Autotelic Personality, Work Engagement and Work Performance in Bankers

Farwa Sajjad (BS, 2014-2018) Supervisor: Rafia Rafique, PhD

The present study was conducted to investigate autotelic personality, work engagement and work performance in bankers. It was hypothesized that there would be relationship between autotelic personality, work engagement and work performance. It was also hypothesized that autotelic personality, and work engagement would predict work performance. Correlational research design was used. Purposive sampling technique was used to gather data from a sample of 130 (men = 93, women = 37) bankers. Big Five Inventory (Rammstedt & John, 2005), Utrecht Work Engagement Scale (UWES; Schaufeli & Bakker, 2004)  and Individual Work Performance Questionnaire (IWPQ; Koopman et al, 2013) were used to assess study variables. Autotelic traits (agreeableness, conscientiousness and openness) are significantly positively associated with work performance. Autotelic personality and work engagement came out to be significant predictors of work  performance. Agreeableness trait of autotelic personality emerged as positive  predictors of work performance, contextual performance and negative predictor of counterwork productive behaviour. Autotelic trait consciousness negatively predicted counterwork productive behaviour. Openness trait was found to be a positive predictor of contextual work performance and negative predictor of counterwork productive behaviour and neuroticism positively predict counterwork productive behaviour. Work engagement mediated the relationship between autotelic personality and work performance. Research findings suggest ways to improve employers work performance by increasing employer’s engagement in work by enhancing their autotelic personality, acceptance of their role and recognition.

Keywords:    Autotelic    personality,    work    engagement,    work performance, bankers.

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