The hypothesis for this study was “Do certain types of personality traits determine individual motivational types? ” The importance of this type of study has been recognized by many researchers. For example Tett and Burnett (2003) determined that recognizing different personality types could determine how an individual might be influenced by various motivational factors which in turn reflect how productive and viable an individual might be under different work environments.
The impact of finding a direct correlation between personality traits, and motivational types, could be significant in many industry fields. This paper considered the following motivational factors: money, energy from other people, the work environment, professional growth and power. In general the findings were unsurprising. For example many people mentioned that money was a motivational factor in their workplace, yet those on a higher pay were more reluctant to say so.
What was interesting in this study was the apparent lack of significance of power on an individual’s motivation to work. This would suggest that there are some personality types that firstly distinguish between power in the workplace and decision making, and secondly that some individuals prefer a position where they are not called on to make decisions. In relation to whether or not an individual classified himself as a ‘private person’ and how this impacted motivation, only one scenario was considered; that of being a private person and project planning.
Although the results were not definitive there was a strong suggestion that those respondents who considered themselves private people, also liked a structured work environment. This is supported by other results in the study such as the significant number of people that enjoyed working in a team environment, and those who found the energy of people around them a motivational factor.
The limitations of this study included a necessary restriction on the variables studied and the small number of participants in the sample group. However many of the results found in the variables studied were quite conclusive and further study with larger respondent groups and more variables associated with different personality types could prove useful in this area.
References Tett, R. P. ,&Burnett, D. D. (2003). A personality trait–based interactionist model of job performance. Journal of Applied Psychology, 88, 500-517.
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