personality dimensions as measured by the NEO Five-Factor Inventory (NEO-FFI) of a
heterogeneous sample of 395 adults in the Midwest. Job satisfaction was assessed using
the Hoppock Job Satisfaction Blank (JSB; Hoppock, 1935), a self-report measuring
global job satisfaction. Participants were representative of a wide range of occupations.
In this cross-sectional study, the researchers found that only the personality variables
Neuroticism (r = -.18, p < .01) and Extraversion (r = .16, p < .01) provided significant
prediction of job satisfaction. However, because personality variables accounted for only
3 to 5 % of the variance in predicting job satisfaction, using personality factors in
predicting job satisfaction may not be practical and the researchers proposed that other
issues might be more relevant.
Significance of the contribution of the Five-Factor Model in relationship to
Person-Environment congruence provided by the Self Directed Search was also found in
a longitudinal study by DeFruyt (2002) of 401 undergraduate students. The personality
of the students was assessed with the NEO PI-R and the SDS prior to graduation.
Employment and career outcomes were assessed one year later. Job and work
environments were described by The Position Classification Inventory (PCS; Gottfredson
& Holland, 1991) and job satisfaction, work involvement, skill development, and job
stress were assessed with the Career Attitudes and Strategies Inventory (CASI; Holland
& Gottfredson, 1992). The researchers found the Five-Factor assessment explained more
of the variance across the criteria than Person-Environment congruence alone, bringing
the explained variance from 6 % to 16 % across the criteria when both were included.
Hierarchical regression analysis showed that job satisfaction was predicted by