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It has long been an aim of work psychology to uncover the reasons why individuals vary in their motivation to work, as well as how individual differences interact with organisational/situational factors to influence individual satisfaction and motivation ([8] Furnham, 2002). Whilst theorists have offered many explanations for the sources of both work motivation and job satisfaction, relatively few individual difference factors have been considered. This study set out to explore the relationship of established individual differences (i.e. the Big five personality factors) to salient work motivation and job satisfaction measures.
Motivation can be defined as "an internal state ... giving rise to a desire or pressure to act" ([39] Westwood, 1992, p. 288). Job satisfaction, on the other hand, is defined as "the extent to which people are satisfied with their work" ([38] Warr, 2002, p. 1). It is often the case that the two concepts are discussed side by side, as it is arguable that the extent to which an individual is satisfied at work is dictated by the presence of factors and circumstances that motivates him or her ([6] Furnham, 1992). Indeed, early psychological approaches to motivation conceptualised the desire to act as an intention to "maximise positive results and minimise negative results" ([35] Stress and Porter, 1991, p. 8). The rationale behind contemporary theories of motivation and job satisfaction is to provide a framework through which organisations can better influence their employees' drive to work and increase their enthusiasm with their roles.
[17] Herzberg et al. 's (1959) seminal two-factor theory of motivation postulated that satisfaction and dissatisfaction were not two opposite extremes of the same continuum, but two separate entities caused by quite different facets of work - these were labelled as "hygiene factors" and "motivators". Hygiene factors are characterised as extrinsic components of job design that contribute to employee dissatisfaction if they are not met. Examples include: supervision, working conditions, company policies, salary, and relations with co-workers. Motivators, however, are intrinsic to the job itself and include aspects such as achievement, development, responsibility and recognition. On the other hand intrinsic factors have long been acknowledged as important determinants of motivation. There is a longstanding debate as to whether hygiene factors really contribute to job satisfaction ([9] Furnham et al....