ABSTRACT
This study focuses on examining the role of leaders' Five-Factor Model (FFM) personality traits in their mentoring quality and mentees' job satisfaction. It has also examined how leaders' mentoring quality impacts mentees' job satisfaction, leading to their job performance at the workplace. The study used an explanatory research methodology to determine the cause-and-effect relationship between mentors' FFM personality characteristics, mentoring quality, and mentees' job satisfaction and job performance. The study was based on path-goal theory and the Big Five-Factor Model of personality characteristics, and a questionnaire was utilized to collect information on the model's constructs. Following the non-probability convenience sampling technique, the empirical data were collected from the academic and non-academic staff of public and private higher education institutions (HEIs) located within Pakistan on five-point Likert scale. The proposed hypotheses were tested by using PLS software. Four main conclusions were derived from this study. First, the leaders' openness to new experiences, agreeableness, and emotional stability substantially influenced the mentees' job satisfaction. Surprisingly, the leaders' conscientiousness and extraversion qualities did not affect the job satisfaction of the mentees. Second, the findings demonstrated that the openness to experience, conscientiousness, and extroversion has a considerable influence on leaders' mentoring quality, but agreeableness and emotional stability have a negligible impact. Third, the mentoring quality of the leader had a substantial effect on the job satisfaction and work performance of the mentees. Fourth, this study confirmed the belief that mentees' job satisfaction has a favorable influence on their job performance within the context of Pakistan's educational sector. The current study's findings provided valuable insights to the educational institutions about which personality traits they need to foster in their leaders, making them an excellent leader to enhance their mentees' job satisfaction and job performance within their organizational settings.
ABSTRACT
This study investigates the relationship between mindfulness, gratitude, and psychological wellbeing of young individuals in Pakistan with the potential role of hopefulness as a mediator between mindfulness, gratitude, and wellbeing. Data were collected from young individuals (18-40 years old) from Pakistan. A total sample of 500 participants was collected by employing the online survey questionnaire, and 374 questionnaires were duly filled and returned. The PLS-SEM technique was used to test the proposed hypotheses. The results of the study found that there is a strong direct relationship between gratitude, mindfulness, and hopefulness, and mindfulness is also strongly correlated with wellbeing. However, the relationship between gratitude and wellbeing was not statistically significant. Moreover, the mediation results reveal that the relationship between mindfulness, gratitude, and wellbeing is significantly mediated by hopefulness. This shows that gratitude and mindfulness are crucial in enhancing wellbeing through hopefulness. This study is an important contribution to validating the broaden-and-build theory, which suggests that hopelessness is a significant factor of a depressive state. It can be indicated that inducing hopefulness could be a significant element of the treatment plan of professional clinical psychologists.
