CYBERPSYCHOLOGY, BEHAVIOR, AND SOCIAL NETWORKING Volume 00, Number 0, 2014 ª Mary Ann Liebert, Inc. DOI: 10.1089/cyber.2014.0109
ORIGINAL ARTICLE
The Use of Social Networking Services and Their Relationship with the Big Five Personality Model and Job Satisfaction in Korea Hyondong Kim, PhD and Yang Woon Chung, PhD
Abstract
Social networking services (SNSs) have been garnering attention from society due to their recent rapid growth. This study examines whether SNS use can affect the relationship between the Big Five personality model and individual job satisfaction. Based on a sample of 1,452 workers in Korea, the results of this study indicate that the Big Five personality model (extroversion, agreeableness, and neuroticism) was significantly related to individual job satisfaction. Further, SNS use moderated the relationship between extroversion and neuroticism with individual job satisfaction. Also, SNS use was found to increase job satisfaction of Korean workers who are more extroverted, while it also affected job satisfaction of Korean workers with low agreeableness. As SNS use plays an important role in the workplace, it is necessary to realize and appreciate the importance of SNSs in shaping and promoting job satisfaction of working individuals.
satisfaction by elaborating how SNS use enhances an individual’s feelings in the workplace.
Introduction
A
social networking service (SNS) is a web-based platform that allows individuals to post personal profiles, make connections with others, and shape a particular community group based on shared interests.1 SNS’s popularity has tremendously grown over the years. The largest SNS, Facebook, is estimated to have one billion monthly active users.2 Although SNS has become influential in our daily lives, only a few studies have been conducted to examine how SNS affects individuals in the workplace. SNS users make selfdisclosing behaviors and online interactions with friends as well as strangers.3 As Big Five personality traits influence an individual’s cognition, motivation, and behaviors in a variety of situations, SNS can be closely related to an individual’s personality.4 In addition, Big Five personality traits also influence individual job satisfaction. Therefore, the current study investigates the interrelationship between personality, SNS use, and job satisfaction, and elaborates on the significance of SNS use in the working environment. Job satisfaction is defined as ‘‘a pleasurable emotional state resulting from an appraisal of one’s job experiences.’’5 Big Five personality traits influence people’s behaviors, which are also closely associated with job satisfaction.6 Moreover, SNS use can determine the extent to which Big Five personality traits allow individuals to feel satisfied in the workplace.7 Therefore, we investigate the moderating effects of SNS on the relationship between Big Five personality traits and job
Big Five Personality Traits and Job Satisfaction
The existing literature has demonstrated that Big Five personality traits are a significant predictor of job satisfaction.8 Extroverted people have sociable, talkative, and assertive characteristics9 and are more likely to be actively involved in social relationships. Extroverted people have higher levels of job satisfaction because they have more interpersonal interactions with their coworkers and, as a result, feel more satisfied with their jobs.10 Agreeable people tend to be gentle, cooperative, and good-natured.9 Individuals with high agreeableness are more likely to seek harmony with others and have better interpersonal relationships, thereby increasing job satisfaction. Conscientiousness refers to organized, careful, responsible, and disciplined individual behaviors.9 Individuals with high conscientiousness have better job performance because they put more effort and time on their job tasks and, as a result, are more likely to have higher job satisfaction. Contrary to extroversion, agreeableness, and conscientiousness, individuals with high neuroticism have lower job satisfaction. Neurotic individuals tend to experience more anxiety, anger, and depression. Individuals with high neuroticism tend to perceive situations as unpleasant and process information in a negative way. Further, neurotic individuals have more negative experiences with their working
Dongguk Business School, Dongguk University, Seoul, South Korea.
1
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environment, which then reduce their job satisfaction.8 Individuals with high openness to experience tend to have broad interests and seek out new and novel experiences.10 Openness to experience is not significantly related to job satisfaction because it can increase emotions in both positive and negative ways.10 In sum, with the exception to openness to experience, Big Five personality traits are significantly related to the job satisfaction of working individuals. In particular, workers with high neuroticism tend to attend to and process negative aspects of job tasks and working environments, which can reduce the satisfied feelings about their jobs. SNS Use, Big Five Personality Model, and Job Satisfaction
SNS use provides opportunities for individuals to establish and develop social networks. Through SNSs, individuals form community groups based on shared interests and values. Also, SNS users participate in activities and associations.11 They make self-disclosures by posting personal profiles and expressing personal views and opinions about social issues.12 Further, SNSs allow users to make self-presentations that can foster a positive self-identity.7 SNSs add value to the positive effects from extroversion on job satisfaction. Extroverted individuals are more likely to communicate with others and be more involved in social activities. Extroverted people are willing to establish strong interpersonal relations, which promote the positive aspects of an individual’s psychological feelings. SNS use supports extroverted people to make more connections with friends, colleagues, and even strangers.13 It also extends one’s social network, which is consistent with the needs of extroverted people.14 Therefore, extroverted workers can increase their job satisfaction when they participate in SNS activities. SNSs also increase the job satisfaction of individuals with low agreeableness. Low-agreeableness individuals are more likely to be exchange oriented.5 Individuals with low agreeableness tend to be friendly and cooperative when they can satisfy their needs from interactions with others.5 SNSs increase the number of friends and acquaintances as well as allowing users to become part of numerous community groups, which can then satisfy the needs for social acceptance.2 Low agreeableness individuals lack interpersonal intimacy. When SNS use provides the social support and the sense of community to low agreeableness individuals, it can increase an individual’s positive feelings. SNSs allow users to exchange information and emotions with others through a wide range of activities, such as messages, status updates, and gaming.10 Furthermore, they can facilitate interpersonal interactions and enable users to build and establish their social networks. Hence, SNSs provide an opportunity for individuals with low agreeableness to enhance their feelings through social networks, which can lead them to experience increased job satisfaction. Hypotheses
This article elaborates on the significance of SNSs in the relationship between Big Five personality traits and job satisfaction. The Big Five personality model represents the individual differences in emotions and behaviors.9 Big Five personality traits influence an individual’s interactions with
KIM AND CHUNG
others, which then influence feelings of job satisfaction. Extroversion, neuroticism, and agreeableness are closely associated with individual feelings regarding the working environment. Conscientiousness contributes to job performance, as it is a source of job satisfaction. Thus, with the exception of openness to experience, we predict that the Big Five traits of extroversion, neuroticism, agreeableness, and conscientiousness will be significantly related to job satisfaction. H1: Four of the Big Five personality traits—extroversion, agreeableness, neuroticism, and conscientiousness—will be significantly related to individual job satisfaction.
SNSs facilitate users to establish and develop social networks and make self-promotional activities through selfdisclosure activities. They also foster positive emotional and psychological states. Extroverted people actively seek social relationships.14 As SNSs develop and extend an individual’s social network, they can satisfy the social needs of extroverted people. Therefore, SNSs promote interpersonal interactions and foster positive self-evaluations. In contrast, low-agreeableness people are less likely to be harmonized with others. As SNS participation enhances social relations, it also affects the positive feelings toward the workplace and increases job satisfaction. Thus, we predict that job satisfaction will increase for SNS users with low agreeableness. H2: SNS use will significantly moderate the relationship between extroversion and agreeableness with job satisfaction.
Method Sample and data collection procedure
We used the Korea Education and Employment Panel (KEEP) to test whether SNS use determines the relationship between Big Five personality traits and job satisfaction. KEEP was gathered from the Korea Research Institute for Vocational Education and Training (KRIVET), which was authorized by the Korea Office of Statistics. KRIVET is a government-sponsored research institute that aims to improve and develop national policies with regard to human resource development and lifelong learning programs. KEEP is a nationalized survey that collects information and accumulates a database about people’s education experiences and career development, similar to the panel data (e.g., NLS-72, HS&B, ELS:2002) conducted by the Bureau of Labor Statistics and the National Center for Education Statistics. KEEP uses a stratified sampling technique and selects survey participants based on school types and regions. KEEP is a longitudinal research design that has tracked its survey participants for 9 years. KEEP initiated the survey in 2004 and sampled 2,000 middle school students, 2,000 high school students, and 2,000 vocational and technical high school students nationwide. In addition, households (family members) and school administrators (teachers and administrators) were also surveyed in order to investigate the contextual influences on the student respondents. KEEP began to measure SNS use in its nine-wave survey, which was conducted annually from 2004 to 2012. However, due to sample attrition, the nine-wave survey has 2,500 respondents of whom 1,656 people were employed. After deleting the missing variables, the final sample consisted of 1,452 participants.
SNS, BIG FIVE PERSONALITY MODEL, AND JOB SATISFACTION Measures
KRIVET has a taskforce to manage KEEP survey procedures. To confirm the reliability and validity of KEEP survey items, the KEEP taskforce conducted literature reviews and proceeded with pretesting procedures. As the survey measures were developed in Korean, we needed to translate it back into English for this manuscript. The bilingual authors and another professor independently translated the survey measures back into English and compared the different versions. The inconsistencies were then revised when necessary. Big Five personality model. KEEP used the Big Five personality measures from Deyoung et al.15 to represent personality. Lee et al.16 translated Deyoung’s personality measures15 into Korean. KEEP selected 30 items from Lee et al.’s16 translations about Deyoung et al.’s15 Big Five personality measures using a 5-point Likert scale (1 = ‘‘strongly disagree’’; 5 = ‘‘strongly agree’’). SNS use. SNS use was measured with a single dummy coded item. SNS use was coded as ‘‘0’’ for SNS nonusers and ‘‘1’’ for SNS users. Job satisfaction. Job satisfaction was measured with six items based on a 5-point Likert scale (1 = ‘‘strongly disagree’’; 5 = ‘‘strongly agree’’): (a) ‘‘working conditions,’’ (b) ‘‘interpersonal relationships,’’ (c) ‘‘wage,’’ (d) ‘‘career development,’’ (e) ‘‘welfare,’’ and (e) ‘‘job security.’’ Control variables. Control variables included gender, education, marriage, regular/temporary employment, salary/selfemployed worker, monthly wage, and white collar/nonwhite collar. Gender (0 = ‘‘female’’; 1 = ‘‘male’’), marriage (0 = ‘‘not married’’; 1 = ‘‘married’’), regular/temporary employment (0 = ‘‘unemployed’’; 1 = ‘‘employed’’), salaried/self-employed worker (0 = ‘‘self-employed’’; 1 = ‘‘salaried’’), and occupation (0 = nonwhite collar’’; 1 = ‘‘white collar’’) were all dummy coded. Education was measured with a 3-point scale (1 = ‘‘high school graduate’’; 2 = ‘‘university graduate’’; 3 = ‘‘master and
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PhD degree’’). Monthly wage was log transformed due to concerns regarding normality assumptions. Result Descriptive statistics and correlation
Table 1 presents the descriptive statistics and correlations for the study variables. Of all the participants, 93% were salary workers, 75% were regular workers, 31% worked in white collared jobs, and the average wage was $2,667. Of the working individuals, 60% used SNS. Of the SNS users, 62% used Facebook and 13% used Twitter. With regard to domestic SNSs, 69% participated in Kakao Story and 29% were active in Cyworld. Also, Korean SNS users tend to have multiple SNS memberships. Regression analyses
Confirmatory factor analyses were conducted to determine whether the measurement had an acceptable model fit (v2 = 2999.42, df = 539). Goodness of fit index (GFI) and comparative fit index (CFI) were both 0.90, and the root mean square error of approximation (RMSEA) was 0.05, thus satisfying the threshold levels. Factor loadings were > 0.4, and Cronbach’s alpha values were > 0.7 (see Table 2). Therefore, the variables had sufficient validity and reliability. Table 3 summarizes the hierarchical regression results. Model 1 included the control variables, model 2 analyzed the effects of the independent variable, Big Five personality traits, and model 3 tested the two-way interaction between Big Five personality traits and SNS use. For the main effects from Big Five personality traits, extroversion (b = 0.11, p < 0.001), agreeableness (b = 0.09, p < 0.01), and conscientiousness (b = 0.06, p < 0.05) were positively related to individual job satisfaction, whereas neuroticism was negatively related (b = - 0.17, p < 0.001). Regarding the two-way interactions, extroversion (b = 0.08, p < 0.05) and agreeableness (b = - 0.09, p < 0.05) had significant interactions with SNS use. Additionally, SNS use (b = 0.08, p < 0.05) was also positively
Table 1. Descriptive Statistics and Correlationsa Variables 1. Gender 2. Education 3. Marriage 4. Regular/temporary 5. Salary/Self-employed 6. Monthly wageb 7. Occupation 8. Extroversion 9. Neuroticism 10. Agreeableness 11. Conscientiousness 12. Openness to experience 13. SNS use 14. Job satisfaction a
M
SD
1
0.51 2.08 0.06 0.75 0.93 $2,667 0.31 2.71 2.30 2.79 2.67 2.59
0.50 0.82 0.24 0.43 0.25 $4,965 0.46 0.45 0.51 0.37 0.41 0.39
- 0.20 0.02 - 0.06 - 0.07 0.02 - 0.26 0.01 - 0.21 0.00 0.08 0.01
0.59 3.33
0.49 0.66
- 0.06 0.05
2
3
4
5
6
7
- 0.08 0.05 0.02 0.03 - 0.08 0.40 - 0.03 0.10 - 0.04 - 0.11 0.18 - 0.03 0.03 0.03 - 0.00 0.04 0.09 - 0.02 - 0.17 0.08 0.00 - 0.00 0.03 0.01 - 0.01 0.04 0.05 0.08 0.06 - 0.02 - 0.05 0.04 0.00 - 0.00 0.03 - 0.03 - 0.07 0.07 - 0.05 0.08 0.02 - 0.08 - 0.11 0.07 0.04 0.07 - 0.03 0.06 0.00
0.02 0.01 - 0.05 0.09 - 0.12 0.07
8
9
10
11
12
13
0.00 0.37 - 0.08 0.30 - 0.07 0.43 0.36 0.05 0.36 0.46
0.03 0.07 - 0.10 0.07 0.06 0.07 0.04 0.19 - 0.19 0.19 0.16 0.12 0.12
N = 1,452. All correlations > 0.06 are significant at p < 0.05; All correlations > 0.08 are significant at p < 0.01. $1 = 1,100 won. Gender (0 = ‘‘female’’; 1 = ‘‘male’’); marriage (0 = ‘‘unmarried’’; 1 = ‘‘married’’); regular/temporary (0 = ‘‘temporary’’; 1 = ‘‘regular’’); salary/self-employed (0 = ‘‘self-employed’’; 1 = ‘‘salary’’); white collar (0 = nonwhite collar’’; 1 = ‘‘white collar’’); and SNS use (0 = ‘‘SNS nonusers’’; 1 = ‘‘SNS users’’) were dummy-coded. Monthly wage has been logarithmically transformed. b
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KIM AND CHUNG
Table 2. Confirmatory Factor Analysisa Items 1. Extroversion (a) See myself as a good leader (b) Take charge (c) Can talk others into doing things (d) Warm quickly to others (e) Know how to captivate people (f) Laugh a lot 2. Neuroticism (a) Worry about things (b) Get angry easily (c) Get easily agitated (d) Am easily discouraged (e) Am filled with doubts about things (f) Change my mood a lot 3. Agreeableness (a) Take an interest in other people’s lives (b) Avoid imposing my will on others (c) Inquire about others’ well-being (d) Feel others’ emotions (e) Like to do things for others (f) Sympathize with others’ feelings 4. Conscientiousness (a) Want everything to be ‘‘just right’’ (b) Carry out my plans (c) Always know what I am doing (d) Want every detail taken care of (e) Finish what I start (f) Like order 5. Openness to experience (a) Have a rich vocabulary (b) See beauty in things that others may not notice (c) Formulate ideas clearly (d) Love to reflect on things (e) Like to solve complex problems (f) Am quick to understand things a
Table 3. Hierarchical Regression Modela
Std. loading Reliability 0.71 0.63 0.76 0.77 0.65 0.62 0.48 0.55 0.63 0.87 0.87 0.75
0.85
0.86
0.42 0.70 0.76 0.75 0.64 0.59 0.46 0.59 0.65 0.71 0.70 0.59
0.81
0.78
0.61 0.67 0.74 0.48 0.48 0.51
0.75
N = 1,452.
related to job satisfaction. Hence, the results of this study partially support H1 while supporting H2.
Job satisfaction Variables
Model 1
Model 2
Control variables Gender 0.09*** 0.04 Education 0.05 0.03 Marriage - 0.01 - 0.02 Regular/temporary 0.16*** 0.16*** Salary/self-employed - 0.19*** - 0.17*** Monthly wage 0.02 0.01 Occupation 0.07** 0.07** Independent variables Extroversion 0.11*** Neuroticism - 0.17*** Agreeableness 0.09** Conscientiousness 0.06* Openness to experience 0.01 Moderator SNS use Two-way interactions Extroversion · SNS use Neuroticism · SNS use Agreeableness · SNS use Conscientiousness · SNS use Openness to experience · SNS use R2 0.06 0.13 DR2 0.07 F 10.10*** 15.40***
Model 3 0.04 0.02 - 0.02 0.16*** - 0.16*** 0.01 0.07** 0.04 - 0.15*** 0.16*** 0.07 - 0.03 0.08* 0.08* - 0.01 - 0.09* - 0.02 0.05 0.14 0.01 11.84***
a N = 1,452. Standardized coefficients (betas) are reported. Gender (0 = ‘‘female’’; 1 = ‘‘male’’); marriage (0 = ‘‘unmarried’’; 1 = ‘‘married’’); regular/temporary (0 = ‘‘temporary’’; 1 = ‘‘regular’’); salary/ self-employed (0 = ‘‘self-employed’’’ 1 = ‘‘salary’’); white collar (0 = ‘‘nonwhite collar’’; 1 = ‘‘white collar’’), and SNS use (0 = ‘‘SNS nonusers’’; 1 = ‘‘SNS users’’) were dummy-coded. Monthly wage has been logarithmically transformed. *p < 0.05; **p < 0.01; ***p < 0.001.
model is significantly related to individual job satisfaction. Working individuals with extroversion, agreeableness, and conscientiousness characteristics have higher job satisfaction. However, neuroticism was found to be negatively related to individual job satisfaction. Therefore, one’s
Interpretation of interaction effects
We then plotted the interaction effects between extroversion and agreeableness with individual job satisfaction between SNS users and nonusers. Figure 1 indicates that extroversion increases individual job satisfaction when the working individuals are participating in SNS activities. In Figure 2, low agreeable working individuals reported a higher job satisfaction than high agreeable working individuals when they participate in SNS activities. Thus, the study found SNS use to affect the job satisfaction of working individuals when they have high extroversion and low agreeable personality characteristics. Discussion
The study findings indicate the importance of SNS use in the working environment. First, the Big Five personality
FIG. 1. Social networking service (SNS) use and extroversion on individual job satisfaction.
SNS, BIG FIVE PERSONALITY MODEL, AND JOB SATISFACTION
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related well-being. Existing literature has shown that individual motivation in the use of SNSs determines their perceptions and feelings about SNSs.10 As voluntary use of SNSs significantly enhances users’ feelings, it is necessary for companies to shape and establish working environments where individual workers are motivated to use Facebook for socialization and self-presentations. Conclusions
FIG. 2. SNS use and agreeableness on individual job satisfaction. personality explains how individual differences affect job satisfaction. In addition, SNS use was positively related to job satisfaction because SNS use facilitates communication with others and increases self-promotion activities. Through SNS use, working individuals can build and develop their social networks and form positive perceptions about their personal identity. SNS use significantly affects the relationships between extroversion and agreeableness with individual job satisfaction. Working individuals with high extroversion have higher job satisfaction when they engage in SNS activities. SNSs facilitate social interaction, as well as provide social support for individuals. Hence, extroverts have a chance to increase their social connections further through SNS activities. SNS users with low agreeableness have more job satisfaction than nonusers due to their difficulty in social relationships because they are less cooperative, supportive, and caring for others. SNS use supports working individuals with low agreeableness to compensate for their lack of social relationships. Therefore, SNS use can shape and promote the social context where individuals with high extroversion and low agreeableness characteristics will become more satisfied with their jobs. Limitations and directions for future research
Although this study identifies how SNS use contributes to the job satisfaction of working individuals, we must mention the study’s limitations. First, although the sample data are taken from longitudinal panel data, our study was crosssectional in design, which may not support the causal relationships. Second, as KEEP selects the study samples relatively within the same educational years, the survey participants’ ages were identical. Therefore, we cannot consider the age variability for the research model. Third, the research model was tested in Korea. Testing SNS use and its interrelated relationships with the Big Five personality model and job satisfaction in Western societies may result in different outcomes and therefore provide different implications. Hence, we should test the research model in different cultures in order to generalize the results of the study. Finally, several studies have noted the negative influences from SNS use on the well-being of individuals.17 The frequency of Facebook use was predicted to reduce life satisfaction.17 In this research design, the study participants were required to report Facebook use and its
The current study indicates the importance of SNSs in the working environment. Social media has changed the way people communicate and interact with others. The present study highlights how SNS use helps working individuals to manage their psychological states optimally. Therefore, governments, businesses, and society should realize and appreciate the effects of SNSs in the workplace and should further examine and develop how SNSs can further contribute to enhancing the feelings of working individuals. Author Disclosure Statement
No competing financial interests exist. References
1. Boyd DM, Ellison NB. Social network sites: definition, history, and scholarship. Journal of Computer Mediated Communication 2007; 13:210–213. 2. Ljepava N, Orr RR, Locke S, et al. Personality and social characteristics of Facebook nonusers and frequent users. Computers in Human Behavior 2013; 29:1602–1607. 3. Kwak KT, Choi SK, Lee BG. SNS flow, SNS self-disclosure and post hoc interpersonal relations change: focused on Korean Facebook user. Computers in Human Behavior 2014; 31:294–304. 4. Ryan T, Xenos S. Who uses Facebook? An investigation into the relationship between the Big Five, shyness, loneliness, and Facebook usage. Computers in Human Behavior 2011; 27:1638–1664. 5. Ilies R, Scott BR, Judge TA. The interactive effects of personal traits and experienced states on intra-individual patterns of citizenship behavior. Academy of Management Journal 2006; 49:561–575. 6. Judge TA, Heller D, Mount MK. Five-factor model of personality and job satisfaction: a meta-analysis. Journal of Applied Psychology 2002; 87:530–541. 7. Gentile B, Twenge J, Freeman EC, et al. The effect of social networking websites on positive self-views: an experimental investigation. Computers in Human Behavior 2012; 28:1929–1933. 8. Zhai Q, Willis M, O’Shea B, et al. Big five personality traits, job satisfaction and subjective wellbeing in China. International Journal of Psychology 2014; 48:1099–1108. 9. Blumer T, Doering N. Are we the same online? The expression of the five factor personality traits on the computer and the Internet. Cyberpsychology: Journal of Psychosocial Research on Cyberspace 2012; 6:787–810. 10. Wang J-L, Jackson LA, Zhang D-J, et al. The relationships among the Big Five personality factors, self-esteem, narcissism, and sensation-seeking to Chinese university students’ use of social networking sites (SNSs). Computers in Human Behavior 2012; 66:345–376. 11. Park N, Lee KF, Valezuela S. Being immersed in social networking environment: Facebook groups, uses and
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gratifications, and social outcomes. CyberPsychology & Behavior 2009; 12:530–541. Kapidzic S. Narcissism as a predictor of motivations behind Facebook profile picture selection. Cyberpsychology, Behavior, & Social Networking 2004; 89:127–136. Kathryn W, Stephanie F, Katherine WM. Psychological predictors of young adults’ use of social networking sites. Cyberpsychology, Behavior, & Social Networking 2010; 13:173–177. Oh HJ, Ozkaya E, LaRose R. How does online social networking enhance life satisfaction? The relationships among online supportive interaction, affect, perceived social support, sense of community and life satisfaction. Computers in Human Behavior 2014; 30:69–78. Lee JY, Min KJ, Kim M. Effects of the Big Five aspects on psychological adjustment. Korean Journal of Culture & Social Issues 2012; 18:481–503.
16. DeYoung CG, Quilty LC, Peterson JB. Between facets and domains: 10 aspects of the Big-Five. Journal of Personality & Social Psychology 2007; 93:880–896. 17. Kross E, Verduyn P, Demiralp E, et al. Facebook use predicts declines in subjective well-being in young adults. PloS One 8:e69841.
Address correspondence to: Dr. Hyondong Kim Dongguk Business School Dongguk University 3-26 Pil-dong, Jung-gu Seoul 100–716 South Korea E-mail: [email protected]
ORIGINAL ARTICLE
The Use of Social Networking Services and Their Relationship with the Big Five Personality Model and Job Satisfaction in Korea Hyondong Kim, PhD and Yang Woon Chung, PhD
Abstract
Social networking services (SNSs) have been garnering attention from society due to their recent rapid growth. This study examines whether SNS use can affect the relationship between the Big Five personality model and individual job satisfaction. Based on a sample of 1,452 workers in Korea, the results of this study indicate that the Big Five personality model (extroversion, agreeableness, and neuroticism) was significantly related to individual job satisfaction. Further, SNS use moderated the relationship between extroversion and neuroticism with individual job satisfaction. Also, SNS use was found to increase job satisfaction of Korean workers who are more extroverted, while it also affected job satisfaction of Korean workers with low agreeableness. As SNS use plays an important role in the workplace, it is necessary to realize and appreciate the importance of SNSs in shaping and promoting job satisfaction of working individuals.
satisfaction by elaborating how SNS use enhances an individual’s feelings in the workplace.
Introduction
A
social networking service (SNS) is a web-based platform that allows individuals to post personal profiles, make connections with others, and shape a particular community group based on shared interests.1 SNS’s popularity has tremendously grown over the years. The largest SNS, Facebook, is estimated to have one billion monthly active users.2 Although SNS has become influential in our daily lives, only a few studies have been conducted to examine how SNS affects individuals in the workplace. SNS users make selfdisclosing behaviors and online interactions with friends as well as strangers.3 As Big Five personality traits influence an individual’s cognition, motivation, and behaviors in a variety of situations, SNS can be closely related to an individual’s personality.4 In addition, Big Five personality traits also influence individual job satisfaction. Therefore, the current study investigates the interrelationship between personality, SNS use, and job satisfaction, and elaborates on the significance of SNS use in the working environment. Job satisfaction is defined as ‘‘a pleasurable emotional state resulting from an appraisal of one’s job experiences.’’5 Big Five personality traits influence people’s behaviors, which are also closely associated with job satisfaction.6 Moreover, SNS use can determine the extent to which Big Five personality traits allow individuals to feel satisfied in the workplace.7 Therefore, we investigate the moderating effects of SNS on the relationship between Big Five personality traits and job
Big Five Personality Traits and Job Satisfaction
The existing literature has demonstrated that Big Five personality traits are a significant predictor of job satisfaction.8 Extroverted people have sociable, talkative, and assertive characteristics9 and are more likely to be actively involved in social relationships. Extroverted people have higher levels of job satisfaction because they have more interpersonal interactions with their coworkers and, as a result, feel more satisfied with their jobs.10 Agreeable people tend to be gentle, cooperative, and good-natured.9 Individuals with high agreeableness are more likely to seek harmony with others and have better interpersonal relationships, thereby increasing job satisfaction. Conscientiousness refers to organized, careful, responsible, and disciplined individual behaviors.9 Individuals with high conscientiousness have better job performance because they put more effort and time on their job tasks and, as a result, are more likely to have higher job satisfaction. Contrary to extroversion, agreeableness, and conscientiousness, individuals with high neuroticism have lower job satisfaction. Neurotic individuals tend to experience more anxiety, anger, and depression. Individuals with high neuroticism tend to perceive situations as unpleasant and process information in a negative way. Further, neurotic individuals have more negative experiences with their working
Dongguk Business School, Dongguk University, Seoul, South Korea.
1
2
environment, which then reduce their job satisfaction.8 Individuals with high openness to experience tend to have broad interests and seek out new and novel experiences.10 Openness to experience is not significantly related to job satisfaction because it can increase emotions in both positive and negative ways.10 In sum, with the exception to openness to experience, Big Five personality traits are significantly related to the job satisfaction of working individuals. In particular, workers with high neuroticism tend to attend to and process negative aspects of job tasks and working environments, which can reduce the satisfied feelings about their jobs. SNS Use, Big Five Personality Model, and Job Satisfaction
SNS use provides opportunities for individuals to establish and develop social networks. Through SNSs, individuals form community groups based on shared interests and values. Also, SNS users participate in activities and associations.11 They make self-disclosures by posting personal profiles and expressing personal views and opinions about social issues.12 Further, SNSs allow users to make self-presentations that can foster a positive self-identity.7 SNSs add value to the positive effects from extroversion on job satisfaction. Extroverted individuals are more likely to communicate with others and be more involved in social activities. Extroverted people are willing to establish strong interpersonal relations, which promote the positive aspects of an individual’s psychological feelings. SNS use supports extroverted people to make more connections with friends, colleagues, and even strangers.13 It also extends one’s social network, which is consistent with the needs of extroverted people.14 Therefore, extroverted workers can increase their job satisfaction when they participate in SNS activities. SNSs also increase the job satisfaction of individuals with low agreeableness. Low-agreeableness individuals are more likely to be exchange oriented.5 Individuals with low agreeableness tend to be friendly and cooperative when they can satisfy their needs from interactions with others.5 SNSs increase the number of friends and acquaintances as well as allowing users to become part of numerous community groups, which can then satisfy the needs for social acceptance.2 Low agreeableness individuals lack interpersonal intimacy. When SNS use provides the social support and the sense of community to low agreeableness individuals, it can increase an individual’s positive feelings. SNSs allow users to exchange information and emotions with others through a wide range of activities, such as messages, status updates, and gaming.10 Furthermore, they can facilitate interpersonal interactions and enable users to build and establish their social networks. Hence, SNSs provide an opportunity for individuals with low agreeableness to enhance their feelings through social networks, which can lead them to experience increased job satisfaction. Hypotheses
This article elaborates on the significance of SNSs in the relationship between Big Five personality traits and job satisfaction. The Big Five personality model represents the individual differences in emotions and behaviors.9 Big Five personality traits influence an individual’s interactions with
KIM AND CHUNG
others, which then influence feelings of job satisfaction. Extroversion, neuroticism, and agreeableness are closely associated with individual feelings regarding the working environment. Conscientiousness contributes to job performance, as it is a source of job satisfaction. Thus, with the exception of openness to experience, we predict that the Big Five traits of extroversion, neuroticism, agreeableness, and conscientiousness will be significantly related to job satisfaction. H1: Four of the Big Five personality traits—extroversion, agreeableness, neuroticism, and conscientiousness—will be significantly related to individual job satisfaction.
SNSs facilitate users to establish and develop social networks and make self-promotional activities through selfdisclosure activities. They also foster positive emotional and psychological states. Extroverted people actively seek social relationships.14 As SNSs develop and extend an individual’s social network, they can satisfy the social needs of extroverted people. Therefore, SNSs promote interpersonal interactions and foster positive self-evaluations. In contrast, low-agreeableness people are less likely to be harmonized with others. As SNS participation enhances social relations, it also affects the positive feelings toward the workplace and increases job satisfaction. Thus, we predict that job satisfaction will increase for SNS users with low agreeableness. H2: SNS use will significantly moderate the relationship between extroversion and agreeableness with job satisfaction.
Method Sample and data collection procedure
We used the Korea Education and Employment Panel (KEEP) to test whether SNS use determines the relationship between Big Five personality traits and job satisfaction. KEEP was gathered from the Korea Research Institute for Vocational Education and Training (KRIVET), which was authorized by the Korea Office of Statistics. KRIVET is a government-sponsored research institute that aims to improve and develop national policies with regard to human resource development and lifelong learning programs. KEEP is a nationalized survey that collects information and accumulates a database about people’s education experiences and career development, similar to the panel data (e.g., NLS-72, HS&B, ELS:2002) conducted by the Bureau of Labor Statistics and the National Center for Education Statistics. KEEP uses a stratified sampling technique and selects survey participants based on school types and regions. KEEP is a longitudinal research design that has tracked its survey participants for 9 years. KEEP initiated the survey in 2004 and sampled 2,000 middle school students, 2,000 high school students, and 2,000 vocational and technical high school students nationwide. In addition, households (family members) and school administrators (teachers and administrators) were also surveyed in order to investigate the contextual influences on the student respondents. KEEP began to measure SNS use in its nine-wave survey, which was conducted annually from 2004 to 2012. However, due to sample attrition, the nine-wave survey has 2,500 respondents of whom 1,656 people were employed. After deleting the missing variables, the final sample consisted of 1,452 participants.
SNS, BIG FIVE PERSONALITY MODEL, AND JOB SATISFACTION Measures
KRIVET has a taskforce to manage KEEP survey procedures. To confirm the reliability and validity of KEEP survey items, the KEEP taskforce conducted literature reviews and proceeded with pretesting procedures. As the survey measures were developed in Korean, we needed to translate it back into English for this manuscript. The bilingual authors and another professor independently translated the survey measures back into English and compared the different versions. The inconsistencies were then revised when necessary. Big Five personality model. KEEP used the Big Five personality measures from Deyoung et al.15 to represent personality. Lee et al.16 translated Deyoung’s personality measures15 into Korean. KEEP selected 30 items from Lee et al.’s16 translations about Deyoung et al.’s15 Big Five personality measures using a 5-point Likert scale (1 = ‘‘strongly disagree’’; 5 = ‘‘strongly agree’’). SNS use. SNS use was measured with a single dummy coded item. SNS use was coded as ‘‘0’’ for SNS nonusers and ‘‘1’’ for SNS users. Job satisfaction. Job satisfaction was measured with six items based on a 5-point Likert scale (1 = ‘‘strongly disagree’’; 5 = ‘‘strongly agree’’): (a) ‘‘working conditions,’’ (b) ‘‘interpersonal relationships,’’ (c) ‘‘wage,’’ (d) ‘‘career development,’’ (e) ‘‘welfare,’’ and (e) ‘‘job security.’’ Control variables. Control variables included gender, education, marriage, regular/temporary employment, salary/selfemployed worker, monthly wage, and white collar/nonwhite collar. Gender (0 = ‘‘female’’; 1 = ‘‘male’’), marriage (0 = ‘‘not married’’; 1 = ‘‘married’’), regular/temporary employment (0 = ‘‘unemployed’’; 1 = ‘‘employed’’), salaried/self-employed worker (0 = ‘‘self-employed’’; 1 = ‘‘salaried’’), and occupation (0 = nonwhite collar’’; 1 = ‘‘white collar’’) were all dummy coded. Education was measured with a 3-point scale (1 = ‘‘high school graduate’’; 2 = ‘‘university graduate’’; 3 = ‘‘master and
3
PhD degree’’). Monthly wage was log transformed due to concerns regarding normality assumptions. Result Descriptive statistics and correlation
Table 1 presents the descriptive statistics and correlations for the study variables. Of all the participants, 93% were salary workers, 75% were regular workers, 31% worked in white collared jobs, and the average wage was $2,667. Of the working individuals, 60% used SNS. Of the SNS users, 62% used Facebook and 13% used Twitter. With regard to domestic SNSs, 69% participated in Kakao Story and 29% were active in Cyworld. Also, Korean SNS users tend to have multiple SNS memberships. Regression analyses
Confirmatory factor analyses were conducted to determine whether the measurement had an acceptable model fit (v2 = 2999.42, df = 539). Goodness of fit index (GFI) and comparative fit index (CFI) were both 0.90, and the root mean square error of approximation (RMSEA) was 0.05, thus satisfying the threshold levels. Factor loadings were > 0.4, and Cronbach’s alpha values were > 0.7 (see Table 2). Therefore, the variables had sufficient validity and reliability. Table 3 summarizes the hierarchical regression results. Model 1 included the control variables, model 2 analyzed the effects of the independent variable, Big Five personality traits, and model 3 tested the two-way interaction between Big Five personality traits and SNS use. For the main effects from Big Five personality traits, extroversion (b = 0.11, p < 0.001), agreeableness (b = 0.09, p < 0.01), and conscientiousness (b = 0.06, p < 0.05) were positively related to individual job satisfaction, whereas neuroticism was negatively related (b = - 0.17, p < 0.001). Regarding the two-way interactions, extroversion (b = 0.08, p < 0.05) and agreeableness (b = - 0.09, p < 0.05) had significant interactions with SNS use. Additionally, SNS use (b = 0.08, p < 0.05) was also positively
Table 1. Descriptive Statistics and Correlationsa Variables 1. Gender 2. Education 3. Marriage 4. Regular/temporary 5. Salary/Self-employed 6. Monthly wageb 7. Occupation 8. Extroversion 9. Neuroticism 10. Agreeableness 11. Conscientiousness 12. Openness to experience 13. SNS use 14. Job satisfaction a
M
SD
1
0.51 2.08 0.06 0.75 0.93 $2,667 0.31 2.71 2.30 2.79 2.67 2.59
0.50 0.82 0.24 0.43 0.25 $4,965 0.46 0.45 0.51 0.37 0.41 0.39
- 0.20 0.02 - 0.06 - 0.07 0.02 - 0.26 0.01 - 0.21 0.00 0.08 0.01
0.59 3.33
0.49 0.66
- 0.06 0.05
2
3
4
5
6
7
- 0.08 0.05 0.02 0.03 - 0.08 0.40 - 0.03 0.10 - 0.04 - 0.11 0.18 - 0.03 0.03 0.03 - 0.00 0.04 0.09 - 0.02 - 0.17 0.08 0.00 - 0.00 0.03 0.01 - 0.01 0.04 0.05 0.08 0.06 - 0.02 - 0.05 0.04 0.00 - 0.00 0.03 - 0.03 - 0.07 0.07 - 0.05 0.08 0.02 - 0.08 - 0.11 0.07 0.04 0.07 - 0.03 0.06 0.00
0.02 0.01 - 0.05 0.09 - 0.12 0.07
8
9
10
11
12
13
0.00 0.37 - 0.08 0.30 - 0.07 0.43 0.36 0.05 0.36 0.46
0.03 0.07 - 0.10 0.07 0.06 0.07 0.04 0.19 - 0.19 0.19 0.16 0.12 0.12
N = 1,452. All correlations > 0.06 are significant at p < 0.05; All correlations > 0.08 are significant at p < 0.01. $1 = 1,100 won. Gender (0 = ‘‘female’’; 1 = ‘‘male’’); marriage (0 = ‘‘unmarried’’; 1 = ‘‘married’’); regular/temporary (0 = ‘‘temporary’’; 1 = ‘‘regular’’); salary/self-employed (0 = ‘‘self-employed’’; 1 = ‘‘salary’’); white collar (0 = nonwhite collar’’; 1 = ‘‘white collar’’); and SNS use (0 = ‘‘SNS nonusers’’; 1 = ‘‘SNS users’’) were dummy-coded. Monthly wage has been logarithmically transformed. b
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KIM AND CHUNG
Table 2. Confirmatory Factor Analysisa Items 1. Extroversion (a) See myself as a good leader (b) Take charge (c) Can talk others into doing things (d) Warm quickly to others (e) Know how to captivate people (f) Laugh a lot 2. Neuroticism (a) Worry about things (b) Get angry easily (c) Get easily agitated (d) Am easily discouraged (e) Am filled with doubts about things (f) Change my mood a lot 3. Agreeableness (a) Take an interest in other people’s lives (b) Avoid imposing my will on others (c) Inquire about others’ well-being (d) Feel others’ emotions (e) Like to do things for others (f) Sympathize with others’ feelings 4. Conscientiousness (a) Want everything to be ‘‘just right’’ (b) Carry out my plans (c) Always know what I am doing (d) Want every detail taken care of (e) Finish what I start (f) Like order 5. Openness to experience (a) Have a rich vocabulary (b) See beauty in things that others may not notice (c) Formulate ideas clearly (d) Love to reflect on things (e) Like to solve complex problems (f) Am quick to understand things a
Table 3. Hierarchical Regression Modela
Std. loading Reliability 0.71 0.63 0.76 0.77 0.65 0.62 0.48 0.55 0.63 0.87 0.87 0.75
0.85
0.86
0.42 0.70 0.76 0.75 0.64 0.59 0.46 0.59 0.65 0.71 0.70 0.59
0.81
0.78
0.61 0.67 0.74 0.48 0.48 0.51
0.75
N = 1,452.
related to job satisfaction. Hence, the results of this study partially support H1 while supporting H2.
Job satisfaction Variables
Model 1
Model 2
Control variables Gender 0.09*** 0.04 Education 0.05 0.03 Marriage - 0.01 - 0.02 Regular/temporary 0.16*** 0.16*** Salary/self-employed - 0.19*** - 0.17*** Monthly wage 0.02 0.01 Occupation 0.07** 0.07** Independent variables Extroversion 0.11*** Neuroticism - 0.17*** Agreeableness 0.09** Conscientiousness 0.06* Openness to experience 0.01 Moderator SNS use Two-way interactions Extroversion · SNS use Neuroticism · SNS use Agreeableness · SNS use Conscientiousness · SNS use Openness to experience · SNS use R2 0.06 0.13 DR2 0.07 F 10.10*** 15.40***
Model 3 0.04 0.02 - 0.02 0.16*** - 0.16*** 0.01 0.07** 0.04 - 0.15*** 0.16*** 0.07 - 0.03 0.08* 0.08* - 0.01 - 0.09* - 0.02 0.05 0.14 0.01 11.84***
a N = 1,452. Standardized coefficients (betas) are reported. Gender (0 = ‘‘female’’; 1 = ‘‘male’’); marriage (0 = ‘‘unmarried’’; 1 = ‘‘married’’); regular/temporary (0 = ‘‘temporary’’; 1 = ‘‘regular’’); salary/ self-employed (0 = ‘‘self-employed’’’ 1 = ‘‘salary’’); white collar (0 = ‘‘nonwhite collar’’; 1 = ‘‘white collar’’), and SNS use (0 = ‘‘SNS nonusers’’; 1 = ‘‘SNS users’’) were dummy-coded. Monthly wage has been logarithmically transformed. *p < 0.05; **p < 0.01; ***p < 0.001.
model is significantly related to individual job satisfaction. Working individuals with extroversion, agreeableness, and conscientiousness characteristics have higher job satisfaction. However, neuroticism was found to be negatively related to individual job satisfaction. Therefore, one’s
Interpretation of interaction effects
We then plotted the interaction effects between extroversion and agreeableness with individual job satisfaction between SNS users and nonusers. Figure 1 indicates that extroversion increases individual job satisfaction when the working individuals are participating in SNS activities. In Figure 2, low agreeable working individuals reported a higher job satisfaction than high agreeable working individuals when they participate in SNS activities. Thus, the study found SNS use to affect the job satisfaction of working individuals when they have high extroversion and low agreeable personality characteristics. Discussion
The study findings indicate the importance of SNS use in the working environment. First, the Big Five personality
FIG. 1. Social networking service (SNS) use and extroversion on individual job satisfaction.
SNS, BIG FIVE PERSONALITY MODEL, AND JOB SATISFACTION
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related well-being. Existing literature has shown that individual motivation in the use of SNSs determines their perceptions and feelings about SNSs.10 As voluntary use of SNSs significantly enhances users’ feelings, it is necessary for companies to shape and establish working environments where individual workers are motivated to use Facebook for socialization and self-presentations. Conclusions
FIG. 2. SNS use and agreeableness on individual job satisfaction. personality explains how individual differences affect job satisfaction. In addition, SNS use was positively related to job satisfaction because SNS use facilitates communication with others and increases self-promotion activities. Through SNS use, working individuals can build and develop their social networks and form positive perceptions about their personal identity. SNS use significantly affects the relationships between extroversion and agreeableness with individual job satisfaction. Working individuals with high extroversion have higher job satisfaction when they engage in SNS activities. SNSs facilitate social interaction, as well as provide social support for individuals. Hence, extroverts have a chance to increase their social connections further through SNS activities. SNS users with low agreeableness have more job satisfaction than nonusers due to their difficulty in social relationships because they are less cooperative, supportive, and caring for others. SNS use supports working individuals with low agreeableness to compensate for their lack of social relationships. Therefore, SNS use can shape and promote the social context where individuals with high extroversion and low agreeableness characteristics will become more satisfied with their jobs. Limitations and directions for future research
Although this study identifies how SNS use contributes to the job satisfaction of working individuals, we must mention the study’s limitations. First, although the sample data are taken from longitudinal panel data, our study was crosssectional in design, which may not support the causal relationships. Second, as KEEP selects the study samples relatively within the same educational years, the survey participants’ ages were identical. Therefore, we cannot consider the age variability for the research model. Third, the research model was tested in Korea. Testing SNS use and its interrelated relationships with the Big Five personality model and job satisfaction in Western societies may result in different outcomes and therefore provide different implications. Hence, we should test the research model in different cultures in order to generalize the results of the study. Finally, several studies have noted the negative influences from SNS use on the well-being of individuals.17 The frequency of Facebook use was predicted to reduce life satisfaction.17 In this research design, the study participants were required to report Facebook use and its
The current study indicates the importance of SNSs in the working environment. Social media has changed the way people communicate and interact with others. The present study highlights how SNS use helps working individuals to manage their psychological states optimally. Therefore, governments, businesses, and society should realize and appreciate the effects of SNSs in the workplace and should further examine and develop how SNSs can further contribute to enhancing the feelings of working individuals. Author Disclosure Statement
No competing financial interests exist. References
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Address correspondence to: Dr. Hyondong Kim Dongguk Business School Dongguk University 3-26 Pil-dong, Jung-gu Seoul 100–716 South Korea E-mail: [email protected]
