Mediating Role of Vocational Interest in the Relationship between Personality and Job Satisfaction: Insights from Cost Engineers

Abstract

Job satisfaction is important as it ensures employees perform at a high level and lessens their intention to quit. It is not known what personality traits are suitable to be a cost engineer and the extent to which an interest in cost engineering (vocational interest) plays a part in achieving job satisfaction. This research investigated the personality traits that contribute to job satisfaction among cost engineers and how vocational interest influences the relationship between personality and job satisfaction. Survey research method was adopted. Data was collected using a structured questionnaire, via an online survey with cost engineers. The mediated multiple linear regression analysis was conducted using ordinary least squares path analysis, performed by PROCESS SPSS macro. The research findings are: (1) individuals with low neuroticism and high openness traits experience high job satisfaction as cost engineers; (2) individuals with high extraversion, high agreeableness and high conscientiousness tend to have high vocational interest in cost engineering; and (3) vocational interest mediates the relationship between personality and job satisfaction. This study contributes to knowledge by advancing understanding of the complex relationships between personality, vocational interest and job satisfaction. It went beyond the conventional direct person-job fit by simultaneously testing person-job fit and person-vocation fit. The novel discovery is that even when there is no good person-job fit due to mismatched personality trait for a job, this deficiency can be overcome by having appropriate person-vocation fit through high vocational interest. The empirical evidence enriches the knowledge base on person-environment fit theory. The findings contribute to academic knowledge within the architectural, engineering and construction (AEC) sector on how to improve workplace satisfaction, optimize human resource strategies, and address retention challenges. By investigating the factors influencing job satisfaction of cost engineers, this study has tangible benefits for both organizations and individuals within the AEC workforce. Cost engineers need to possess the right personality traits to achieve job satisfaction. This starts with job seekers finding out for themselves what their personality traits are. At the preemployment stage, individuals with high openness trait could consider becoming cost engineers even if they have not developed a deep vocational interest. Individuals who are highly neurotic should avoid cost engineering jobs. Individuals with high levels of extraversion, agreeableness, or conscientiousness may find a cost engineer’s job appealing, as these traits are conducive to developing a strong vocational interest in cost engineering. Vocational interest is easily cultivated in individuals with these traits, leading to better job satisfaction. Employers should offer structured internships for fostering vocational interest in college students. Additionally, employers can improve job satisfaction by prioritizing candidates who demonstrate a strong vocational interest. Vocational interest may be checked by presenting realistic work scenarios for candidates to solve during the hiring stage.