Abstract
Why do two people in the same stressful job experience different levels of satisfaction? This article explores the "Big Five" personality traits as moderators between professional engagement and Quality of Work Life (QWL). The study identifies that specific traits, namely Conscientiousness and Openness, act as catalysts that transform job engagement into a higher quality of life.
Introduction
Human resources are the heartbeat of healthcare. However, "Engagement" is not a one-size-fits-all experience. This research focuses on the interaction between Job Engagement, Personality Characteristics, and Quality of Work Life (QWL). By understanding how personality moderates these relationships, coaches and managers can better support employees in high-stress environments.
Methodology (Population and Sample)
The research involved 120 midwives from Tabriz hospitals (Alzahra, Taleghani, and 29 Bahman). The study utilized the NEO Five-Factor Inventory to measure the "Big Five" traits: Neuroticism, Extraversion, Openness to Experience (Empiricism), Agreeableness, and Conscientiousness. These were correlated with engagement and QWL scores through Pearson correlation and hierarchical regression analysis.
Results
Direct Relationships
Personality traits significantly impact QWL. Neuroticism showed a significant negative relationship, while Conscientiousness, Extraversion, Agreeableness, and Openness showed positive relationships with Quality of Work Life.
The Moderating Role of Personality
Hierarchical regression confirmed that Conscientiousness and Openness (Empiricism) play a moderating role in the relationship between Job Engagement and QWL. This means that for midwives with these traits, the positive impact of being "engaged" at work is significantly amplified.
Discussion
The results highlight that personality acts as a "filter." An engaged midwife who is also highly conscientious (organized and responsible) or open (creative and flexible) is better equipped to turn her hard work into a high quality of life. Conversely, personality did not moderate the effects of workaholism, suggesting that work addiction is a rigid behavior that personality cannot easily "fix" or soften.
Conclusion
This research underscores the importance of personality testing in healthcare recruitment and coaching. To improve the Quality of Work Life, it is not enough to just increase engagement; we must also support the development of positive personality facets—like conscientiousness and openness—which help individuals thrive in their professional roles.