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The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance
This study focuses on examining the role of leaders’ Five-Factor Model (FFM) personality traits in their mentoring quality and mentees’ job satisfaction. It has also examined how leaders’ mentoring quality impacts mentees’ job satisfaction, leading to their job performance at the workplace. The stud...
Autores principales: | , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
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Frontiers Media S.A.
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9714607/ https://www.ncbi.nlm.nih.gov/pubmed/36467147 http://dx.doi.org/10.3389/fpsyg.2022.937470 |
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author | Kumari, Kalpina Ali, Salima Barkat Batool, Masooma Cioca, Lucian-Ionel Abbas, Jawad |
author_facet | Kumari, Kalpina Ali, Salima Barkat Batool, Masooma Cioca, Lucian-Ionel Abbas, Jawad |
author_sort | Kumari, Kalpina |
collection | PubMed |
description | This study focuses on examining the role of leaders’ Five-Factor Model (FFM) personality traits in their mentoring quality and mentees’ job satisfaction. It has also examined how leaders’ mentoring quality impacts mentees’ job satisfaction, leading to their job performance at the workplace. The study used an explanatory research methodology to determine the cause-and-effect relationship between mentors’ FFM personality characteristics, mentoring quality, and mentees’ job satisfaction and job performance. The study was based on path-goal theory and the Big Five-Factor Model of personality characteristics, and a questionnaire was utilized to collect information on the model’s constructs. Following the non-probability convenience sampling technique, the empirical data were collected from the academic and non-academic staff of public and private higher education institutions (HEIs) located within Pakistan on five-point Likert scale. The proposed hypotheses were tested by using PLS software. Four main conclusions were derived from this study. First, the leaders’ openness to new experiences, agreeableness, and emotional stability substantially influenced the mentees’ job satisfaction. Surprisingly, the leaders’ conscientiousness and extraversion qualities did not affect the job satisfaction of the mentees. Second, the findings demonstrated that the openness to experience, conscientiousness, and extroversion has a considerable influence on leaders’ mentoring quality, but agreeableness and emotional stability have a negligible impact. Third, the mentoring quality of the leader had a substantial effect on the job satisfaction and work performance of the mentees. Fourth, this study confirmed the belief that mentees’ job satisfaction has a favorable influence on their job performance within the context of Pakistan’s educational sector. The current study’s findings provided valuable insights to the educational institutions about which personality traits they need to foster in their leaders, making them an excellent leader to enhance their mentees’ job satisfaction and job performance within their organizational settings. |
format | Online Article Text |
id | pubmed-9714607 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | Frontiers Media S.A. |
record_format | MEDLINE/PubMed |
spelling | pubmed-97146072022-12-02 The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance Kumari, Kalpina Ali, Salima Barkat Batool, Masooma Cioca, Lucian-Ionel Abbas, Jawad Front Psychol Psychology This study focuses on examining the role of leaders’ Five-Factor Model (FFM) personality traits in their mentoring quality and mentees’ job satisfaction. It has also examined how leaders’ mentoring quality impacts mentees’ job satisfaction, leading to their job performance at the workplace. The study used an explanatory research methodology to determine the cause-and-effect relationship between mentors’ FFM personality characteristics, mentoring quality, and mentees’ job satisfaction and job performance. The study was based on path-goal theory and the Big Five-Factor Model of personality characteristics, and a questionnaire was utilized to collect information on the model’s constructs. Following the non-probability convenience sampling technique, the empirical data were collected from the academic and non-academic staff of public and private higher education institutions (HEIs) located within Pakistan on five-point Likert scale. The proposed hypotheses were tested by using PLS software. Four main conclusions were derived from this study. First, the leaders’ openness to new experiences, agreeableness, and emotional stability substantially influenced the mentees’ job satisfaction. Surprisingly, the leaders’ conscientiousness and extraversion qualities did not affect the job satisfaction of the mentees. Second, the findings demonstrated that the openness to experience, conscientiousness, and extroversion has a considerable influence on leaders’ mentoring quality, but agreeableness and emotional stability have a negligible impact. Third, the mentoring quality of the leader had a substantial effect on the job satisfaction and work performance of the mentees. Fourth, this study confirmed the belief that mentees’ job satisfaction has a favorable influence on their job performance within the context of Pakistan’s educational sector. The current study’s findings provided valuable insights to the educational institutions about which personality traits they need to foster in their leaders, making them an excellent leader to enhance their mentees’ job satisfaction and job performance within their organizational settings. Frontiers Media S.A. 2022-11-11 /pmc/articles/PMC9714607/ /pubmed/36467147 http://dx.doi.org/10.3389/fpsyg.2022.937470 Text en Copyright © 2022 Kumari, Ali, Batool, Cioca and Abbas. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. |
spellingShingle | Psychology Kumari, Kalpina Ali, Salima Barkat Batool, Masooma Cioca, Lucian-Ionel Abbas, Jawad The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
title | The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
title_full | The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
title_fullStr | The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
title_full_unstemmed | The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
title_short | The interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
title_sort | interplay between leaders’ personality traits and mentoring quality and their impact on mentees’ job satisfaction and job performance |
topic | Psychology |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9714607/ https://www.ncbi.nlm.nih.gov/pubmed/36467147 http://dx.doi.org/10.3389/fpsyg.2022.937470 |
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