The effect of five factor personality on job engagement

Today the quality of the human resource has become important for the continuity of the organizations due to the developing competitive environment. Employing qualified human resources and ensuring its continuity is directly proportional to the happiness of employees and a good working environment. As a result of positive psychology, job engagement aims at the productivity of employees and organizations. Personality characteristics should be taken into consideration while aiming the job engagement. In the same work environment, the presence of different employees with different levels of job engagement may be related to personality traits. Organizations should develop strategies based on these differences and increase job engagement levels. This study was prepared to investigate the effect of five factors personality traits on job engagement. In this context, the effect of five factors personality traits on job engagement and the relationship between demographic characteristics and the level of job engagement were examined. A case study was conducted in a sales marketing company operating throughout the country. Since the passion and personality traits are directly related to human relations, research has been made on sales marketing, a profession where human relations are intense. In order to measure the workload in the questionnaire, a 9-point work scale (Utrecht Work Engagement Scale - UWES) was used. The five-factor personality trait scale was used which is developed by Benet-Martinez and John (1998). According to the results of the analysis, it was found that the extraversion, compliance and responsibility sub-factors of the five factors personality traits had an effect on the job engagement. The results of the analysis show that the sample group has a high level of job engagement. When the relationship between demographic characteristics and passion for work is examined; It was found that gender, marital status and total working year variables did not cause differences in the levels of passion for work. On the other hand, it was observed that age and education variables caused differences in the levels of job engagement. As a result of the research, the importance of personality traits is emphasized in order to increase the level of job engagement. In this respect, the importance of the decision-makers in the organizations to take the necessary measures emerges.