St.

Xavier’s College

Maitighar, Kathmandu

Personality’s effect on job satisfaction of Bottlers Nepal Limited

A Thesis Proposal Submitted to the Department of Major Arts, Psychology for the

Approval of the Research Supervisor

By

Birendra Shrestha

020ba0109

T.U. Regd. No.: 6-2-282-126-2020

October, 2024

Chapter I
 Shrestha 2

Introduction

1.1 Background of the Study

Personality is defined as “the enduring characteristics and behavior that comprise a

person's unique adjustment to life, including major traits, interests, drives, values, self-concept,

abilities, and emotional patterns,” according to The American Psychological Association. With

everyone having a unique personality, it determines the thoughts and behavior of individuals in

many fields, including work. Personality affects all aspects of work like stress management,

work performance, efficiency, team work, work satisfaction etc (Barrick & Ryan, 2004).

Extensive study of the “genetic influences on job and work attitudes” also reveals that

personality is an extremely important factor in managing work behavior of individuals

(Robertson & Callinan, 1998). Specifically, its effect on work satisfaction is a quantifiable

aspect to study.

Job satisfaction is a growing concern for many organizations. However, these efforts are

not enough as it can be seen that many employees are still highly dissatisfied with their job

provisions (Mishra, 2013). Among the many reasons for low work satisfaction, is due to minimal

attention and emphasis given to the effect of personality. It is seen that personality traits greatly

influences job satisfaction, as they “enable individuals to align operations with customer values

and enhance performance” (Gupta & Muita, 2012).

Job satisfaction in Nepal is at a state of limbo. Essentially, data analysis shows that job

satisfaction in Nepal is partially sufficient. It is seen that employees are “reasonably satisfied

with their job, with dissatisfaction in some areas of their career,” in the banking field (Pantha,

1970). Many factors like pay, organization, communication, etc., can be improved to increase

the overall work satisfaction, and efforts are being applied.

 Shrestha 3

Most, if not all, of the researches done on the field of personality in Nepal focuses on

mental health, general personality profiling, etc. And the surveys of job satisfaction in Nepal,

focus on finding the level of satisfaction in a certain field, or give a general overview of the

factors affecting job satisfaction. Therefore, this study seeks to merge these fields to find out the

correlation between work satisfaction and personality in the context of a prominent

manufacturing company in Nepal, i.e. Bottlers Nepal. It seeks to being attention to the

importance of personality in work satisfaction, hence improving the Industrial Organizational

sector in Nepal.

1.2 Statement of the problem

The absence of any research calculating the impact of personality on job satisfaction is

an alarming reality in Nepal. Existing studies focus on calculating job satisfaction levels of

individuals working in the field of education, service industry, nursing institutions, and

banking. While these studies use an analytical framework to show the level of job satisfaction

on varying different sub-topics, they hardly explore the underlying factors for the lack of

satisfaction. Most of them also report an average level of satisfaction and offer no concrete

ideas to increase satisfaction; This has caused a plateau in development of this field.

There is also a critical lack of research in work satisfaction of companies like Bottlers

Nepal, in the manufacturing industry. While consideration of basic infrastructure like health

and education is understandable, the capable sector of manufacturing and distribution is

approaching stagnation from a research analytical perspective.

Along with that, personality as a factor for job satisfaction is a field that isn’t fully

explored, with only slight mentions in some journal without a detailed analytical framework.

Most researches list the potential factors of job satisfaction issues, and their scope does not
 Shrestha 4

cover an in-depth analysis.

This research believes that personality assessment should be a core consideration in the

human resource management aspect of major organizations in Nepal. By showing a correlation

between personality and job satisfaction, this research tries to establish personality

compatibility to be a major aspect in the hiring, promoting and terminating process of

employees, in lieu of their satisfaction which would ultimately lead to a more productive and

active workforce in the manufacturing field of Nepal.

1.3 Objectives

The major concern of this research are:

● To find the satisfaction level of employees in the manufacturing field of Nepal.

● To understand the correlation between personality and job satisfaction.

● To understand the exact sub-fields of satisfaction that are lacking in Nepal.

● To find the aspects of personality that leads to higher satisfaction among employees.

● To solve the research gap regarding the field of work satisfaction in the manufacturing

field of Nepal.

● To inform the industry sector in Nepal regarding the importance of personality

assessment and compatibility.

1.4 Research Questions

The research aims to ascertain:

● What is the satisfaction level of employees in the manufacturing field of Nepal?

● How does personality affect job satisfaction?

● What are the sub-fields of job satisfaction that are lacking in Nepal?

● What aspects of personality leads to higher work satisfaction?

 Shrestha 5

● What gaps exist in the job satisfaction assessment field of Nepal and how can this

research address such gaps?

1.5 Rationale

The lack of proper and extensive research regarding work satisfaction is the major

rationale for this research. Despite international recognition, the effect of personality in job

satisfaction is a critically underexplored field in Nepal. This research is needed to resolve the

abandonment of personality as an important factor in job satisfaction in Nepal. The

manufacturing industry is also devoid of academic research, particularly on job satisfaction.

There is a large quantity of research done on other fields like education, health, etc., yet the

manufacturing field is not considered at all.

This research shall highlight not only personality in job satisfaction, but also the

manufacturing sector of Nepal. Along with that, this research could also help contribute to the

development of human resource practices in Nepalese organizations with respect to personality

testing for recruitment, promotion, and retention of employees. Better understanding of the

impact of personality on job satisfaction might also lead to better management of the workforce

and increased effectiveness in organization. Even in an international context, the big five scale is

a popular method of analysis for personality, yet the additional subfield of honesty-humility (H),

offered by the HEXACO personality test is not used. This research uses a quantitative survey-

based method by combing the HEXACO scale with the Job Satisfaction Survey scale to find the

correlation between personality and job satisfaction.

By addressing these concerns, the present study attempts to contribute to the broader

domain of Industrial-Organizational Psychology by providing empirical data on the

interrelationship of personality traits and job satisfaction in developing country contexts. It also
 Shrestha 6

sets the ground for future research and practices not only in Nepal but also in similar socio-

economic environments.

1.6 Operational Definitions

Personality: The enduring characteristics and behavior that comprise a person's unique

adjustment to life, including major traits, interests, drives, values, self-concept, abilities, and

emotional patterns. In this study, personality is measured by the HEXACO personality inventory,

which consists of six dimensions: Honesty-Humility, Emotionality, Extraversion, Agreeableness,

Conscientiousness, and Openness to Experience.

Job Satisfaction: Fulfillment regarding one’s job, including feelings about pay, work

conditions, relationships with coworkers, and opportunities for advancement. Measurement for

job satisfaction will be obtained with the use of the Job Satisfaction Survey incorporating various

subscales reflecting various aspects of job satisfaction, including pay, work conditions,

relationships with colleagues, and recognition.

Satisfaction Level: It refers to the extent to which workers are satisfied with their job

positions. This will be measured using a mean score from responses on the Job Satisfaction

Survey items on a five-point Likert scale, ranging from 1 (very dissatisfied) to 5 (very satisfied).

The employees who score at or above the mean will be regarded as satisfied, while those scoring

below the mean will be termed as dissatisfied.

Correlation: The statistical measure expressing the tendency of two variables to vary

together. This study will test the correlation between selected personality traits exhibit in the

general levels of job satisfaction among employees.

Subdomains of Job Satisfaction: Certain subdomains in the broader domain of job

satisfaction could be facets such as salary satisfaction, work-life balance, relations with comrades
 Shrestha 7

and superiors, further opportunities, and recognition. Specific questions related to these

subdomains will also be targeted in the Job Satisfaction Survey.

Manufacturing Industry: This sector is involved in the production of goods in the

transformation process of raw materials into finished goods. In this context, it refers to Bottlers

Nepal and all other manufacturing companies in Nepal.

1.7 Limitations

The study’s major limitation is due to the specialized focus on employees from Bottlers

Nepal Limited. Due to a single company, the situation may not represent the larger industry of

manufacturing in Nepal. It also does not allow for comparative studies between satisfaction

levels of the manufacturing field and other fields in Nepal. Both characteristics of job

satisfaction and personality traits depend on self-reported questionnaires. This could create

biased estimates, as respondents may answer in a more socially desirable rather than honest

manner.

The research study will be able to detect information at one point That would limit the

establishment of casual relationships of personality traits influencing job satisfaction, as these

changes cannot be assessed over time, as the research is not longitudinal. The study might focus

on some personality traits under the HEXACO model but may not consider other factors like

emotional intelligence. Even though the study will try to bring out different facets of job

satisfaction, it is not possible to discuss every one of them, such as organizational culture,

management practices, or even economic conditions in general affecting the industry.

Other scales like the Myers-Briggs Type Indicator (MBTI), Big Five Personality Test,

Work Satisfaction Scale (WSS), Job Descriptive Index (JDI), may provide additional data, which
 Shrestha 8

is not incorporated. The cultural context in Nepal may affect personality expressions as well as

job satisfaction in ways that are not completely captured by this study. Cultural norms and values

shape the way individuals think about their work and themselves. The scales used may also not

consider the cultural context. Demographic variables such as age, gender, education level, and

other external factors like economic are also not deeply studied in this research.

2.1 Literature Review

A meta-analysis of the Five-Factor Model of personality in relation to job satisfaction has

been conducted that provides a base for this research. It was based on 334 correlations from 163

independent samples. “Neuroticism and Extraversion emerged as the strongest individual

differences predictors, with corrected correlations of -0.29 and 0.25 respectively. The overall

multiple correlation of the Big Five traits with job satisfaction was 0.41, thus proving that

personality traits can determine job satisfaction.” This study analyzes how personality influences

on job satisfaction and calls for a structured framework for understanding these relationships

better (Judge, Heller, & Mount, 2002). The major drawback of this research is the lack of the

humility-honesty scale offered by HEXACO, and also that the lack of specification in a certain

industry.

In the context of Nepal, a study examines the relationship that exists between job stress

and job satisfaction among school teachers in the Pokhara district of Nepal. It identifies how

these variables are influenced by factors such as gender, age, and experience. Based on a sample

of 69 teachers, this research found that school teachers experienced mild to moderate levels of

stress partly caused by unfavorable working conditions. The study indicated that male teachers

experienced greater psychological stress than females, while female teachers exhibited higher

levels of job satisfaction. Physical complaints, excessive monitoring, and lack of balance
 Shrestha 9

between work and life were some of the major stressors identified. Additionally, career

development and a shortage of training were factors for which teachers were particularly

dissatisfied (Mondal, et al. 1970). This research uses Teacher Attribution of Responsibility for

Stress Questionnaire (TARSQ) and Teacher Job Satisfaction Questionnaire (TJSQ) for a meta-

analysis. It is comprehensive, but doesn’t consider the major aspect of personality. It was also

done more than 50 years ago, rendering it outdated.

Another study examines those factors that affect the level of job satisfaction of Nepalese

employees, in the districts of Kathmandu, Lalitpur, and Bhaktapur. Key determinants of job

satisfaction include salary, training and promotion, working environment, and cooperation

among employees. A descriptive and analytical approach was followed for this research study,

with 112 respondents from Nepalese commercial banks taking part through self-structured

questionnaires (Neupane, 2019). This investigation also emphasizes that job satisfaction

positively correlates with the working environment and training opportunities; thus, human

resource management is vital for banks' prosperity success. However, it does not use a peer

reviewed scale.

In the field of health, an article discusses job satisfaction among healthcare professionals

in governmental tertiary-level hospitals in Nepal. The study highlights that only 28.1% of the

respondents were satisfied with their jobs, suggesting a need for improvements. Demographic

factors such as age, rank, and education were significantly correlated with job satisfaction, while

gender, marital status, and work experience were not (Rokka & Khanal, 2023). The study uses

the Job Satisfaction Scale (JSS), utilizing a 5-point Likert scale to measure satisfaction levels

across six subscales. However, the study uses a single scale which makes it one dimensional.

This research also deals with correlation only and doesn’t delve in any causative factors.
 Shrestha 10

The major framework of my research relies on the HEXACO Personality Inventory,

which is a modified version of the well-accredited Five factor model of personality, and the Job

Satisfaction Survey (JSS). Regarding the JSS, mixed-methods approach research has been

conducted that included both quantitative data from 137 Maternal and Newborn Health Worker

(MNHW)s and qualitative data from 78 MNHWs (Batura et. al., 2016). While the JSS was

generally found to be a valid and reliable tool, some dimensions like work environment and

promotion were not fully reflective of local conditions. Furthermore, the study identified

community fit as an important factor impacting job satisfaction, which was not captured by the

JSS. However, since this research specializes in an industrialized urban area, these limitations

can be overlooked.

From this literature, we can see a clear trend emerge. The cross analysis of personality

and job satisfaction has been conducted but only in an international context outside Nepal. It also

does not use updated scales. Research has also been done extensively in Nepal regarding job

satisfaction but it does not correlate it with the important aspect of personality. Such research is

also concentrated on the field of education, health and banking, oversaturating the field and

taking emphasis away from the important manufacturing field. And finally, the scales chosen for

this research are calibrated and perfectly well suited for use in Nepal to understand the

significance of personality in job satisfaction. This acts as a bulwark for introducing personality

as an important factor in the IO sector of Nepal. This can assist HR departments across all fields

in Nepal, even making way for other factors with new scales to be studied.

Chapter III
 Shrestha 11

Research Methodology

3.1 Research Design

This research will adopt the quantitative method of approach to study the relationship of

personality traits with job satisfaction of employees at Bottlers Nepal. Personality will be

measured using the HEXACO Personality Inventory, which considers six dimensions. The facets

of job satisfaction, including pay, work conditions, and relationships with coworkers, will be

estimated by the Job Satisfaction Survey (JSS) developed by Paul E. Spector in 1997. On a

voluntary basis, data collection will be done through anonymous surveys, which will then be

analyzed by descriptive statistics to identify predictors of job satisfaction based on personality

traits.

3.2 Area of the study

The research will be conducted in Bottlers Nepal Limited, situated in Balaju Industrial

Area Kathmandu, with individuals ages 18-60.

3.3 Conceptual framework / Theoretical Framework

This study uses a Meta-analysis study to find the relationship of personality to job

satisfaction within the manufacturing industry in Nepal. It assumes that certain personality traits-

as measured through the HEXACO Personality Inventory determine whether workers are

satisfied with their work as measured by the Job Satisfaction Survey.

3.4 Sampling

The sample size consists of the employees from Bottlers Nepal Limited.

3.5 Data Collection

Data collection for this study will be done by administering the HEXACO Personality

Inventory and the Job Satisfaction Survey (JSS) in quick succession at Bottlers Nepal, either
 Shrestha 12

online or on paper. This will ensure that all information provided is of an anonymous nature in

order to ensure honest responses from the respondents. After data collection, quantitative

analysis of the data will be done by studying the associations between personality traits and job

satisfaction levels.

3.6 Data Analysis

Data analysis for this research will begin with calculating the job satisfaction levels and

its subdomains. Then, it will be analyzed how personality traits from the HEXACO Inventory

relate to job satisfaction scores from the Job Satisfaction Survey (JSS), potentially using

Pearson’s Correlation Index. This will help determine if certain personality traits are linked to

higher or lower job satisfaction.

3.7 Ethical Considerations

The ethical considerations within this study will include informed consent among the

participants, who shall be informed of the purpose of the research and their right to withdraw at

will without any penalty. It will also maintain the confidentiality of all responses by

anonymizing the data and securely storing it to protect participants' identities. This is further

informed that the research study will be based on ethical guidelines by the relevant institutional

review boards in ensuring dignity for each individual in the process. The other important thing to

express is that participation is on a wholly voluntary basis, and their responses will go a long

way in helping better understand the dynamics of workplaces.

 Shrestha 13

Works Cited

Barrick, M., & Ryan, A. M. (2004). Personality and work reconsidering the role of personality in

organizations. John Wiley & Sons.

http://www.sci.brooklyn.cuny.edu/~chuang/books/BarrickRyan-eds-Personality-and-

Work.pdf.

Batura, N., Skordis-Worrall, J., Thapa, R., Basnyat, R., & Morrison, J. (2016). Is the job

satisfaction survey a good tool to measure job satisfaction amongst health workers in

Nepal? results of a validation analysis. BMC Health Services Research, 16(1).

https://doi.org/10.1186/s12913-016-1558-4.

Gupta, A., & Muita, S. R. (2012). Relationship between entrepreneurial personality,

performance, Job Satisfaction and Operations Strategy: An empirical examination.

International Journal of Business and Management, 8(2).

https://doi.org/10.5539/ijbm.v8n2p86.

Judge, T. A., Heller, D., & Mount, M. K. (2002). Five-factor model of personality and job

satisfaction: A meta-analysis. Journal of Applied Psychology, 87(3), 530–541.

https://doi.org/10.1037//0021-9010.87.3.530

Robertson, I., & Callinan, M. (1998). Personality and work behaviour. European Journal of

Work and Organizational Psychology, 7(3), 321–340.

https://doi.org/10.1080/135943298398736.

Mishra, P. K. (2013). Job satisfaction. IOSR Journal Of Humanities And Social Science, 14(5),

45–54. https://doi.org/10.9790/1959-1454554.

Mondal, J., Shrestha, S., & Bhaila, A. (1970). School teachers: Job stress and job satisfaction,
 Shrestha 14

Kaski, Nepal. International Journal of Occupational Safety and Health, 1(1), 27–33.

https://doi.org/10.3126/ijosh.v1i1.5226

Neupane, B. (2019). A study on factors influencing the job satisfaction of bank employees in

Nepal (with special reference to Kathmandu, Lalitpur, and Bhaktapur District). NCC

Journal, 4(1), 9–15. https://doi.org/10.3126/nccj.v4i1.24728.

Pantha, S. (1970, January 1). A study on employee job satisfaction in the banking sector in

Nepal. Theseus. https://www.theseus.fi/handle/10024/344063.

Rokka, D., & Khanal, N. (2023). Job satisfaction of health professionals working in

governmental tertiary level hospitals of Nepal. American Journal of Medical Science and

Innovation, 2(1), 39–46. https://doi.org/10.54536/ajmsi.v2i1.1330.