THE RELATIONSHIP OF PERSONALITY TYPES OF ARKANSAS COOPERATIVE EXTENSION SERVICE FACULTY TO JOB SATISFACTION AND PERFORMANC

The primary purpose of this study was to investigate the relationships between personality types, job satisfaction and performance ratings of the faculty members of the Arkansas Cooperative Extension Service. In addition, the relationship of pre-employment data and performance of certain faculty members were analyzed. Demographic data were used to develop profiles for comparisons on major variables.;The population consisted of the total professional faculty on full-time appointment with the Arkansas Cooperative Extension Service during August, 1982. Of this faculty, 290 or 80.5 percent responded to the mail questionnaires. The instruments used were the Myers-Briggs Type Indicator (MBTI) and the Cornell Job Descriptive Index (JDI).;Data were analyzed by chi-square tests, analysis of variance and multiple regression. Frequency distributions and measures of central tendency were also calculated. The .05 level of significance was established for the study.;The faculty were found to be primarily sensing, thinking and judging types with slightly more introverts than extraverts. Differences of type were found between males and females, by subject matter assignments, and administrative responsibilities.;The factors of work, supervision and people had the highest correlations with the overall measure of job satisfaction. Pay and promotional opportunities contributed the least. Work accounted for 31.7 percent of the variance; pay 5.3 percent; people 3.0 percent; and supervision 1.8 percent in predicting job satisfaction.;Overall, there were no differences in satisfaction of county and state faculty, males and females, or by subject matter assignments. However, differences were found on all the factors of job satisfaction within sub-groups of the population. Significant differences were found by age groups, level of education, tenure, and salary levels.;There were no differences between the various personality preferences and job satisfaction. The personality preferences accounted for 7.9 percent of the variance in job satisfaction with the EI and TF dichotomies being significant. In addition, no differences were found with performance and personality preferences with these preferences explaining 4.0 percent of the variance in performance. The JP dichotomy was significant.;Of the pre-employment data, the non-faculty reference scores were consistently in the predicted direction, yet not significant.