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ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS JUNE 2011 VOL 3, NO 2 each factor. In this instance, Motivator concerns were associated positively with Extraversion and negatively with Openness, whilst high scores in the hygiene-related factor were negatively associated with both Extraversion and Openness. Therefore, the purpose of this investigation is to further assess the extent to which individual differences have an effect upon motivation and job satisfaction. Following the statistical advice of Schmidt, Hunter and Urry (1976) this study will use a sample consisting of more than 170 individuals (N > 170). As suggested by Furnham et al (2005) a wider range of participant demographics will be investigated, these are: years in full time employment, job tenure, and job status. Research hypothesis: Based on previous research and speculative observations, the following predictions can be made: Hypothesis 1: The factorial structure of the Work Values Questionnaire (Mantech, 1983) will reflect between 2 and 4 components that can be categorized according to Herzberg et al’s (1959) two-factor theory. Hypothesis 2: It is believed that when a measure of the Big Five is regressed on satisfaction/motivation factor scores, personality variables will account for a significant proportion of the variance (Staw & Ross, 1985; Furnham et al, 1999; Furnham et al, 2002; Furnham et al, 2005). Hypothesis 3: Based on findings in the literature (e.g. Davies, Mathews & Wong, 1991; Furnham et al, 2002), there will be a significant relationship between age and job satisfaction. Due to the likely association between age and job tenure/overall years in full time employment it is believed that these variables will also have a positive association with job satisfaction. Hypothesis 4: Based upon previous findings in the literature (Furnham et al, 2002; Salgado, 1997; Judge, Higgins) Conscientiousness will be positively, and Neuroticism negatively, associated with extrinsic motivation. Hypothesis 5: An increased job status according to Herzberg et al (1959) provides individuals with both increased hygiene (e.g. pay, bonus, perks) and Motivator factors (e.g. power, recognition etc) it is believed that this variable will be positively associated with job satisfaction responses. Methodology Samples: In this study 150 people of in Inspection Organization in Iran participant as samples. Research tools The Ten Item Personality Inventory (Gosling, Rentfrow & Swann, 2003): The ten items of this measure are scored using a seven-point scale, with two statements (one reversed) used to measure each personality variable. The authors report extensive data showing good reliability and validity of this instrument. The Work Values Questionnaire (WVQ; Furnham et al, 2005): This inventory consists of 37 items and requires individuals to report the extent to which intrinsic (e.g. responsibility and personal growth) and extrinsic (e.g. pay and benefits) components are important to them on a 6- point scale. The WVQ is a revised version of Mantech’s (1983) questionnaire. Previous studies have indicated that between two and four factors tend to be extracted, and that these often correspond to Herzberg et al’s (1959) hygiene and motivator factors. The Job Satisfaction Scale (Warr, Cook & Wall, 1979): This scale consists of 15 items, seven of which measure intrinsic satisfaction, whilst the remaining eight measure extrinsic job COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 462
ijcrb.webs.com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS JUNE 2011 VOL 3, NO 2 satisfaction. Responses are given on a 7-point scale and can be summed to create and overall satisfaction score as well as an intrinsic and extrinsic value. Results 1. Co relational Analyses The below table illustrates the correlations between the personality and demographic variables and job satisfaction scores. Both overall and intrinsic job satisfaction were positively correlated with Job Status (all p < .01), whilst extrinsic job satisfaction was negatively correlated with Job Status (p < .05). All three job satisfaction scores were positively correlated with Conscientiousness (all p < .05). In addition, it was noted that Age, Years in Full Time Employment, Job Tenure and Job Status were positively associated with each other (all p < .01). Table 1.Correlations Among Demographic, personality and job satisfaction Variables (1.Gender,2.Age , 3. Job Status, 4. Employment,5. Job Tenure , 6. Neuroticism , 7. Extraversion , 8.Openness , 9. Agreeableness , 10 Conscientiousness , 11 satisfaction (JS) , 12 intrinsic JS , 13 extrinsic JS) 1 2 3 4 5 6 7 8 9 10 11 12 1 - 2 -.028 - 3 -.088 .343** - 4 -.128 .769** .468** - 5 -.040 .465** .428** .544** - 6 -.165 .038 .025 .049 -.033 - 7 .039 .008 .098 .047 -.055 .065 - 8 -.069 .136 .080 .141* - .026 .202** .267** - 9 .191** .218** -.143* .071 .017 .162* -.062 .198** - 10 .054 .210** -.018 .164 .087 .108 -.165* .009 .206** - 11 .061 -.014 .209** .015 .054 .091 .005 -.042 .085 .174* - 12 .022 .010 .253** .018 .066 .079 -.025 -.028 .057 .154* .948** - 13 .096 -.038 -.142* .010 .036 .093 .106 -.052 .104 .175* .946** .794** 2. Factor analysis on the WVQ The 37 items in the WVQ was treated to a Principal Components Analyses. An initial factor analysis was run to check for multi co linearity and revealed that no SMC was approaching 0.9. A varimax rotation was then run and the screed plot indicated that three clear factors emerged. Table 2 :Factor Pattern Matrix for the Work Values Questionnaire Item and classification 1 Factor 2 3 security and conditions (factor 1) Safety (H) .741 Regularity (H) .713 Tranquillity (H) .708 Condition (H) .695 Simplicity (M) .680 Comfort (H) .665 Security (H) .576 Effortlessness (M) .565 Clarity (M) .562 COPY RIGHT © 2011 Institute of Interdisciplinary Business Research 463
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