfaction.The overall level of employees satisfaction is low.The organization should work on factors associated with employees’job satisfaction in order to increase satisfaction levels of employees.

Authentic leadership and employees’job performance:mediation effect of positive employee health

In light of global competition and the COVID-19 pandemic,organizations are encountering an increasingly challenging and unpredictable environment.Consequently,employees are experiencing heightened levels of job strain.This study aims to explore the impact of various organizational mechanisms on promoting positive employee health within the organization,ultimately affecting employees’job performance.The findings of this study indicate that authentic leadership and the absence of organizational politics are significant predictors of positive employee health.Moreover,positive employee health has a positive influence on supervisor-rated job performance through its effect on job engagement.This study serves as a valuable resource for organizations,shedding light on the fundamental factors that contribute to positive employee health.It also raises managers’awareness of the importance of nurturing and sustaining employees’emotional and physical well-being to maintain competitiveness in the market.