Personality and Cognitive Emotion Regulation as Predictors of Job Satisfaction

This study examined personality traits and cognitive emotion regulation strategies as predictors of job satisfaction among employees of information technology companies in Tehran, Iran. Using a cross-sectional descriptive-correlational design, ۲۰۱ employees were recruited through stratified multistage cluster sampling and completed the Job Satisfaction Survey (JSS), Iranian Big Five Personality Questionnaire (GARDON), and Cognitive Emotion Regulation Questionnaire–Short Form (CERQ-Short). Data were analyzed using correlation analyses and hierarchical multiple regression in SPSS ۲۷. Neuroticism was negatively associated with job satisfaction (r = −.۳۳۳, p < .۰۰۱), whereas extraversion showed a positive association (r = .۲۶۴, p < .۰۰۱); agreeableness was also negatively correlated with job satisfaction (r = −.۱۷۵, p < .۰۱), while openness and conscientiousness were not significant. Among adaptive cognitive emotion regulation strategies, acceptance (r = .۲۸۳, p < .۰۰۱) and positive reappraisal (r = .۱۷۹, p < .۰۱) were positively associated with job satisfaction, whereas refocus on planning showed a strong negative association (r = −.۴۴۶, p < .۰۰۱). Among maladaptive strategies, other-blame was significantly negatively related to job satisfaction (r = −.۴۰۲, p < .۰۰۱), while self-blame, rumination, and catastrophizing were not significant. Hierarchical regression indicated that maladaptive strategies, adaptive strategies, and personality traits jointly explained ۱۷.۷% of the variance in job satisfaction (R² = .۱۷۷). Overall, the findings suggest that both personality characteristics and cognitive emotion regulation processes contribute to individual differences in job satisfaction among IT employees.

کلیدواژه ها:

job satisfaction ، personality traits ، cognitive emotion regulation ، neuroticism ، information technology employees