SU+ @ Strathmore University Library Electronic Theses and Dissertations This work is availed for free and open access by Strathmore University Library. It has been accepted for digital distribution by an authorized administrator of SU+ @Strathmore University. For more information, please contact library@strathmore.edu 2024 Relationship between personality traits and work engagement in medical doctors at the M.P Shah Hospital. Tanaguza, Carol Yvonne Strathmore Business School Strathmore University Recommended Citation Tanaguza, C. Y. (2024). Relationship between personality traits and work engagement in medical doctors at the M.P Shah Hospital [Strathmore University]. http://hdl.handle.net/11071/15556 Follow this and additional works at: http://hdl.handle.net/11071/15556 https://su-plus.strathmore.edu/ https://su-plus.strathmore.edu/ http://hdl.handle.net/11071/2474 mailto:library@strathmore.edu http://hdl.handle.net/11071/15556 http://hdl.handle.net/11071/15556 RELATIONSHIP BETWEEN PERSONALITY TRAITS AND WORK ENGAGEMENT IN MEDICAL DOCTORS AT THE M.P SHAH HOSPITAL CAROL YVONNE TANAGUZA Reg. No: MBA-HCM 110234 A THESIS SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION IN HEALTHCARE MANAGEMENT AT STRATHMORE UNIVERSITY. STRATHMORE UNIVERSITY BUSINESS SCHOOL NAIROBI, KENYA FEBRUARY 2024 ii DECLARATION I declare that this work has not been previously submitted and approved for the award of a degree by this or any other University. To the best of my knowledge and belief, the dissertation contains no material previously published or written by another person except where due reference is made in the dissertation itself. © No part of this dissertation may be reproduced without the permission of the author and Strathmore University. Name of Candidate: Carol Yvonne Tanaguza Approval The dissertation of Carol Yvonne Tanaguza was approved by the following: Name of Supervisor: Dr Ben Ngoye School/Institute/Faculty: Strathmore University Business School Dr. Ceaser Mwangi Executive Dean Strathmore University Business School. Dr. Bernard Shibwabo Director, Office of Graduate Studies iii ABSTRACT Personality traits are what make each of us unique, and it also determines how we handle different situations in our daily lives. Work engagement is characterised as a fulfilling, active- motivational state indicative of positive work-related well-being. Physicians who are work- engaged are less prone to experiencing burnout and exhibit dedication and energy in their professional endeavours. It gives businesses the ability to appraise worker efficiency. The job of a medical doctor is largely reliant on their response to medical situations presented to them on a day-to-day basis, usually under stressful conditions because these decisions usually determine the overall outcome of the patient. Knowledge of their personality traits could aid in improving the delivery of quality healthcare services to patients, as well as determine the success of their careers. This study, therefore, sought to assess how the five personality dimensions influenced the work engagement of medical doctors at the M.P Shah Hospital. The research was based on the trait theory of personality. It was a cross-sectional analytical study. Convenience sampling of doctors was primarily used in the study. Primary data was collected using a single online questionnaire that was administered to a sample of 62 licensed medical doctors practicing at the M.P Shah Hospital. Data was analysed with the use of the SPSS version 26.0. The results showed that majority of the medical doctors scored high for agreeableness, conscientiousness, neuroticism, and openness traits like openness and conscientiousness demonstrated significant positive correlations with work engagement, other traits like extraversion, agreeableness, and neuroticism showed weaker and non-significant relationships. The regression analysis underscored the prognostic significance of openness for work engagement, indicating that individuals with a greater inclination toward new experiences are highly likely to demonstrate elevated levels of engagement in their professional responsibilities. However, the limited influence of other personality traits implied that other factors not considered in the study contributed to doctors' levels of engagement at the hospital. The study findings suggested that policymakers could incorporate personality tests in the process of recruiting and retaining personalities best fit for certain jobs and optimize working conditions. Academicians could determine the professions that would best fit them by examining the five traits of personality, faculty development, and career planning could be tailor-made to medical doctors ‘personality traits. iv TABLE OF CONTENTS DECLARATION ................................................................................................................. ii ABSTRACT........................................................................................................................ iii LIST OF FIGURES .......................................................................................................... vii LIST OF TABLES ........................................................................................................... viii LIST OF ABBREVIATIONS ............................................................................................ ix ACKNOWLEDGEMENTS ............................................................................................... xi CHAPTER 1: INTRODUCTION ....................................................................................... 1 1.1 Background ..................................................................................................................... 1 1.1.1 Personality Traits .................................................................................................. 1 1.1.2 Work Engagement ................................................................................................ 3 1.1.3 Relationship between Personality Traits and Work Engagements .......................... 3 1.1.4 Healthcare Sector in Kenya ................................................................................... 4 1.2 Problem Statement .......................................................................................................... 6 1.3 Research Objectives ........................................................................................................ 7 1.3.1 Broad Objective .................................................................................................... 7 1.3.2 Specific Objectives ............................................................................................... 8 1.4 Research Questions ......................................................................................................... 8 1.5 Study Scope .................................................................................................................... 8 1.6 Study Significance........................................................................................................... 9 1.6.1 Contribution to Academic Knowledge and Future Research .................................. 9 1.6.2 Implications for Policymakers in Healthcare Organizations .................................. 9 1.6.3 Empowering Medical Doctors for Enhanced Performance .................................... 9 CHAPTER 2: LITERATURE REVIEW ......................................................................... 10 2.1 Introduction ................................................................................................................... 10 2.2 Theoretical Review ....................................................................................................... 10 2.2.1 The Big Five Personality Traits Theory............................................................... 10 2.2.2 Kahn’s Theory of Work Engagement .................................................................. 12 2.3 Empirical Review .......................................................................................................... 13 2.3.1 Personality Traits and Medical Doctors ............................................................... 13 2.4 Summary of Empirical Studies and Gaps ....................................................................... 18 2.5 Conceptual Framework ................................................................................................. 23 2.6 Operationalization of the Study Variables ...................................................................... 24 v 2.7 Summary ....................................................................................................................... 25 CHAPTER 3: RESEARCH METHODOLOGY ............................................................. 26 3.1 Introduction ................................................................................................................... 26 3.2 Research Philosophy ..................................................................................................... 26 3.3 Research Design ............................................................................................................ 26 3.4 Population of the Study ................................................................................................. 26 3.5 Sampling Technique ...................................................................................................... 27 3.6 Inclusion criteria............................................................................................................ 27 3.7 Exclusion criteria .......................................................................................................... 27 3.8 Data Collection Methods and Procedure ........................................................................ 27 3.9 Research Quality Standards ........................................................................................... 27 3.11 Ethical Clearance and Approval................................................................................... 29 CHAPTER 4: ANALYSIS AND PRESENTATION OF RESEARCH FINDINGS ....... 31 4.3 Validity and Reliability Tests ........................................................................................ 32 4.4 Descriptive Statistics ..................................................................................................... 33 4.4.1 Openness ............................................................................................................ 33 4.4.2 Conscientiousness ............................................................................................... 34 4.4.3 Extraversion ....................................................................................................... 35 4.4.4 Agreeableness ..................................................................................................... 36 4.4.5 Neuroticism ........................................................................................................ 37 4.4.6 Work Engagement .............................................................................................. 38 4.5 Association between Personality Traits and Work Engagement ..................................... 40 4.5.1 Correlation Analysis ........................................................................................... 40 4.5.2 Regression Analysis ............................................................................................ 42 4.6 Discussion of Findings and Chapter Summary ............................................................... 43 CHAPTER 5: SUMMARY, CONCLUSION AND RECOMMENDATIONS................ 45 5.1 Introduction ................................................................................................................... 45 5.2 Summary ....................................................................................................................... 45 5.3 Conclusion .................................................................................................................... 46 5.4 Recommendations ......................................................................................................... 46 5.5 Limitations of the Study ................................................................................................ 47 5.6 Areas for Future Research ............................................................................................. 48 REFERENCES .................................................................................................................. 49 APPENDICES ................................................................................................................... 55 vi Appendix A: Letter of Introduction ..................................................................................... 55 Appendix B: Introduction Letter from SBS ......................................................................... 56 Appendix C: Informed Consent ........................................................................................... 57 Appendix D: Research Tool ................................................................................................ 60 Appendix E: Approval for Research at Study Location ........................................................ 64 Appendix F: Ethical Approval Letter ................................................................................... 67 Appendix G: NACOSTI Permit ........................................................................................... 68 Appendix H: Work plan ...................................................................................................... 69 Appendix I: Budget ............................................................................................................. 70 Appendix J: 5 Point Likert Scale ..................................................................................... 71 Appendix K: Sixteen factors of Personality, all bipolar ....................................................... 72 vii LIST OF FIGURES Figure 2. 1: Conceptual Framework of Personality Traits and Work Engagement ................ 23 viii LIST OF TABLES Table 2. 1: Summary of the OCEAN Personality Test ......................................................... 11 Table 2. 2: A Summary of Empirical Studies and Gaps ....................................................... 18 Table 2. 3: Operationalization of Study Variables................................................................ 24 Table 4. 1: Socio-demographic characteristics of the study participants ............................... 31 Table 4. 2: Reliability and Validity Tests............................................................................. 32 Table 4. 3: Openness Among Medical Doctors at MP Shah Hospital ................................... 33 Table 4. 4: Conscientiousness Responses ............................................................................ 34 Table 4. 5: Extraversion Personality Traits Statements ........................................................ 35 Table 4. 6: Summary of Responses on Agreeableness Personality Trait ............................... 36 Table 4. 7: Summary of Responses on Neuroticism ............................................................. 37 Table 4. 8: Vigour Summary of Responses .......................................................................... 38 Table 4. 9: Summary of Responses on Dedication ............................................................... 39 Table 4. 10: Summary of Responses on Absorption ............................................................. 40 Table 4. 11: Correlation Table ............................................................................................. 41 Table 4. 12: ANOVA TABLE ............................................................................................. 42 Table 4. 13: Co-efficients Table .......................................................................................... 43 ix LIST OF ABBREVIATIONS AMOS Analysis of Moment Structures COSECSA College of Surgeons of East Central and Southern Africa DISC Dominance, Influence, Steadiness, and Conscientiousness LISREL Linear Structural Relations MBTI Myers Briggs Type Indicator MFL Master Facility List NGO Non- Governmental Organization OCB Organizational Citizenship Behavior OCEAN (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) UK United Kingdom USA United States of America UWES Utrecht Work Engagement Scale x DEFINITIONS Psychometric Test - the measurement of personality and other individual capabilities xi ACKNOWLEDGEMENTS I am grateful to God who availed me all that I needed to eventually complete this course at such a prestigious University. A big thank you to all the faculty who ensured that our journey has been as smooth as possible. Special thanks to Cynthia and Mandela who coordinated our activities and responded to all our inquiries. I am utmostly grateful to my supervisor, Dr. Ngoye, who accepted to walk this journey with me. His invaluable input and patience throughout this process could not be over-emphasized. I would also like to appreciate my husband and daughter who were patient with me and finally my Father, Mother, and sisters who always encouraged me to do my best in all things. 1 CHAPTER 1: INTRODUCTION 1.1 Background Conceptualising one’s personality is crucial for personal development, enabling individuals to adapt to their behaviour, leverage strengths, address weaknesses and foster effective collaboration with colleagues, ultimately contributing to career success. Personality assessment is particularly valuable in determining whether an individual’s personality aligns with the requirements of a job, team or organisation. Mismatch in personality may lead to conflicts and increased turnover (Landis, 2020). In the medical, physicians with higher levels of work engagement tend to make medical errors, contributing to better patient outcomes (Prins et al., 2009). Work engagement is associated with enhanced well-being and reduced work-related stress among healthcare professionals (Bakker & Leiter, 2010). It can be seen as the antithesis of burnout, while burnout reflects a an experience that is detrimental to the workforce marked by exhaustion (Gonzalez-Roma et al., 2006). Professions with high levels of work engagement and mitigate burnout, it is essential to optimise working conditions, providing job resources that encourage increased performance (Schaufeli & Baker, 2004). The healthcare industry is unique from other industries in that it is a highly regulated industry because it involves taking care of people’s health needs (Bondugula, 2021). The industry is governed by strict policies and guidelines recommended by local and international certifying authorities. Privacy and safety of patients’ information are some of the guidelines put in place. Healthcare organizations, with the help of governments and policymakers, tackle many challenges in the bid to keep healthcare affordable and accessible. Addressing these constraints is impossible without the active participation and the full engagement of healthcare system (Krijgsheld, Tummers & Scheepers, 2022). A successful organization is heavily reliant on the quality of its employees, which is measured against their level of work engagement. 1.1.1 Personality Traits Personality is defined in the Cambridge Dictionary (2022) as a unique amalgamation of qualities that sets an individual apart from others, as evidenced by their actions, feelings, and thoughts. Allport (1937 as cited by Yang, 2014) termed personality as the nuanced organisation with a person’s psychological systems shape their distinctive adaptations to the environment. Building on McDogall’s (1932) work, Eysenk (1947) identified neuroticism/emotional stability and extraversion /introversion as two significant dimensions of personality traits. Tupes and 2 Christal (1961), reanalysing correlations published by Cattel (1943, 1946, 11947, 1948) and Fiske (1949), identified five factors: agreeableness, dependability, surgency, emotional stability, and culture. The Big Five, labelled by Norman (1963), gained popularity and included emotional stability, conscientiousness, extraversion, agreeableness, and culture. The fifth factor is now recognized as openness to experience (McCrae & Costa, 1985). The Big Five psychometric test evaluates individuals' personalities based on five key traits, also known as the OCEAN model (Cherry, 2022), named after the first letters of each dimension. Openness (sometimes termed intellect or imagination) gauges an individual's creativity and inclination to learn new things and have novel experiences. Conscientiousness assesses the degree of care an individual takes in their life and work, with high scores indicating organizational and meticulous tendencies, as well as effective planning and execution skills. A low score shows one has a likelihood of laxity and disorganization. Extraversion assesses one’s degree to socialize with others i.e. if they are outgoing, quiet, get energized in the presence of crowds, or if they struggle to collaborate and interact with others. Agreeableness measures the level to which one gets on with other. Neuroticism (also called emotional stability) assesses emotional reactions i.e., how one calmly or negatively reacts to bad news, and how they concentrate on minor details, or remain composed in situations of stress. Research now recognizes a sixth personality dimension labeled the ‘H factor’ that concerns Honesty- Humility. Those who get high scores avoid manipulating others, seldom break the rules, and have no interest in wealth. In contrast, individuals with low scores have a proclivity to flatter people in order to obtain what they desire, to disobey norms when it suits them, and pursue money gain as their primary purpose (University of Calgary). The Big Five Personality Test is a psychological model that is scientifically validated and reliable to assess personality (Thiel, 2022). The test contains statements that one responds to with an answer that best represents his/her opinion (see Appendix F). The results show where an individual falls on a spectrum for each unit, based on the answers. The Big Five model is utilized in matching personality and job role, which could lay a firm foundation for general life success. One can determine the professions that best fit him or her by examining the five traits of personality. The model can be of great help to companies in the process of recruiting and retaining personalities best fit for certain jobs (Robinson, 2022). For example, an employee 3 who is shy, quiet, and prefers working alone, will find it difficult working in a high – pressured sales job. 1.1.2 Work Engagement The engagement of the workforce was initially conceptualised by Kahn (1990), who termed it as the attachment of organisational membership to roles within employment and their performances within this role. Kahn suggested that engagement is anticipated to yield favourable outcomes at all levels as a personal level as well as a firm’s overall perspective. Burnout on the other hand is characterised by high levels of exhaustion coupled with a loss of drive and ideals as it pertains to one’s job (Maslach, Schaufeli, & Leiter, 2001). It is a nuanced instance comprising exhaustion (feelings of tiredness and perception of severe resource overextension), cynicism (depersonalisation and negative reactions), and inefficacy (Maslach et al., 2001; Maslach, 2003). Burnout can lead to low levels of quality in terms of services, increased layoffs, and issues with morale, and truancy (Rowe, 1997), particularly significant in human services and healthcare. Researchers have shifted focus from the burnout to employee engagement, aligning with of “positive psychology” emphasising human strengths. Worke engagement is characterised by vigour, dedication signifies importance, eagerness, inspiration pride, and challenge, while absorption is being fully focused and happily immerse in one’s duty. Positive outcomes related to work engagement include work satisfaction, organisational commitment, and low turnover interest. The Utrecht Work Engagement Scale (UWES) is widely used in literature, with its strength and applicability confirmed across various cultures. It consists of 17 items measured on a 4- item Likert-type scale, including three subscales: Vigor (6 items), dedication (5 items), and absorption (6 items). The UWES has been translated into several languages, attesting to its international acceptance. 1.1.3 Relationship between Personality Traits and Work Engagements The intricate interplay between personality traits and work engagement among employees and in this study the medical doctors, emerges as a critical aspect of understanding of professionals' dynamics. The Big Five Personality Traits, provide a comprehensive framework to explore 4 how individual differences in doctors' personalities may impact their level of work engagement. For instance, a doctor scoring high on conscientiousness is likely to demonstrate meticulousness and organizational skills in their medical practice, potentially translating into a heightened sense of dedication and absorption in their work. Conversely, a lower conscientiousness score may indicate a tendency towards laxity and disorganization, potentially affecting work engagement negatively. Moreover, the extraversion dimension may shed light on doctors' ability to socialize and collaborate, influencing their engagement levels in team-based healthcare settings. These insights can be instrumental in tailoring professional development initiatives at M.P Shah Hospital, fostering a work environment that aligns with individual personality traits to optimize work engagement. Building on Kahn's (1990) conceptualization of work engagement as a holistic attachment to work roles, there is a present correlation between the various variables as the emotional, cognitive, and physical aspects of engagement are deeply intertwined with the personality traits exhibited by medical doctors. For instance, doctors scoring high on emotional stability within the neuroticism dimension may exhibit greater resilience and composed reactions to stress, positively impacting their work engagement by maintaining focus and effectiveness during challenging situations. Conversely, those with lower emotional stability may face challenges in maintaining sustained engagement due to heightened emotional reactions. This study utilized the Utrecht Work Engagement Scale (UWES) to quantitatively assess the dimensions of work engagement, namely vigor, dedication, and absorption, providing a standardized measure to examine the relationship between personality traits and work engagement among medical doctors at M.P Shah Hospital (Schaufeli & Bakker, 2010). 1.1.4 Healthcare Sector in Kenya The healthcare system in Kenya is structured into public and private sectors, featuring six levels in the hierarchy. The highest tier, level 6, encompasses national referral hospitals (K.H. Sector, 2016). The Kenyan Master Facility List (MFL) serves as a comprehensive registry of officially registered health facilities in the country, totalling 9,696. Public sector ownerships accounts for 4,616 facilities, the commercial private sector manages 3,696, and Non-Governmental Organisations (NGOs), oversee 1,384. The distribution of health facilities illustrates that the Ministry of Health oversees 42.9 percent of the total facilities, while the private sector manages 37.8 percent (Kenya Master Health Facility List, 2020). 5 The public and private healthcare sectors represent distinct facets of the country's healthcare system, each characterized by unique service delivery models. The public healthcare sector, funded and administered by the government, aims to provide affordable and accessible healthcare services to a broad spectrum of the population. In contrast, the private healthcare sector, typified by institutions like M.P Shah Hospital, operates on a more commercial basis, relying on user fees and private funding. Service delivery in the public sector is often constrained by resource limitations, leading to challenges such as long waiting times, insufficient infrastructure, and shortages of medical personnel and equipment. In comparison, the private sector tends to offer a more streamlined and resource-rich environment, often featuring advanced medical technologies, shorter waiting times, and personalized care. However, the private sector's services come at a higher cost, limiting accessibility for certain socio-economic groups. While the public sector strives to cater to the needs of the majority, the private sector emphasizes efficiency and quality of care, creating a contrast in service delivery approaches between these two integral components of Kenya's healthcare system. 1.1.5 The M.P Shah Hospital Situated in the Parklands Area of Nairobi, the M.P Shah Hospital, stands as a distinguished level 5 private healthcare institution. With a rich history dating back to the 1930s when it was established as Parklands Nursing Home, the hospital has evolved into a modern 217-bed facility. Boasting a cadre of highly skilled specialists and a professional medical team, the M.P Shah Hospital has earned its reputation as one of the premier private hospitals in Kenya, celebrated for its exceptional standards and the delivery of high-quality services coupled with personalized care (Kamanda, 2016). The organisation’s dedication to excellence is expressed through its mission, which underscores the delivery of high-quality healthcare at reasonable rates, executed with the unparalleled passion and commitment Guided by fundamental values like respect teamwork, trust, competence, compassion, the hospital has consistently showcased its commitment to cultivating a positive and patient-conducive environments. Notably, the M.P Shah Hospital has been accorded national recognition and holds the esteemed ISO 9001:2015 quality management certification. In addition to its local acclaim, the hospital is affiliated with COSECSA (College of Surgeons of East Central and Southern Africa), an independent organisation. This affiliation reflects the M.P Shah Hospital's commitment to staying at the forefront of medical education and professional development (Wang’ondu, 2019). 6 Crucially, the institution places a significant emphasis on the continuous improvement of employee performance. The hospital recognizes that its staff, from medical specialists to support personnel, play a pivotal role in maintaining and enhancing service delivery. Regular training programs, skill development initiatives, and performance assessments are integral components of the hospital's approach to ensure that its workforce remains at the forefront of medical advancements. This commitment to ongoing professional growth aligns seamlessly with the hospital's overarching mission, creating a culture of excellence that permeates every facet of its operations. It extends its sphere of influence through various healthcare facilities, and in doing so, the hospital continues to set benchmarks for quality healthcare, emphasising not only on the physical infrastructure but also on the continuous refinement of its human capital to ensure unparalleled service delivery (Sheikh, 2014). 1.2 Problem Statement Efficient service delivery in a level 5 hospital, hinges on the exemplary performance of medical doctors who play a crucial role in patient care and overall healthcare outcomes (Essien, Anani & Amadi, 2023). If medical doctors are not adequately equipped for the demanding tasks or if their service delivery falls short of exceptional standards, it poses a significant problem (Gao & Wang, 2021). Suboptimal service delivery can lead to compromised patient care, medical errors, and a decline in overall hospital reputation. In a level 5 hospital, where complex medical cases are often addressed, any lapses in service delivery by medical doctors can have severe consequences, impacting not only the health and well-being of patients but also the hospital's standing within the healthcare community (Gao & Wang, 2021). The work engagement of medical doctors is intricately linked to their personality traits, and any misfit between the two can adversely affect service delivery (Hamid & Shah, 2017). Personality traits influence how doctors approach their work, handle stress, and interact with patients and colleagues. If there is a mismatch between the demands of their job and their inherent personality traits, it may lead to decreased work engagement, burnout, and ultimately impact the quality of service they provide (Bakker, 2011). For instance, a doctor with a low level of extraversion may struggle with collaborative aspects of healthcare delivery, potentially affecting teamwork and patient care. Understanding these dynamics is essential for creating targeted interventions that align with the unique personalities of medical doctors, fostering a work environment conducive to high levels of engagement and exceptional service delivery. 7 In various international and local healthcare settings, instances of questionable service delivery by doctors have been documented, raising concerns about patient safety and overall healthcare quality. Misalignment between doctors' personality traits and work demands can lead to disengagement. For instance, introverted doctors in highly social environments might feel drained, potentially impacting patient interactions or team collaboration. This misfit can manifest in reduced empathy, professionalism, or decision-making quality, ultimately influencing service delivery (Duncan et al., 2023). Internationally, the UK's Mid Staffordshire NHS Foundation Trust scandal (2005-2009) exposed systematic neglect and poor care leading to hundreds of unnecessary deaths. In India, Fortis Hospital's (Gurgaon) 2017 case involved the death of a 7-year-old due to alleged medical negligence (Tiger, Dragon & Soans, 2018). In the Kenyan context, there have been instances of service delivery challenges in various healthcare facilities, with concerns about inadequate staffing, resource constraints, and occasional reports of medical malpractice. The 2019 case of MP Shah Hospital in Nairobi, while complex, highlighted concerns about patient communication and informed consent practices (Sekah, 2019). These cases, though diverse, underscore the potential consequences of subpar service delivery. While M.P Shah Hospital is renowned for its commitment to quality healthcare, it is essential to continually assess and address any potential issues in service delivery to maintain its exceptional reputation within the Kenyan healthcare landscape. The research undertaking was aimed at exploring the relationships between traits associated with personality and work engagement with doctors in the medical field M.P Shah Hospital. By investigating how doctors' personalities influence their level of engagement, the research sought to provide actionable insights for tailored interventions and strategies that addressed the unique challenges faced by healthcare professionals, ultimately fostering a more resilient and engaged workforce. The study was anchored in the belief that a better understanding of the interplay between personality traits and work engagement was imperative for enhancing the well-being of medical doctors and, by extension, improving patient outcomes at M.P Shah Hospital. 1.3 Research Objectives 1.3.1 Broad Objective To assess the relationship between personality traits and work engagement in medical doctors at M.P Shah Hospital. 8 1.3.2 Specific Objectives i. To assess the effect of openness on work engagement among medical doctors at M.P Shah. ii. To establish the effect of conscientiousness on work engagement among medical doctors at M.P Shah. iii. To determine the effect of extraversion on work engagement among medical doctors at M.P Shah. iv. To determine the effect of agreeableness on work engagement among medical doctors at M.P Shah. v. To determine the influence of neuroticism on work engagement among medical doctors at M.P Shah. 1.4 Research Questions i. What are the effect of openness on work engagement among medical doctors at M.P Shah Hospital? ii. What is the the effect of conscientiousness on work engagement among medical doctors at M.P Shah Hospital? iii. What is the effect of extraversion on work engagement among medical doctors at M.P Shah Hospital? iv. What is the effect of agreeableness on work engagement among medical doctors at M.P Shah Hospital? v. What is the influence of neuroticism on work engagement among medical doctors at M.P Shah Hospital? 1.5 Study Scope The study focused on examining the relationship between the five well-established personality dimensions, known as OCEAN (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism), and work engagement in licensed medical doctors at M.P Shah Hospital. Notably, the recently recognized sixth personality dimension referred to as the 'H factor,' associated with Honesty-Humility, was excluded from the assessment due to its more recent identification and the limitation of the assessment tool, which only measures the traditional OCEAN dimensions. The research utilised the Utrecht Work Engagement Scale to gauge work engagement among participants. Data collection was undertaken in May 2023, with a sample size of 62 medical doctors chosen from M.P Shah Hospital, a strategic selection owing to its status as a teaching hospital and the diverse range of specialists it accommodated. This 9 approach aimed to provide valuable cognisance of the intricate interplay that lies between personality quirks and work engagement specific to the medical context. 1.6 Study Significance 1.6.1 Contribution to Academic Knowledge and Future Research This research undertaking presents an opportune instance where the contribution to academic understanding of the correlation between personality and work engagement and aiming to enrich the prevailing body of knowledge in this field of expertise. By delving into the intricacies of how personality traits impact the work engagement of medical professionals, the research sets the stage for future scholars to explore the dimensions within this interdisciplinary domain. The findings of this study were poised to open avenues for additional research, providing academicians with a foundation to further investigate and refine theories related to personality traits and work engagement. 1.6.2 Implications for Policymakers in Healthcare Organizations For policymakers and human resource departments in healthcare organizations, the insights garnered from this study offer a valuable resource for refining and formulating policies that foster an environment conducive to high levels of work engagement and low instances of burnout among medical professionals. The study emphasizes the importance of job resources, such as performance feedback, in stimulating personal growth and learning. Policymakers can leverage these findings to implement strategies that optimize working conditions, ultimately enhancing the overall well-being and job satisfaction of medical professionals, leading to improved healthcare service delivery. 1.6.3 Empowering Medical Doctors for Enhanced Performance Medical doctors can avail utility significantly from the findings of this study, gaining insights into how their personality traits can influence work engagement and, subsequently, impact the quality of patient care. Recognising the role of attributes associated with personality in preventing medical errors, the study underscores the importance of cultivating an environment that promotes quick feedback, rewards, and appreciation, alongside encouraging continuous learning and personal growth. The awareness of one's own traits enables doctors to be more observant of their colleagues' traits, fostering adaptability and better collaboration. This heightened understanding can contribute to enhanced efficiency and effectiveness in the workplace, ultimately improving the quality of services rendered to patients and elevating the overall quality of life for medical professionals. 10 CHAPTER 2: LITERATURE REVIEW 2.1 Introduction Past research that is relevant to the study was reviewed in this chapter. This section discussed theoretical review which the study was embedded in, conclusions based on the undertaking’s end goal and the work of other authors. Finally, the chapter addressed the conceptual framework and summarized the study's predicted interaction between the variables. 2.2 Theoretical Review This section of the research undertaking delved into the theories pertinent to the research. It plays a crucial role in enhancing comprehension of the research question while also providing rationale for the present study. 2.2.1 The Big Five Personality Traits Theory The Big Five Personality Traits Theory, formulated by Costa and McCrae (1985), posits that personality can be categorized into five broad dimensions: (OCEAN). According to this theory, each individual falls along a spectrum within each dimension, influencing their behaviours, thoughts, and emotions (Costa & McCrae, 1985). The theory indicates that these personality traits significantly impact how individuals’ approach and engage with their work, potentially influencing job performance, satisfaction, and interpersonal relationships. Concerning research objectives, the Big Five Theory corresponds with the study’s objectives to evaluate the connection between personality traits and work engagement among medical doctors at M.P Shah Hospital. The individual objectives, including examining the impact of openness, conscientiousness, extraversion, agreeableness, and neuroticism on work engagement, directly stem from the dimensions outlined in the Big Five Personality Traits Theory as indicated in Table 2.1. Critics of the Big Five Personality Traits Theory argue that its comprehensive approach may oversimplify the complex nature of human personality by reducing it to only five dimensions. One major criticism is the theory's potential lack of cultural universality, as the traits identified may not capture the diversity and variations in personality expressions across different cultural contexts (Cherry, 2022). Additionally, critics contend that the theory may neglect important facets of personality that could significantly impact behavior and work engagement. The static nature of the five traits, which implies stability over time, is also contested, as some argue that personality is more dynamic and subject to change due to various life experiences. 11 Furthermore, the Big Five's reliance on self-report measures raises concerns about the accuracy of individuals' self-perceptions, potentially introducing biases into the assessment. Despite its widespread acceptance, these critiques highlight the need for a better understanding of personality beyond the constraints of the Big Five Personality Traits Theory (Yang and Hwang, 2014). Table 2. 1: Summary of the OCEAN Personality Test Personality Trait Meaning High score Low score Conscientiousness Describes a meticulous, detail-oriented personality. - Very well organized. - Arrive at school or work prepared. - Driven to achieve goals - Are tenacious - Not well organized - Their completion of tasks is less structured. - Accept things as they come - Completing tasks at the last minute - Are impulsive Agreeableness The urge to make things work smoothly. - Are stubborn - Forgiving mistakes is difficult - Are self- absorbed/centered - Their compassion for others is less. - Feel vulnerable or insecure often - Easily become stressed - Difficult situations make one struggle - Have a more stable mood Openness Have curiosity in learning about the world and others. - Find pleasure in trying new things. - Are more creative - Their imagination is good. - Are willing to put into consideration of new ideas. - Prefer familiar ways of carrying out tasks. - Rigid to change -Thinking is more traditional. Extraversion Energy is drawn from interactions of social nature. - Looking for thrills or adventure - Easy to make acquittances/friends - Speak without much thought into it - Find enjoyment/pleasure by being active with others. - Find it difficult to have small talk or introducing oneself - Socializing wears oneself. - Don’t like being in a group that is large. - Tend to be more reserved Neuroticism An inclination of having unsettling feelings and thoughts. - Feeling vulnerable or insecure on a regular basis - Easily becomes stressed - At peace in situations that are stressful. - Quite optimistic 12 Source: Healthline, (2019) 2.2.2 Kahn’s Theory of Work Engagement The postulation was posited by William A. Kahn in 1990, It focused on the psychological and emotional aspects of the workplace and the interplay with factors pertaining to employee engagement, proposed a comprehensive framework for understanding the psychological and emotional aspects of engagement in the workplace. Unlike traditional views that primarily focus on the completion of tasks and job roles, Kahn's theory delves into the subjective and personal dimensions of an individual's connection to their work. According to Kahn, engagement involves the investment of three core dimensions: physical, cognitive, and emotional energies. It suggests that individuals who are fully engaged not only perform their tasks as required (physical energy) but also bring their complete cognitive abilities to their roles, investing their attention, focus, and thinking in their work (cognitive energy). Furthermore, engagement in work is characterized by emotional connection, where individuals experience a genuine emotional involvement and connection with their tasks, colleagues, and the overall work environment. Kahn's theory emphasizes the importance of individuals feeling valued, understood, and supported in their roles, fostering a sense of personal significance and meaningfulness in their work. This emotional and cognitive investment, according to Kahn, leads to higher job satisfaction, increased commitment, and improved overall well-being for employees (Alexander & Schnipke, 2020). This postulation is particularly underpinned to the study's objectives as it highlights the emotional and cognitive dimensions of work engagement. For instance, when exploring the effect of conscientiousness on work engagement, Kahn's theory suggests that individuals high in conscientiousness may exhibit a stronger investment of cognitive energies in their roles, potentially influencing their level of work engagement. - Find it difficult to cope with difficult situations - Experience mood swings - Worry less - Their mood is more stable. 13 2.3 Empirical Review This section summarized past research based on the specific objectives of the study. Gaps were illuminated through these studies, which this study aimed to answer. 2.3.1 Personality Traits and Medical Doctors Hau & Bing (2018) delved into the staff in the academic field in private universities in Perak, Malaysia and the connection between Norman’s five traits and work engagement. Using a quantitative approach with a sample of 102 respondents from selected private universities, the study employed a biographical questionnaire, the NEO-FFI-3, and the UWES to collect demographic data, assess personality traits, and measure work engagement, respectively. Utilising PLS structural modelling the research ascertained that it did exert a substantial positive influence. The study offered potential implications for government and private universities in the country. In relation to the current study, this research served as a relevant reference due to its exploration of the relationship between personality traits and work engagement in an academic context, potentially contributing to the understanding of similar dynamics in the healthcare setting. However, a gap exists in the transferability of findings from the academic sector to the medical field, necessitating a specific investigation within the healthcare domain, such as the present study at M.P Shah Hospital. In 2018, Mullola et al. conducted a study exploring the impact of personality traits on the career choices of 2,837 Finnish physicians. The investigation focused on factors such as employment sector, clinical patient contact, specialty preferences, and changes in specialty. The findings indicated that specific personality traits were linked to physicians' career and specialty decisions. Among these traits, openness emerged as the most consistently associated personality trait with physicians' choices, influencing decisions related to the employment sector, speciality preference, and changes in specialty. In Russia, Bogacheva, Kornilova, and Pavlova (2019) conducted research undertaking to investigate connections between medical doctors’ personality quirks and their perception of professional risks. The primary end goal was to explore cognitive representation of risks which refer to individuals’’ mental images risky situations, potential outcomes, and alternative decisions. The study involved a sample of 64 practicing doctors who completed questionnaires. While no significant differences were observed between genders as it pertains to axdoctors, the data revealed that, on average, women tended to perceive risks more significantly than men. 14 The scholars this arrived at the conclusion that associations between traits associated with personality and the individual cognitive evaluations of diverse risks within a doctor’s professional endeavours were identified. Stienen et al. (2016) discovered that board-certified physicians demonstrated higher scores in conscientiousness, extraversion, and agreeableness, while scoring lower on neuroticism. The study involved 2,345 board-certified physicians, 1,453 residents, and 1,350 medical students who provided the necessary data. The findings pointed towards the presence of a distinctive and consistently average 'physician personality'. This conclusion stemmed from a cross- sectional observational study that examined various yet matching identity attributes among the research population. Nawaiseh et al. (2020) conducted a study on the correlation between identity idiosyncrasies and specialty preferences among medical students in Jordan. This cross-sectional study involved students at the latter stages of their education, along with post-graduate internships from 5 universities in Jordan. The process of acquiring data was done through a survey that was administered through the use of online resources. The findings indicated that students opting for clinical specialties and those aspiring to be practicing doctors exhibited higher levels of extraversion and conscientiousness. Additionally, graduates in the medical field from Jordan, characterised by decreased negative emotions, expressed a preference for becoming practicing clinicians. Aswegen et al. (2018) explored the relationship between personality factors and the choice of consulting specialty among doctors in Bloemfontein, South Africa. The study collected data from 58 consultants and senior registrars in the departments of Family Medicine, Paediatrics, and Internal Medicine. The conclusions derived form the culmination of this investigation indicate, that on the whole, the consulting group exhibited lower levels in impulsive sensation seeking, aggression-hostility, sociability, and activity compared to the surgical group. In contrast they demonstrated higher levels of neuroticism-anxiety. Daniel Ganu (2014) explored the personality traits on satisfaction with current employment and organisational loyalty over the long run among healthcare professionals in Kenya, utilising a correlational descriptive study design. Two hundred and fifty tow healthcare workers answered questionnaires, where doctors, nurses, pharmacists, and lab tech made up the population. The completion of the study laid it bare that associations between openness, 15 conscientiousness, and neuroticism with organisational loyalty The research undertaking to investigate and, in its completion, ascertain the connection if any, between traits associated with personality and licensed medical doctors in Kenya. 2.3.2 Work Engagement and Medical Doctors Torabinia, Mahmoudi, Mahmoudi and Mahmoudi (2015) conducted a study on nurses in Iran, where the Utrecht Work Engagement Scale was examined under a psychometric lense. The research comprised 34males and 248 females with expertise in this field ranging from 6 months to 30 years. The completion of the research undertaking laid bare the negative association between engagement and burnout and overtime, while a positive correlation was observed with age and job experience. In 2020, Zhang et al. conducted research undertaking in China among doctors in villages such as the implications of the satisfaction with their jobs, fortitude, and engagement on an employee level on the intention to leave employment. The study, based on a quantitative approach with a self-administered questionnaire, included a sample size of two thousand six hundred and ninety-three from one thousand three hundred and forty-five rural clinics in Shandong province, China. The findings showed that turnover intention was affected antagonistically by the instances of work engagement within the organisation. Mahfouz, Ewis, and Seedhom (2017) explored the effects of engaging employees among healthcare providers in hospitals in Minia city, Egypt. The study, with a sample of two hundred and eighty medical practitioners’ hospitals three in particular, used a self-administered questionnaire to measure engagement. The research undertaking thus conclusively established a substantial association between engagement and working duration and shift hours. Scott, Hogden, Taylor, and Mauldon (2022) carried out a study investigating the empirical implications of employee engagement and the safety of patients in Australia. Articles, 3,693, in total were chosen of which 15 were made of use in the final review. The research undertaking established an overall positive association between workforce engagement and the safety of the patients but the magnitude of this association differed depending on context. Researchers also highlighted anecdotal accounts suggesting that the improvement of workforce engagement could contribute to the assured safety of the patients. 16 In order explore the implications of the development of the career on the engagement of the workforce in the sector of health particularly the public in Kenya, Muchibi, Mutua, and Juma (2022) conducted a descriptive research design. The study, guided by positivism philosophy and the deductive method, targeted with a sample size of 342 respondents, including 35 doctors and 307 nurses. The results concluded that low or no career development for nurses and doctors within the public health sector would decrease their engagement levels. The study recommended adopting career management policies for equal learning opportunities and providing management support through scholarships. Kangure (2014) focused on the association between the balance between work and life and the employee engagement within Kenyan State corporations. The researchers gathered information from thirty thousand eight hundred and forty employees in 197 corporations owned by the state. Out of 434 valid responses, the structured questionnaire revealed that workplace policy, positively contributed to employee engagement. The research concluded that work-life balance significantly predicted employee engagement. Njuki, Nzulwa, and Kwena (2017) investigated the determinants of employee engagement in Nairobi Women’s Hospital, Kenya. Employing a descriptive research design, the study targeted managerial and non-managerial staff (350 employees). The sample size of 97 employees utilized questionnaires, showing a substantial and positive association between independent variables and the engagement of employees in Kenya. The conclusion especially emphasised the positive implications of rewards on the engagement of the workforce. 2.3.3 Personality Traits and Work Engagement In 2017, Renée A. Scheepers conducted a study in the Netherlands examining explored the facilitation of physicians’ professional output in both doctor and mentor roles through the engagement of the workforce, examining thus how it is influenced by job resources and personality traits. The researchers went about this by conducting a systematic review of the implications of physicians experiencing the engagement of their life’s work as well as related constructs such as job satisfaction on output and care in the context of the patients they treat. The conclusion the research revealed that work engagement was linked to fewer medical constraints as well as errors, while satisfaction with current employment conditions was positively associated improved and seamless communication and patient satisfaction. Moreover, personality trait conscientiousness (e.g., responsibility) was identified as likely 17 supporting physician work engagement. The recommendation highlighted that hospitals could augment physician work engagement for optimal performance in residency training and patient care by implementing worker health surveillance, providing peer support, and promoting job crafting at the individual or team level. Tisu et al. (2020) aimed to explore the simultaneous associations of individual differences with work engagement, job performance, and mental health while investigating mediating variables. The study proposed a model incorporating predictors of work engagement, subsequently influencing employees' job performance and mental health. With a sample of 365 Romanian workers, the authors utilized structural equation modelling to test their proposed model. The outcomes provided partial support for their hypotheses, revealing that personality characteristics were linked to work engagement, which, in turn, predicted job performance and mental health. This research presents an assessment into the correlation between character attributes, work engagement, and job-related outcomes, offering insights into potential mediating factors within the healthcare context. Scheepers, Arah, Heineman, and Lombarts (2016) examined the implications of personality traits of clinician-supervisors engagement in terms of employment and subsequent mentoring performance in residency training. Utilising these three inputs the study encompassed involved 61 diverse training programs across 18 medical centres in Holland. The conclusion of this research undertaking established that supervisor with conscientious, extraverted, and agreeable personality quirks displayed higher engagement with the workforce especially in mentoring enhancing their effectiveness in residency training. Inferred from the conclusion the researchers recommended the customisation of the work environment, faculty development, planning out careers to align with the unique personality traits of the supervisors. Wildermuth (2008) conducted a research undertaking investigating the correlation between character attributes and engagement among human services professionals and paraprofessionals. A survey. Combining the FFM and Kahn’s model questions, were electronically distributed to 890 humans service professionals, resulting in 420 surveys being returned. The results revealed that two personality traits, extraversion and conscientiousness, were identified of notable predictors of engagement, demonstrating a positive correlation with kit. Notably, the need for stability exhibited a negative correlation with engagement but was not considered aa predictor. It’s important to note that this study specifically focused on licensed doctors with n the Kenyan Medical context. 18 2.4 Summary of Empirical Studies and Gaps Table 2. 2: A Summary of Empirical Studies and Gaps Specific Objective Author Topic Findings Research Gap a) Personality traits and medical doctors Mullola et al. (2000) Exploring the relationship between physicians’’ personality traits and the decisions as it pertains to careers in Finland. Consistently, physicians’ career decisions were most likely linked to the personality trait of openness. The study was done in Finland. This study was done in Kenya. Bogacheva, Kornilova and Pavlova (2019) Associations between personality traits of medical doctors and their perception of professional risks The research undertaking determined associations between personality attributes and the subjective cognitive assessments of various risks in the professional activities of doctors The study took place in Russia, while this study took place in Kenya. Stienen et al. (2016) Distinct yet comparable. The personality attributes of surgeons and internists were examined, revealing insights from a cross-sectional survey The conclusions suggested the presence of a unique and consistently average ‘physician personality’ The study was conducted in other countries on surgeons and interns. This study focused on the Kenyan medical doctors including doctors of other specialties. 19 Nawaiseh et al. (2020) The link between personality attributes and the preference for medical specialties among scholars in Jordan was explored, unveiling pertinent insights. Individuals who opted from clinical specialties and those aspiring to become practicing doctors demonstrated higher levels of extraversion and conscientiousness. The study took place in Kenya and focused on medical doctors whereas this study was carried out in Jordan on medical students. Aswegen et al. (2018) Investigating the correlation between personality factors and the chosen consulting speciality among doctors in Bloemfontein, South Africa The consulting group displayed lower scores compared to the surgical group in impulsive sensation seeking Conversely, they exhibited higher scores for neuroticism-anxiety The research was done in South Africa, while this study was carried out in Kenya. Daniel Ganu (2014) Impact of the Big Five Character attribute on satisfaction with current employment and organisational commitment among healthcare professionals: A study in Kenya Openness, conscientiousness, and neuroticism demonstrated a positive correlation with organisational commitment, while extraversion and neuroticism also exhibited a positive correlation with satisfaction with prevailing employment The study population included nurses, laboratory technicians and Pharmacists while this study focused on licensed medical doctors. 20 b) Work engagement and medical doctors Torabinia, Mahmoudi, Mahmoudi and Mahmoudi (2015) Examining nurse engagement assessing the psychometric properties of the Utrecht Engagement scale in Persia Indicated that engagement exhibited a negative correlation with burnout and monthly overtime, while demonstrating a positive association with age and job expertise The study population consisted of nurses from the Iran while this study focused on Kenyan medical doctors Zhang et al. (2020) Explore the implications of satisfaction with employment, fortitude and engagement in the workplace on being fired among doctors in villages through a cross-sectional study Found that work engagement had a direct negative implication on turnover intention, highlighting the early and influential role on the satisfaction with employment, resilience, and engagement for employees particularly among doctors. Study context was the Chinese doctors as opposed to the Kenyan medical doctors Mahfouz, Ewis and Seedhom (2017) Study the workforce engagement among healthcare providers in hospitals of Minia city. A substantial correlation was established: the engagement of healthcare providers The research took place in Egypt while this study was done in Kenya. Scott, Hogden, Taylor and Mauldon (2022) Exploring the impact of employee engagement on patient safety in Australia, the study reviewed 15 articles, identifying a positive correlation between employee There appeared to be a positive correlation between employee engagement and patient safety. The research was done in Egypt, as opposed to Kenya for this study. 21 engagement and patient safety. Muchibi, Mutua and Juma (2022) Influence of career development on employee engagement in the public health sector in Kenya. The research undertaking concludes that when career development is low or not provided to medical actioners within the public health care sector, their engagement level will decrease The target population included nurses and the study focused on career development. This study focused on medical doctors and their personality traits in relation to work engagement. Kangure (2014) The correlation between work-life balance and engagement of the workforce in State corporations in Kenya The research undertaking found out that workplace policy, supervisor support, co-worker support, and corporate culture contribute positively to employee engagement. The study focused on the corporate sector while this study focused on the healthcare sector. Njuki, Nzulwa and Kwena (2017) Factors influencing Nairobi’s Women Hospital a case study to assess the engagement of its workforce The independent variable displayed a significant negative correlation adversely affecting the engagement of the employees The target population was managerial and non-managerial staff. This study focused on medical doctors and their relationship to character attributes and work engagement. 22 c) Personality traits and work engagement Renée A. Scheepers (2017) Physicians’ professional performance: an occupational health psychology perspective Physician work engagement correlated with a decrease in medical linked to improved communication and higher levels of patient satisfaction Independence and opportunities from learning exhibited aa positive correlation with the work engagement of physicians The work engagement of physicians was predominantly bolstered by the personality trait of conscientiousness The study was conducted in Netherlands while this study was done in Kenya. Scheepers, Arah, Heineman and Lombarts (2016) Explored the implications of personality traits on clinician- supervisors’ work engagement and consequently, their teaching performance in residency training The results indicated that conscientious, extraverted, and agreeable supervisors demonstrated more engagement with their teaching, making them more likely to deliver adequate residency training. This study location was Netherlands. This study was done in Kenya Wildermuth (2008) Engaged to serve: the relationship between employee engagement and the personality of human services professionals and paraprofessionals Results showed that two personality traits were significant predictors of engagement: extraversion and consolidation and these two traits The study was done in the USA and focused on the social services sector while this study focused on the Kenyan 23 were also positively correlated with engagement. healthcare sector. 2.5 Conceptual Framework This theoretical/conceptual framework was formulated to explore the correlation between engagement of the workforce and the character attributes of medical doctors. Personality affects all aspects of our lives; it also affects who we are and how we respond to life’s challenges (Smith, Dennis, Masthoff & Tintarev, 2019). The assumption is that this will in turn impact the work engagement of medical doctors. An online questionnaire served as an extraction tool for data. On a scale of 1 to 5, one was asked to disagree or agree with each phrase. The answers reflected where one fell on the scale for each trait based on the responses. An example was one having high scores in conscientiousness and low in extraversion for personality traits. A validated work engagement tool will help identify opportunities for improvement at the workplace. It will ensure holistic development of employees and enhance the human resource decision-making process that will help achieve work goals, stimulate personal development and help cope with demands. A questionnaire was used to extract the data and a correlation was made with the results for personality traits. Figure 2. 1: Conceptual Framework of Personality Traits and Work Engagement Extraversion Openness Conscientiousness Agreeableness Neuroticism Work Engagement Vigor Dedication Absorption 24 2.6 Operationalization of the Study Variables Figure 2.1 illustrates the implications of character attributes on the variables of work engagement: vigour, dedication, and absorption. The theory is to prove that an association is present between engagement of the work =force and character traits however, further research is needed to test and refine this model. The operationalization of these study variables has also been enhanced in Table 2.2. Table 2. 3: Operationalization of Study Variables Variable Type of Variable Constructs Measurement Source Openness Independent Variable - Creativity and Imagination - Appreciation for Aesthetics - Curiosity and Intellectual Interest 5 Point Likert Scale Cherry, (2022) Conscientiousness Independent Variable - Organization and Planning - Responsibility - Attention to Detail 5 Point Likert Scale Cherry, (2022) Extraversion Independent Variable - Sociability and Interpersonal Skills - Energetic and Enthusiastic - Assertiveness and Confidence 5 Point Likert Scale Cherry, (2022) Agreeableness Independent Variable - Empathy and Compassion - Cooperation and Teamwork - Tolerance and Patience 5 Point Likert Scale Cherry, (2022) Neuroticism Independent Variable - Emotional Stability - Anxiety and Worry - Mood Swings 5 Point Likert Scale Cherry, (2022) Work Engagement Dependent Variable - Vigor - Dedication - Absorption 5 Point Likert Scale Cherry, (2022) Source: Author, (2024) 25 2.7 Summary The study was anchored on the trait theory of personality that was originally discovered by Allport and eventually developed by Norman. The Big Five personality traits are the most widely used and validated, however, it has also faced some criticisms as well. Relevant past research that this study looked at proves that work engagement was influenced by personality traits positively or negatively. 26 CHAPTER 3: RESEARCH METHODOLOGY 3.1 Introduction In this chapter, the research methodology was presented, addressing the study objectives. The chapter covered the research design, target population, sample size determination, sampling methods, data collection methods, data analysis techniques, and ethical considerations. 3.2 Research Philosophy Research philosophy pertains to a set of beliefs concerning the collection, analysis, and interpretation of data in a study to derive meaningful inferences (Creswell & Clark, 2011). Pragmatism, interpretivism and positivism are some of the philosophies that could be used for this study. The study embraced the positivism philosophy, asserting that reality is a tangible entity that can be objectively gauged through the observational and experimental methodologies (Kielmann, Cataldo & Seeley, 2011). 3.3 Research Design Research design encompasses the strategies or approaches employed by a study to gather, measure, and analyse data (Kumar, 2018). It delineates the steps taken throughout the research process. Research undertakings can take the form of different research designs such as explanatory design, descriptive, longitudinal and case study design, among others. A descriptive cross-sectional design was used in this study. This kind of study design entails studying the population’s proportion that is representative of the population, at one point in time. The researchers aimed to capture a snapshot of the relationship between the study variables at a specific point in time. The study assessed a sample of medical doctors at MP SHAH Hospital at a single time point, collecting data on their personality traits and work engagement without manipulating any variables. The research design was considered to be the most effective approaches for doing human research since it provided for real-time data through use of surveys to collect data as well as identification of patterns, tendencies and variations among the doctors, and hence showing the comprehensive overview of personality traits and work engagement in the context of MP SHAH Hospital. 3.4 Population of the Study The study targeted medical doctors at M.P Shah Hospital. This particular group was chosen because they have always had challenging working conditions compared to workers in other 27 sectors. Their profession entails dealing with very stressful and emotional events like caring for the sick, witnessing human pain and death among many others. There are 62 medical doctors currently working in M.P Shah as of March 2023. It is home to a variety of highly skilled and experienced specialists and professional medical staff. 3.5 Sampling Technique The study employed a case study, where there were only 62 medical doctors. The study therefore targeted all the 62 medical doctors, and therefore a census study was undertaken. 3.6 Inclusion criteria The study included licensed practicing medical doctors working at The M.P Shah hospital at the time of the study, who consented to participate in the study. They were general practitioners or residents or qualified consultants currently working at M.P Shah hospital. 3.7 Exclusion criteria Exclusion criteria for the study involved medical professionals who did not meet the inclusion criteria mentioned above. This included individuals who were not licensed practicing medical doctors at M.P Shah Hospital during the study period, those who did not provide consent to participate in the research, and individuals outside the specified roles of general practitioners, residents, or qualified consultants actively working at M.P Shah Hospital. Additionally, any medical doctors who were on leave or not actively practicing at M.P Shah Hospital during the study period were excluded from the research. 3.8 Data Collection Methods and Procedure An online adopted questionnaire was used to collect primary data (Schaufeli & Bakker, 2014).. The single questionnaire was divided into two parts: personality traits and work engagement. The questions comprised of background questions and ranking scale questions. Five-point Likert scales were used, with 1 representing strongly disagree and 5 being strongly agree. For inversely phrased items, 1 indicated strong agreement and 5 indicated strong disagreement. 3.9 Research Quality Standards 3.9.1 Validity Validity, according to Kumar (2011) is defined as the degree to which the designed questions or contents of the questionnaire tool accurately describe the instrument’s precision. The 28 primary aim of this is to ensure validity is a guarantee that the questions are adequately formulated to measure the research objectives. Validity can take the form of face validity, content validity, and criterion validity. However, for this research undertaking, content validity was chosen. The researchers established the validity of the research instruments by seeking input form experts in this field of expertise including the research supervisors, quality experts, and lecturers (Cresswell & Plamo Clark, 2011). These experts critically analysed the instrument and affirmed its adequacy and validity for collecting data to address the study objectives, thereby ensuring both face and content validity. Insights from those experts facilitated necessary revisions and modifications to enhance the accuracy of the questionnaire tool. The personality assessment tool is based on the Big Five factors formulated by Costa and McCrae (1992), encompassing five dimensions and a total of 50 items. The scores range from 0 to 40, where a higher average score indicates a greater likelihood that the respondent or participant possesses a specific personality trait. The UWES scale characterised by acceptable psychometric properties and comprises three engagement subscales, vigour (6 items), dedication (5 times) and absorption (6 times). The total engagement score is obtained by summing all items. The items are rated on a 7-point scale. Ranging from never to always. The average scores for each subscale item are calculated by adding the item scores and then dividing by the number of items in each subscale. Consequently, the potential range for each subscale and the total score is 0-6. Higher scores indicate higher levels of engagement. The UWES scores are categorised as very low, low, average, high, and very high. This classification aligns with the engagement scores derived from an international sample. As per the designers’ guideline, scores below 3.07 are considered indicative of low work engagement (Torabinia, Mahmoudi, Dolatshahi, and Abyaz, 2017). To ensure the reliability and accuracy of the measurement tool, a pilot study involving 10% of the sampled population, approximately 7 participants, was conducted. Medical doctors from various hospitals participated in the pilot study, employing a purposive technique. The feedback obtained from the pilot study played a crucial role in refining the measurement tool for increased precision and consistency. 29 3.9.2 Reliability The researchers guaranteed the reliability of the instruments, assessing how consistently the designed data collection tool produces the same results when used repeatedly in the study or in other studies resembling the current one. Reliability, in this context, can manifest as the test- retest reliability, internal consistency and inter-rater reliability using the test-retest reliability was utilised (Cresswell & Clark, 2011) So as to enhance the reliability of the instrument, pilot member-checking procedures were implemented to obtain objective opinions on the effectiveness of question design (Kombo & Tromp, 2011). This process aimed to ensure that the questions in the questionnaire were designed in a manner that was clear to respondents, avoiding biases, leading questions, and any other potential ambiguity (Kothari, 2012). The overarching goal was to maintain consistency and alignment of the questionnaire questions with the study objectives. 3.10 Data Analysis and Presentation The study conducted quantitative analysis, focusing on numerical data to measure differences between groups, assess relationships between variables, and rigorously test hypotheses. This approach was employed to investigate the relationship between personality traits and work engagement among medical doctors practicing at the M.P Shah Hospital. Data was checked for completeness and free of error prior to entry into the Statistical Package for Social Sciences version 24.0 for analysis. The characteristics of the participants, which included the demographic information, were analyzed and presented as frequencies and percentages for categorical data, and as means with standard deviation for continuous data. The pattern of personality traits and the work engagement of the medical doctors were analyzed and presented as frequencies and proportions. The association between personality traits and work engagement was assessed by the use of analysis of variance (ANOVA) test. Statistical significance was considered where the p-value < 0.05. 3.11 Ethical Clearance and Approval Prior to initiating the actual field study, the researcher sought ethical approval from the Strathmore University Ethics and Review Committee. In the consent from, the researcher 30 provided a comprehensive explanation of the study’s purpose to the participants, outlining the associated benefits and risks. Each participant had the autonomy to decide whether to participate or decline, and they could withdraw said consent when the deem it fit. In summary, the consent from included details such as the researcher’s name and contact information for any further queries, the research undertaking’s purpose, assurances of confidentiality and participant anonymity, and emphasis on voluntary participation. The study obtained necessary permissions from M.P Shah hospital, the university ethics department and the National Commission for Science, Technology, and Innovation research permit to proceed with the research. 31 CHAPTER 4: ANALYSIS AND PRESENTATION OF RESEARCH FINDINGS 4.1 Introduction The results of the study were presented in this chapter whose broad objective was to assess the relationship between personality traits and work engagement in medical doctors at the M.P. Shah Hospital. A total of 62 doctors were interviewed. This chapter presented the socio- demographic characteristics of the study participants, the descriptive statistics in relation to the variables of the study, correlation analysis results and regression analysis results. The chapter summary is also included. 4.2 Socio-Demographic Characteristics The majority of the study participants were aged between 28 to 38 years (85.5%), were male (67.7%), and were residents (62.9%). For participants that were residents, majority were in year 5 (14.5%) of the study. The results are shown in Table 1. Table 4. 1: Socio-demographic characteristics of the study participants Frequency (n=62) Percent Age in years 18 – 27 1 1.6 28 – 38 53 85.5 38 – 47 6 9.7 ≥48 2 3.2 Sex Male 42 67.7 Female 20 32.3 Speciality General practitioner 9 14.5 Consultant 14 22.6 Resident 39 62.9 Year of study 1 8 12.9 2 5 8.1 3 7 11.3 4 7 11.3 5 9 14.5 6 3 4.8 N/A (Cons. /Gen. Prac.) 23 37.1 32 4.3 Validity and Reliability Tests The reliability of the data collection instrument was evaluated using Cronbach's alpha, a widely recognized measure for assessing instrument reliability. Cronbach's alpha provides researchers with insights into the internal consistency and coherence of the items, allowing them to gauge the proportion of variance attributed to the construct under study. This measure aids in determining whether items should be retained or discarded, as well as facilitating comparisons of reliability across different scales or instruments. By furnishing a dependable estimate of internal consistency, Cronbach's alpha enhances the validity and trustworthiness of the data garnered through the instrument (Bland & Altman, 1997). Validity pertains to the extent to which a questionnaire accurately measures its intended constructs. The Kaiser-Meyer-Olkin (KMO) measure serves as a statistical tool for assessing sampling adequacy, gauging whether the data is conducive for factor analysis. Calculated on a scale from 0 to 1, a higher KMO value signifies better suitability for factor analysis. A commonly accepted criterion suggests that a KMO value exceeding 0.7 indicates adequate data for factor analysis, whereas values below 0.5 are deemed inadequate. Table 4. 2: Reliability and Validity Tests Variable N of Items Cronbach's Alpha KMO Statistics Decision Rule Openness 7 .814 .781 Accept Conscientiousness 10 .707 .666 Accept Extraversion 10 .811 .759 Accept Agreeableness 10 .772 .826 Accept Neuroticism 10 .734 .806 Accept Work Engagement 18 .907 .816 Accept Source: Author, (2024) Table 4.2 indicates that all the variables have Cronbach’s Alpha above 0.7 showing internal consistency of the research instrument. Openness however, had Cronbach’s Alpha below 0.7 that led to removal of 3 statements to ensure that the variable has acceptable internal consistency for undertaking analysis. The KMO values are also high indicating that the data is conducive for undertaking factor analysis. 33 4.4 Descriptive Statistics The descriptive statistics that were undertaken in the study sought to determine the manner in which the study respondents responded to each of the questions. The study therefore sought to determine the mean responses to determine in average the level of agreement or disagreement with the accuracy of each statement. The standard deviation was also determined to understand how the respondents differed from the mean of the responses. The higher the standard devioation, the higher the disparity from one respondent to the other. The mode was also determined to determine what majority of the respondents felt about each of the statement. 4.4.1 Openness There were initially 10 statements that sought to test openness as a personality trait among the respondents. However, there was no internal consistency among 3 statements that were removed from the study and therefore a prevailing 7 statements were assessed to determine openness of the study respondents. Table 4.3 indicated the descripve statistics for this variable. Table 4. 3: Openness Among Medical Doctors at MP Shah Hospital Statistics Have a rich vocabulary Have a vivid imagination Have excellent ideas Am quick to understand things Use difficult words Spend time reflecting on things Am full of ideas N Valid 62 62 62 62 62 62 62 Missing 0 0 0 0 0 0 0 Mean 3.61 3.97 4.02 4.10 2.45 4.10 3.68 Mode 4 5 4 5 1 5 4 Std. Deviation 1.136 1.008 .932 .953 1.289 1.051 1.083 Variance 1.290 1.015 .869 .909 1.662 1.105 1.173 Source: Researcher, (2024) The mode of most of the statements was 5 and 4 indicating that majority of the respondents strongly agreed or agreed with the statements showing their personality in relation to openness. Majority of the respondents on the statement “use difficult words” had a mode of 1 indicating that they strongly disagreed indicating that the trait did not represent them. The statement with the highest standard deviation was “Have a rich vocabulary” indicating that majority of the respondents had a higher differing opinion in regard to this statement, and there was therefore a larger deviation from the mean. The statement with the smallest standard deviation was “Have 34 Excellent Ideas” Indicating that most of the respondents were in agreement that they had excellent ideas. The standard deviation was only 0.932 and therefore the responses were close to the mean of 4.02. 4.4.2 Conscientiousness There were 10 statements in regards to conscientiousness where the respondents were required to determine whether the statements accurately reflected their personality traits. Their responses for each of the statements are summarized in table 4.4, to determine their mean, mode and standard deviation. Table 4. 4: Conscientiousness Responses Am always prepared Leave my belonging s around Pay attention to details Make a mess of things Get chores done right away Often forget to put things back in their proper place Like order Shirk my duties Follow a schedule Am exacting in my work N Valid 62 62 62 62 62 62 62 62 62 62 Missing 0 0 0 0 0 0 0 0 0 0 Mean 3.66 3.81 4.35 4.16 3.00 3.68 4.11 4.31 3.61 3.65 Mode 4 5 5 5 4 5 5 5 4 4 Std. Deviation 1.007 1.252 .993 1.134 1.280 1.315 1.088 .879 1.107 1.073 Source: Researcher, (2024) The summary of responses regarding conscientiousness shown in Table 4.4 reveals intriguing patterns within the dataset. The mode for several statements, such as "Pay attention to details," "Like order," and "Follow a schedule," predominantly centered around 5, indicating a strong agreement among respondents with these conscientious traits. Conversely, the mode for statements like "Leave my belongings around" and "Often forget to put things back in their proper place" gravitated towards 5, suggesting a tendency among some respondents to exhibit behaviours incongruent with conscientiousness. Notably, the statement with the highest mean, "Make a mess of things," indicates a relatively strong disagreement among respondents, suggesting that most do not perceive themselves as being prone to disorderliness. However, the varying standard deviations across statements underscore the diversity of perspectives within the sample, with some traits eliciting more consensus than others. This suggests a nuanced understanding of conscientiousness among respondents, wherein certain traits are 35 more universally embraced than others, highlighting the multidimensionality of this personality construct. 4.4.3 Extraversion There were also 10 statements in regard to extraversion personality traits among medical doctors at MP Shah Hospital. The table below summarizes the responses of the study respondents in regard to each of the statements indicated. Table 4. 5: Extraversion Personality Traits Statements Statistics Am the life of the party Don't talk a lot Am interested in people Keep in the background Start conversations Have little to say Talk to a lot of different people at parties Don't like to draw attenti on to myself Don't mind being the centre of attention Am quiet around strangers N Valid 62 62 62 62 62 62 62 62 62 62 Missing 0 0 0 0 0 0 0 0 0 0 Mean 2.40 2.73 3.82 2.77 3.39 3.00 2.26 2.13 2.10 2.19 Mode 1 2 4 2 4 4 1 1 1 1 Std. Deviation 1.348 1.308 1.109 1.207 1.272 1.318 1.254 1.194 1.197 1.128 Source: Researcher, (2024) Table 4.5 presenting responses related to extraversion personality traits offers valuable insights into the tendencies of the surveyed doctors. Across various statements, such as "Am the life of the party," "Start conversations," and "Talk to a lot of different people at parties," the mode predominantly gravitates towards 1 or 2, indicating a tendency among respondents to express introverted traits or exhibit reserved behaviour in social settings. Conversely, statements like "Am interested in people" and "Don't mind being the centre of attention" garnered modes closer to 4, suggesting a more balanced distribution of responses, with some respondents expressing extraverted inclinations. However, the relatively low means across most statements underscore a general inclination towards introverted traits within the sample, with respondents tending towards reticence and a preference for solitude rather than seeking out social stimulation. Additionally, the varying standard deviations highlight the diversity of perspectives within the dataset, indicating differing levels of agreement or 36 disagreement with each extraversion trait among respondents. This portrayal of extraversion traits among the surveyed individuals underscores the complexity and multidimensionality of personality characteristics within the context of social behavior. 4.4.4 Agreeableness The personality trait was assessed among the medical doctors at MP Shah hospital in 10 different statements. The respondents indicated the extent to which they agreed or disagreed with each statements. The summary of their responses is as indicated in Table 4.6. Table 4. 6: Summary of Responses on Agreeableness Personality Trait Feel little concern for others Feel comfortable around people Do not Insult people Sympathize with others' feelings Am interested in other people's problems Have a soft heart Am really interested in others Take time out for others Feel others' emotions Make people feel at ease N Valid 62 62 62 62 62 62 62 62 62 62 Missing 0 0 0 0 0 0 0 0 0 0 Mean 1.45 3.45 4.73 4.19 4.16 3.94 4.15 3.74 3.89 3.77 Mode 1 4 5 5 5 4 5 4 5 5 Std. Deviation 1.035 1.169 .772 1.006 .944 1.022 .973 .991 1.057 1.165 Source: Researcher, (2024) Table 4.6 elucidates the respondents' perspectives on various aspects of agreeableness, offering insights into their interpersonal tendencies and attitudes towards others. Notably, the mode for statements such as "Do not insult people," "Sympathize with others' feelings," and "Make people feel at ease" predominantly gravitates towards 5, indicating a strong agreement among respondents with these agreeable behaviours. Conversely, the mode for "Feel little concern for others" aligns with 1, suggesting a prevalent disagreement among respondents with this trait, emphasizing their inclination towards compassion and empathy. Furthermore, the relatively high means across most statements underscore a general propensity towards agreeable behaviours within the sample, reflecting a collective disposition towards kindness, understanding, and positive social interactions among the medical professionals surveyed. Moreover, the standard deviations across the statements shed light on the diversity of perspectives within the dataset, revealing varying levels of agreement or disagreement with 37 each agreeableness trait among respondents. While some traits elicit more uniform responses, such as "Do not insult people" with a low standard deviation, others, like "Feel comfortable around people" or "Make people feel at ease," exhibit greater variability, indicating differing perceptions among respondents. This portrayal of agreeableness traits underscores the complexity of interpersonal dynamics and individual differences in social behavior among medical professionals, emphasizing the importance of understanding and fostering agreeable traits in healthcare settings to promote positive patient outcomes and professional collaboration. 4.4.5 Neuroticism Personality traits in regards to neuroticism among medical doctors at MP Shah Hospital were determined using 10 different statements. The summary of responses by the respondents is indicated in Table 4.7. Table 4. 7: Summary of Responses on Neuroticism Am relaxed most of the time Get stressed out easily Worry about things Seldom feel blue Am easily disturbed Get upset easily Change my mood a lot Have frequent mood swings Get irritated easily [4 feel blue] N Valid 62 62 62 62 62 62 62 62 62 62 Missing 0 0 0 0 0 0 0 0 0 0 Mean 2.60 2.66 3.58 2.50 2.58 2.26 2.24 1.71 2.44 3.68 Mode 2 2 4 2 2 1 1 1 1 4 Std. Deviation 1.137 1.354 1.153 1.083 1.313 1.342 1.276 .998 1.263 1.212 Source: Researcher, (2024) The table provides an insight into the neuroticism traits among medical doctors at MP Shah Hospital, offering a glimpse into their emotional stability and susceptibility to stressors. Notably, the mode for statements like "Get stressed out easily," "Worry about things," and "Get upset easily" predominantly aligns with 4, indicating a notable tendency among respondents to experience emotional distress and exhibit anxious tendencies. Conversely, the mode for "Am relaxed most of the time" and "Seldom feel blue" gravitates towards 2, suggesting a moderate level of agreement among respondents with these emotionally stable traits. The relatively high means across several statements, particularly "Worry about things" and "Get upset easily," underscore a prevalent disposition towards neuroticism among the surveyed medical 38 professionals, highlighting potential challenges in managing stress and maintaining emotional equilibrium within the demanding healthcare environment. Moreover, the standard deviations across the statements reveal varying degrees of variability