The Myers-Briggs Personality System and its Moderating Effects on the Relationship Between Job Characteristics and Job Satisfaction
Date of Award
Master of Science in Psychology
First Reader/Committee Chair
In this research, I examined how characteristics of the job, namely task significance and task identity, predicted job satisfaction and how those relationships were moderated by one’s Myers-Briggs type. It was hypothesized that the thinking/feeling dichotomy would moderate the relationship between task significance and job satisfaction and the sensing/intuition dichotomy would moderate the relationship between task identity and job satisfaction. In the study, I sought to understand how these moderated relationships would differ for people with good and poor psychological health. There were 945 people who participated which required them to answer questions about their job, personality, psychological health, life, and demographic information of which 788 participants with usable data were included in the analysis. Results indicated the Myers-Briggs dichotomies did not moderate the relationship between job characteristics and job satisfaction for both participants with good and poor psychological health. Job characteristics were predictive of job satisfaction over participants’ personalities, suggesting organizations should prioritize structural change, such as increasing task significance, without regard to individual differences. Implications for organizational culture, policy, job design, employee autonomy, well-being, and societal implications are discussed.
Marshall, Rebecca, "The Myers-Briggs Personality System and its Moderating Effects on the Relationship Between Job Characteristics and Job Satisfaction" (2020). Electronic Theses, Projects, and Dissertations. 1084.