The Correlation Between Personality Traits, Job Satisfaction, and Success in Official Experts of Judiciary

نوع: Type: Thesis

مقطع: Segment: masters

عنوان: Title: The Correlation Between Personality Traits, Job Satisfaction, and Success in Official Experts of Judiciary

ارائه دهنده: Provider: Masoud Ataei Kamal

اساتید راهنما: Supervisors: Dr.Ebrahim ghiasvand

اساتید مشاور: Advisory Professors:

اساتید ممتحن یا داور: Examining professors or referees: Dr.Seyyed Mahdi Hosseinian and Dr.Javad Taheri Nejad

زمان و تاریخ ارائه: Time and date of presentation: 2026

مکان ارائه: Place of presentation: 44

چکیده: Abstract: This study examined the correlations among personality traits, job satisfaction, and perceived job success among official judiciary experts, with emphasis on experts whose work is related to construction and civil engineering. Three separate questionnaires were collected. After duplicate removal and cross-questionnaire matching, 55 respondents had complete matched records for relationship analyses. Job satisfaction and job success scales showed good internal consistency (Cronbach’s alpha = .875 for both). Job satisfaction was not significantly correlated with the overall personality composite (r = .243, p = .074), whereas the personality composite was positively associated with job success (r = .423, p = .001). The strongest relationship was observed between job satisfaction and job success (r = .594, p < .001). Extraversion (r = .409, p = .002) and agreeableness (r = .300, p = .026) were positively correlated with success; however, these two subscales had relatively low reliability and should be interpreted cautiously. In multiple regression, the five personality traits explained 24.3% of the variance in job success and only extraversion remained a significant independent predictor. A combined model including job satisfaction and all five traits explained 49.0% of the variance; job satisfaction and extraversion were significant independent predictors. Open-ended responses emphasized continuous professional learning, impartiality and ethics, report quality, financial/tariff issues, and institutional support. The findings suggest that perceived career success in judiciary experts is associated with both job experience and selected individual differences, while causal conclusions are not warranted by the cross-sectional design