VOLUME 18 NUMBER 2 JULY 200f
NIGERIAN
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THE NIGERIAN PSYCHOLOGICAL ASSOCIATION
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UNIVERSITY OF IBADAN LIBRARY
1\JI(~ERtAN ~J()\ 1 RN/\ I. o •..PS\'(11I()1 .oc v
ISSN 0331-0574
Edito r- in - (' hief
r».Benjamin o Ehigie
Department of Psvchology
Universitv otlbadan
Edltarial Consulting Board
A. ('. ~1undv - Castle Amcchi N\\ ~z~
Uuivcrsitv o,Llimbal-)\\~:. t lararc lh,..\tY~rsll\'•. ()fJ,)s.
Zimbabwe .. Jos
D: C F. llg\\u\.'ghll John C MUIlI..'lk'
Uuiv crsitv of lbadau. Makcrcrc Univcrsitv.
lbadan. Kampala, Uganda
Bernice Fzcilo Peter F Omoluabi
I 'nivcrsitv of Nigeria. Univcrsitv of Lagos.
Nsukka. Akoka
Olatuudc O. A. Mak.mju Kayodc A ()glll\luash~
IInivcrsir,: of Lagos. I Illi\~rsil~ of Lagos,
Akoka Akoka.
Isidore S. Ohot Fgwu II Fg\\u
t11lln:rstty of Jos. Umvcrsitv of Jos.
.Ios. Jos .
UNIVERSITY OF IBADAN LIBRARY
Nigerian Journal of Psychology Vu1.l8, No(2) July (JOOI)
CONTENTS
Civil society and corruption: state policing
or policing the state?
- Onyeonoru, 1. 46
Destination Attributes Affecting
Tourists' readiness to recommend Lagos
State (Nigeria) for tourism
Madu, J. C. and Madu, S. N. 63
Advertisement response model: the need for further
Research.
-Babalola,S. S. andOgungbamila,B. 86
Farmer perceptions and knowledge of
malaria in a small farmingcommunity in kenya, 114
- Bassir Iyabo B.
The influence of self-efficacy, duration of smoking
and gender on perceived smoking cessation. 123
t..
:.- - Imhonde, H.O; Afolabi, A.O; & Ehon, A.
!
Impact Of Personality and Structural Design
On Job Satisfaction Among Bank Workers
- Ekore, J.O., Balogun, S.K. & Tamen, F 134
Sex And Perceived Stress As Determinants Of
Support For Socio-Economic Development Policies
- Icheke,.S.H. & Sunmola A.M. 144
Differences in Knowledge about HIV/ AIDS and
Perceived Exposure to Risk between Physicians and
Nurses in Ibadan Nigeria
- B. O. Olley. 150
InfluenceofGender andLocusofControlonEmployees'
Perceptionof organizationalfrustration.
- Adebayo,D.O.& Okereke,S.U. 161
UNIVER
ITY OF IBADAN LIBRARY
Nigerian Journal oj Psycnctogy ;'OL.16, lYO.(L) (LUU1)
IlViPACT OF PERSONALITY AND STRUC'I'UHAL DESIGN
ON JOB SATISFACTION AMONG BANK \VORKERS
Ekore, J.O., Balogun, S.K., & Tamen, F
Department of Psychology,
University of Ibadan,
ABSTRACT
The aim of the study was to examine the impact of
personality and changes in office design on employees job
satisfaction among bankers. The 98 participants were drawn
from 4 commercial banks in 2 southwestern cities namely Lagos
and Jbadan. The participants had a mean age of 51 years and
standard deviation of 3.85 for males and a mean age of 32
years and a standard deviation of 3.3 for female participants.
The instrument used for the collection of data were the
introversion (extraversion scales of the Eysenck personality
Questionnaire, and job satisfaction index. Result showed that
Extroverts (mean = 65: 74) experienced significantly higher job
satisfaction than introverts (mean = 58.84), F=(1,94) = 8.50,
p<.05. Employees in open systems (mean=63.56) experienced
significantly higher job satisfaction than those in closed
systems (mean=57.32) F=(1,94)=6.29, p<.05. However,
personality and office design did not show significant
interaction effect on job satisfaction F(1,94)=1.2S, p<.OS. The
implication of the study are that banks and other service
organization need to ascertain the suitability of their workers to
different job conditions. Similarly, the importance of
wo rkp lace/ environment design and its overbearing effects on
employee productivity need to be recognized by service and
manufacturing organizations.
Introduction
There exists one basic issue in organizational
environment. It is that office design with employees reaction
differs from organization to organization and even within
organizations. In service organizations, customers and clients
are often in close contact but, the case is not so with
manufacturing organizations, where employees are generally
shielded from the clients. Due to this fact, it is imperative
that the office design in service organizations do not necessary
apply to manufacturing organizations. Thus, different designs
of work setting and nature has to be created to match each
sector.
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Nigerian Journal of Psychology 1/01.18, No. (2) (2001)
This means that companies which are similar in 1110de and
status operationally will adopt similar work design patterns.
Service companies agree that due to the high level of customer
relations and contact, there is a need for a conducive,
pleasant and safe work environment, and this undoubtedly
enhance a substantial amount of cooperation between those
at the buying and those 'at the selling end. Ideologically, this
is expected to improve employee motivation and add to
efficiency. However, this does not rule out the fact that work
environment should be up to a desired standard.
Overtime, there was the tendency to do things differently
in all aspects of the organizations due to better salaries, re-
designed work area and other accompanying incentives. This
expectantly was also to increase the workers' job satisfaction.
However, there are cases of workers who although well paid
were not getting the type of satisfaction desired from their
jobs." The aim of this study therefore, was to unravel the effect
of on-going structural (physical) changes in banking halls with
a view to determining whether employees are better off in
terms of satisfaction on the job, and also how personality
affect such work attitudinal variable.
However, individuals that work in such settings differ on
personality characteristics. While some are introverts, others
are extroverts. Accordingto Triandis (1989), individuals differ
even as they work in organizations. This same position was
earlier observed by Woodward (1958) on management and
technology. Such differences are likely to reflect in their
attitudes and behaviours.
Moreover, if the work environment does not provide
fulfillment to the employee, this might be transferred to the
customer who is requiring his/her service. It is therefore
logical to say that this can affect the dispensation of services.
When such happens, a regular customer patronage can fall
to a low level or even thin out completely. The employee
also suffers low productivity and eventual decline of job
satisfaction.
This study sets as part ofgoal to examine the effects of
changes in office design/ environment in banks on employee
job satisfaction in the work environment. It's therefore proper
that the melting pot of the service industry, such as the bank
should be the main interest of this study. Several banks have
in recent years introduced different changes in order to
improve the work environment with a view to achieving
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Nigerian Journal of Psychology Vol.18, No. (2) (2001)
positive result. It. is now clear that in addition to quality
products and services offered by the banks, a conducive work
environment acts as a motivator to employees and a satisfier
to customers. For example, the Ibadan main branch of the
First Bank of Nigeria PLC made some major changes in
work designs and conditions. These includes the removal of
all cashier cubicle in the banking hall thereby allowing direct
contact between customer and cashier as well as an extension
of the official banking hours to 4.00 p.m., daily.
This demonstrates an alteration in work conditions at the
branch. Prior to the change, cashiers were enclosed in
cubicle cages. The cubicles were sided, open at top,
transparent and Perspex made. Although, they were
transparent and had holes drilled in the front for easy
audibility. At times, verbal communication between cashier
and customers was difficult and that meant both parties
raising their voices to make themselves heard.
At occasions where the banking hall gets completely
filled up, this resulted in increased noise levels, which in itself
was quite unpleasant. This could affect the working mood of
employees. Therefore the satisfaction resulting from the state
of new office design might prove negative on these cashiers.
In the same vein, this could significantly impact on
employee's job satisfaction in the organization. Mathieu &
Farr, (1991) had reported in their study that job satisfaction
as work attitude represents an aspect of work experience. Yet
derive a form of satisfaction from his or her job may depend
on variety of factors, which includes the individual's
personality. However, Ivancevich and Matteson (1980) saw a
person's reaction to job conditions (including satisfaction) to
be based on individual factors. Personality difference become
an important factor that separates individuals.
Research has shown that work design is a key issue when
it comes to improving productivity and quality of work for
employees (Hackman & Oldman 1976). But the structural
change as is being considered in this research is relatively new
and un-explored. Basically, most organizations in Nigeria
have constantly taken into consideration internal structural
re-design as a way of maintaining employee satisfaction rather
than the actual scope of such ideology. There is no doubt that
compliance, which has not appreciated the importance of
structural design of their areas, is increasingly losing their
competitive edges. Environmental characteristics constitute
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Nigerian Journal a/Psychology Vol.lB, No. (2) (2001)
important factor in explaining organisational structure,
strategy, and performance. For example, the characteristics of
the environment (such as the office design) were found to
affect how employees perceive the work environment (Yasai-
Ardekani, 1986).
As it were, this explains the conclusions by Thompson that
organizations design is a structure to smooth out problems
and keep down coordination costs as a strategic effort
(Montanari, Morgan, and Bracker, 1990). The strategy
according to them is the plans and actions necessary to
achieve the organization goals.
Part of the dorminant themes of current design strategies
include environmental change such as office design. This
reengineering according to Stawart (1993), is the hot new
managing tool. Fo1lowingthe adoption of the open design
system, Peter and Austin (1999) further emphasized the
importance .-of staying in touch with customers through
appropriate design. But the strategic effort hardly consider
the impact of such structural imperative on the workers
especially in terms of their job satisfaction level.
From literature reviewed, work designs such as change in
office set-up has impact on employees as it tend to expose
them to certain events. This may share similarity with studies
in settings such as banks in Nigeria.
HYPOTHESES
1. Extroverts will experience significantly higher job
satisfaction than Introverts.
2. Employees in open system wi1l experience
significantly higher job satisfaction than those in
closed system.
3. Officedesign and employees' personality will jointly
interact to determine his or her job satisfaction.
Method
Design
A cross sectional survey research using ex-post facto
design was employed in this study. The independent variables
in this study are personality, and office design, while the
dependent variable is job satisfaction.
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Nigerian Journal of Psychology Vol.18, No. (2) (2001)
Participants .
Four commercial banks were selected from two cities
(Lagos and Ibadan) in the Southwestern part of Nigeria. Two of
the banks were new generation (Zenith International Bank
and Guaranty Trust Bank) which do not operate the cage
system while two were 'old generation' (First Bank of Nigeria
PLC and Savannah Bank of Nigeria PLC) operating the cage
system. Of the two old generation banks, First Bank is re-
engineering its design system and as such operating both
systems.
The sample comprised of 62 males representing 630/0of
employees sampled from these banks and 36 females
representing 37%. The age of participants ranged from 25-44
years with the mean age at 31 years, (Standard Deviation =
33.85).
Also from the sample, were 39 single respondents
representing 40%, 56 married representing 57%. and 3
divorced representing 3%. The academic qualifications of
respondents were as follows:
14 WASC HOLDERS representing 14%
11 ONDjNCE HOLDERSrepresenting 11%, and
73 HNDjB.Sc.jPG HOLDERS representing 75%.
The distribution of participants among the banks were as
follows:
Guaranty Trust Bank PLC- 32 respondent (33%)
Zenith Bank of Nig. PLC- 14 respondent (140/0)
Savannah Bank of Nig. PLC- 28 respondent (29%)
First Bank of Nig., PLC- 24 (24%)
The distribution participants according to job level were:
JUNIOR: 40 employees representing 41%
SENIOR: 48 employees representing 49%
MIDDLE MANAGEMENT:10 employees representing 10%.
Instrument
The instrument used is a questionnaire with 5 sections
A,B,C,D & E. The information profile covers the type of
system operation, biographic data (AGE, SEX, MARITAL
STATUS, EDUCATION,YEARSOF SERVICE, JOB LEVEL AND
NAME OF ORGANISATION),job satisfaction scale with the
following response options (Very satisfied (VS); Dissatisfied
(D); Undecided (U), Satisfied (8) and Very Dissatisfied (VD).
The cronbach coefficient for the items ranged from 0.41 to
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UNIVERSITY OF IBADAN LIBRARY
Nigerian Journal of Psychology Vol.i8, No. (2) (2001)
All items were found significant and level of confidence was set
at P<O.05.
Procedure
Pilot study and main study were carried out in the
research. All the data were collected over a month period.
The researchers were personally involved in data collection.
Letters were written to the corporate affairs department in
each of the organizations covered by the study. This was to
gain official permission for data collection.
RESULTS
The results of findings from the analysis of all data
collected in the study were presented in tables. The results of
the first 3 hypotheses are summarily presented in the table
below. Hypothesis 1, which stated that extroverts will
experience significantly higher job satisfaction than introverts,
was confirmed. The results in the table below shows a
significant difference between introverts and extroverts as F
=(1,94)= 8.50, p<.05.
Table 1. A 2 X 2 ANOVAshowing influence of personality
and design on satisfaction.
SOURCE Df SS MS F P
Personality 1 1116.6 1116.6 8.50 <.05
Design 1 826.4 826.4 6.29 <.05
Person. Vs Design 1 164.9 164.9 1.25 n.s
Error 94 12355.6 131.4
Correc. Total 97 14463.6
Table 2 shows the mean score of extraversion and
introversion on job satisfaction. Introversion mean score of
58.84 is lower on job satisfaction when compared to
extraversion mean score of 65.74, thus proving that extroverts
experienced greater job satisfaction than introverts.
Duncan's Multiple Range Test - Mean Score on Job
Satisfaction according to personality.
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Nigerian Journal of Psychology Vol.18, No.(2) (2001)
Table 2: Summary of mean comparisons of Introverts and
Extroverts.
Variable N Mean
Introverts 59 58.84
Extroverts .39 65.74
Table 3 shows the mean scores of job satisfaction as
influenced by design. Open system (New)mean score of 63.56
is higher on job satisfaction as compared to closed system
(old) mean score of 57.32. Thus, employees in open system
truly experience a higher job satisfaction than those in closed
system as predicted by hypothesis 2.
Duncan's Multiple Range Test - Mean score on job
satisfaction as influenced by design.
Table 3.: Summary of Mean Comparisons of Old and New
Systems on job satisfaction. . .
Variable N Mean
Old 31 57.32
New 67 63.56
The third hypothesis which considered the joint interaction of
personality and office design on job satisfaction was not
confirmed, F(l,94) = 1.25, n.s.
DISCUSSION
The first hypothesis which predicted significant
difference between extroverts and introverts on job satisfaction
was confirmed. This finding is supported by Triandis (1989)
that differences exist among individuals based on personality
differences. It is also supported by various personality
theories, which identified differences in individual reaction to
situations (McGae a..l'ldCosta, 1997; Martsh and Miller, 1997;
John, 1990; Adler, 1954 and Eysenck, 1992).
The second hypotheses which predicted differences on
job satisfaction based on design was confirmed. The
Woodward's (1958) view of management and technology also
support the finding. Similarly, steers assessment of
organizational effectiveness also point to the same direction.
Hypothesis three which proposed a joint effect of
personality and design on job satisfaction was not supported
by the finding and was therefore rejected. Woodward (1958),
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"Hl5C-ILU/[ uUUflIU: U) rS/c.JtUIUbY rUl.10, lVU.(£) ('£VV1)
and Triandis (1989) posited both factors have effect on
satisfaction but the result did not show an interactive effect.
Despite the interesting findings in the study,
differences in job satisfaction and other psychological factors
among employees are normal issues to be found in high profile
jobs such as those ofbankers. Reasons for these are probably
due to the fact that "to whom much is given much is
expected". This implies that as employees in one of the best
paying economic sectors, bank workers are expected to show
high level of job satisfaction. But the difference that existed
among personality dimension in the present study springs a
great surprise. The gregarious nature of extraverts may have
been the explanation for the difference.
As previously stated, motivation of the work force is
achievable in a variety of ways apart from the financial
incentives. Past research and related studies on work design
had focused on changing the structure / characteristics of the
jobs and not the structure of the work environment to achieve
and improve workers' satisfaction.
While work design focuses on the features of a.job that
can create a feeling of progress such as level of authority,
position, challenges, fringe benefits, opportunities for
advancement, etc. Structural design looks at the physical
environments where the job is done and considers other
important aspects such as personal space (privacy) .seating
arrangement, noise levels, interior illumination, temperature
control, technology and equipment, office size, number of
windows for proper ventilation, etc. While the outcome of the
previous researches cannot form a basis for collecting data,
the results of the study have been objectively analysed thus
providing good basis for objective analysis. A look at the
analysis of variance (ANOVA)result clearly shows support for
the study's hypotheses earlier put forward. This shows that
extroverts obtained a better satisfaction level from their job
done than did introverts. This held true in almost all the
hypotheses.
From the findings of this study it can be stated that: -
The open system structural design results in higher job
satisfaction for employees as found in the study. Personality
was also implicated as a factor influencing job satisfaction
among the workers that participated in the study.
It is therefore recommended that a more extensive and in-
depth research be conducted on the area, and such studies
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UNIVERSITY OF IBADAN LIBRARY
Nigerian Journal of Psychology Vol.18, No. (2) (2001)
should cover other organizational sectors. To make this
possible, it will be most desirable for management to look into
other issues not covered in this study that can enhance higher
level of job satisfaction among workers. This can come from
the assistance of such bodies such as C.LB., M.A.N. and
LP.M. to enable and encourage organizations to make it part
of organizational policy.
In the researchers' view, this is highly needed and important
as the findings of this study proved. If this research's
measuring scales are enlarged to cover other aspects, a more
salient result will be obtained and job satisfaction may be
improved.
Finally, based on the findings of this study, the
researchers suggests that the open system structural design
should be encouraged in the banks since it was found to lead
to higher job satisfaction for employees. Bank management
should focus on training .employees on new design and assign
individuals with certain personality dimension into units
where they can be more satisfied rather than indiscriminate
placement in units.
References:
Adler, A. (1954) Understanding Human Nature. New York:
Greenberg.
Eysenck, H.J. (1992). Four ways five factor are not basic.
Personality and individual differences) 13, 667-673.
Hackman, J.R. & Oldman, G.R. (1976) Motivation Through
Design of Work: Test of A Theory. Journal of
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250-277.
Ivancevich, J.M. & Matteson, M.T. (1980) Occupational Stress:
Type A Behaviour and Physical Well being, Academy of
Management Journal, 25, 273-291.
John, O.P. (1990) The 'big five' factor taxonomy: Dimensions of
Personality in Questionnaires. Handbook of Personality,
NewYork: Guilford Press.
Martsh, C.T. & Miller, W.R. (1997) Extraversion Prediction in
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23,153-155.
Mathieu, J.P., & Farr, J.L. (1991) Further evidence for the
disciminant validity of measures of organizational
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Nigerian Journal of Psychology Vol.1B, No. (2) (2001)
commitment, job involvement, and job satisfaction,
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McCrae, R.R. & Costa, P.T. Jnr (1997) Personality Trait
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Montanari, J.R., Morgan, C.P. and Bracker, J. (1990) Strategic
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Peters, T.J. and Austin, N.K.(1999) a Passion for excellence,
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Steers, R.M. (1977) Organisational Effectiveness: A
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