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This study determines whether general relationships exist and, if so, what the magnitudes of these relationships are. In the next section, we provide a brief review of the four traits and discuss the possible relationship of these traits with both job satisfaction and job performance.

글 어떻게 전개하는지/ learned how to write a flow of the paper

Judge et al. (1997) defined core self-evaluations as basic conclusions or bottom-line evaluations that individuals hold about themselves. (...) First, they considered self-esteem to be the most fundamental manifestation of core self-evaluations as it represents the overall value that one places on oneself as a person

Background: One way of viewing physical and social stressors in the workplace is to evaluate job satisfaction which has both intrinsic and extrinsic components. The personality of workers is a component of psychological wellbeing and this determines the way events and situations are perceived.

Sowunmi, O. A. (2022). Job satisfaction, personality traits, and its impact on motivation among mental health workers. South African Journal of Psychiatry, 28, 1801.

Theoretical lens: SDT

SDT is an empirically based theory of human behavior that is concerned with how social-contextual factors support or thwart individual thriving through the satisfaction of the three basic psychological needs for competence, autonomy, and relatedness (Ryan & Deci, 2017). SDT scholars maintain that satisfying these needs is the basis for a meaningful life, that life purposes or goals may not be experienced as meaningful if they do not satisfy basic psychological needs and furthermore, meaning is viewed as an outcome of basic need satisfaction (Ryan & Deci, 2017). We propose that the same principles apply to work meaningfulness.

Scholars maintain that individuals must satisfy these basic needs to develop and function optimally (Deci & Ryan, 2011). The primary focus of SDT is the individual and how factors such as work context and management style support or hamper the individual's motivation and well-being (Rigby & Ryan, 2018). SDT proposes that a positive work environment (Trépanier, Forest, Fernet, & Stress, 2015) and the social environment (Grouzet, Vallerand, Thill, & Provencher, 2004) advance well-being by satisfying these psychological needs, thus ensuring autonomous work motivation. Within SDT, meaning is considered an outcome of the natural inherent growth processes of intrinsic motivation.

Experts argue that trait-based fit is not a sufficient condition for meaningful work (Lysova et al., 2019). Furthermore, researchers emphasize that, according to SDT, not only is a minimum level of motivation necessary to derive any utility from meaning, but the satisfaction of the three basic psychological needs also nurtures and maintains meaningfulness (Nikolova & Cnossen, 2020; Ryan & Deci, 2017). We believe that SDT is better suited as our focus is on human motivation and how well environments can support human psychological needs.

The first of the three needs is competence, which refers to the need to be proficient and effective in one’s work, as feelings of effectiveness nourish peoples’ selves (Ryan & Deci, 2017). The need for autonomy concerns the extent to which individuals experience their behavior as fully self-endorsed and compatible with their values. Autonomous actions can more fully engage employees’ talents, abilities, and energies (Ryan & Deci, 2017). Finally, relatedness concerns feeling connected to others, a sense of belonging, and mutual respect (Deci et al., 2001).

According to SDT, employees have been shown to be healthier, happier, and work harder when efforts to satisfy their basic psychological needs are supported in their place of work (Deci, Olafsen, & Ryan, 2017). The results are higher levels of autonomous motivation, which translates to employee well-being and talent retention, among other positive outcomes (Rigby & Ryan, 2018). SDT suggests that intrinsic motivation can be seen as a process through which individuals create meaning (Ryan & Deci, 2017). The results of a study of employees from a wide range of occupations and industries concluded that being internally motivated at work (resulting from need satisfaction) may be essential to experiencing meaningful work (Allan et al., 2016).

Wandycz-Mejias, J., Salgueiro, J. L. R., & Lopez-Cabrales, A. (2024). Analyzing the impact of work meaningfulness on turnover intentions and job satisfaction: A self-determination theory perspective. Journal of Management & Organization, 1-24.

Causality orientations refer to individual differences in how people regulate their behavior and make decisions based on their motivations. This concept comes from Self-Determination Theory (SDT) and explains how people interpret and respond to situations in different ways