RELATIONSHIP BETWEEN PERSONALITY TRAITS,

CAREER ADAPTABILITY AND INDIVIDUAL CAREER

SUCCESS:
A STUDY OF BANKING SECTOR IN PAKISTAN

BY

SALMAN ZAHID

16002220306

Master of Philosophy

Department of Management Sciences

UNIVERSITY OF GUJRAT

Session 2016-18
Salman Zahid Master of Philosophy (HRM) 2016-18
 RELATIONSHIP BETWEEN PERSONALITY TRAITS,
CAREER ADAPTABILITY AND INDIVIDUAL CAREER
SUCCESS:
A STUDY OF BANKING SECTOR IN PAKISTAN

A Thesis Submitted in Partial Fulfillment of the Requirements for the

Award of Degree of

Master of Philosophy
In
Business Administration

BY

SALMAN ZAHID

16002220306

Department of Management Sciences

UNIVERSITY OF GUJRAT

Session 2016-18
 ACKNOWLEDGEMENT

All gratitude and thanks to almighty “ALLAH” the gracious, the most merciful and beneficent
who gave me courage to undertake and complete this task. I am very much obliged to my ever
caring and loving parents whose prayers have enabled to reach this stage.

I am grateful to almighty “ALLAH” Who made me able to complete the work presented in
this thesis. It is due to his unending mercy that this work moved towards success.

I am very grateful to my research supervisor Mr. Yasir Aftab Farooqi for providing me
guideline and help me to conduct this research and composition of thesis.

I feel great pride and pleasure on the accomplishment of this thesis.

(Salman Zahid)

(i)
 DEDICTION

I dedicate this thesis to my beloved parents who inspired me to get higher studies and
respectable teachers who always helped me throughout my studies from writing the first word
in school till completion of this thesis.

(Salman Zahid)

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 DECLARATION
I, Salman Zahid S/O Zahid Mehmood, Roll number, 16101720-005, student of Master of
Philosophy in Business administration (HRM), Department of Management sciences,
University of Gujrat, Pakistan, hereby solemnly declare that this thesis titled “Relationship
between personality traits, career adaptability and individual career success: A Study of
Banking sector in Pakistan” is based on original work, and has not yet been submitted or
published elsewhere. I also solemnly declared the entire thesis is free of deliberate plagiarism
and I shall not use this thesis or any other university or institutions.

I also understand that if evidence of plagiarism is found in my thesis at any stage, even after
the award of the degree, the degree shall be cancelled or revoked by the University authority.

(Salman Zahid)

It is certified that Salman Zahid S/O Zahid Mehmood, Roll number 16101720-005 student of
Master of Philosophy in Business administration (HRM), Department of Management
sciences, University of Gujrat, Pakistan worked under my supervision and the above stated
declaration is true to the best of my knowledge.

__________________________
Mr.Yasir Aftab Farooqi
Assistant profassor, Department of Management Sciences
University of Gujrat, Punjab, Pakistan.
Email:
Dated:

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 THESIS COMPLETION CERTIFICATE

It is certified that this thesis titled “Relationship between personality traits, career adaptability
and individual career success: A Study of Banking sector in Pakistan” by Salman Zahid S/O
Zahid Mehmood, Roll number 16101720-005, student of Master of Philosophy in Business
administration (HRM), Department of Management sciences, University of Gujrat, Pakistan,
is evaluated and accepted for the award of degree “Master of Philosophy (Business
Administration)” in HRM.

The evaluation report is available in the Directorate of Advance Studies and Research Board
of the University.

__________________________
Name and Signatures of External Examiner
Designation:
Official Address:
Email:

________________________
Mr. Yasir Aftab Farooqi
Assistant professor, Department of Management Sciences
University of Gujrat, Punjab, Pakistan.
Email:
Dated:

__________________________
Dr. Muhammad Usman
HoD
Department of Management Sciences
University of Gujrat, Punjab, Pakistan
Email:
Date:

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 TABLE OF CONTENTS
CONTENTS PAGE

LIST OF TABLES
LIST OF FIGURES
LIST OF APPENDICES
ABSTRACT
CHAPTER-01: INTRODUCTION
1.1. Problem Statement
1.2. Research Questions
1.3. Objectives of the Study
1.4. Significance of Research work
CHAPTER-02: LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT
2.1. Personality Traits
2.2. Selection of Personality Traits
2.3. Extraversion
2.4. Agreeableness
2.5. Conscientiousness
2.6. Career Adaptability
2.7. Individual Career Success
2.8. Personality Traits and individual Career Success
2.9. Mediating Role of Career Adaptability
2.10. Conceptual Framework
CHAPTER-03: RESEARCH METHODOLOGY
3.1. Population of the Study
3.2. Sampling Technique
3.3. Sample Size
3.4. Measures
3.4.1. Personality Traits
3.4.2. Career Adaptability
3.4.3. Individual Career Success
3.5. Pilot Study
3.6. Analytical strategy
3.7. Data Collection Procedure
CHAPTER-04: RESULT

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 4.1. Demographic Statistics
4.2. Descriptive Statistics
4.3. Validity and Reliability Analysis
4.4. Heterotrait-Monotrait Ratio (HTMT)
4.5. Fornell-Larcker Criterion
4.6. Model fitness
4.7. Path Analysis
4.8. Indirect Effect-Mediation Analysis
CHAPTER-05: CONCLUSIONS AND RECOMMENDATIONS31
5.1. Discussion
5.2. Theoretical and Practical Implications
5.3. Limitations and Future Directions
5.4. Conclusion
References

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 LIST OF TABLES
CONTENTS PAGE

Table-3.1: Reliability Analysis Based on Pilot Study20

Table-4.1: Demographic Analysis22
Table-4.2: Descriptive Statistics23
Table-4.3: Validity and Reliability Analysis24
Table-4.4: Heterotrait-Monotrait Ratio26
Table-4.5: Fornell-Larcker Criterion26
Table-4.6: Model Fitness27
Table-4.7: Path Analysis27
Table-4.8: Indirect Effect (Mediation Analysis)29
Table-4.9: Hypotheses Results30

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 LIST OF FIGURES
CONTENTS PAGE

Figure- 1: Conceptual Framework

Figure- 2: PLS-Output

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 LIST OF APPENDICES
CONTENTS PAGE

Appendix-1: Questionnaire
Appendix-2: Turnitin Originality Report6

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 ABSTRACT
The objective of this research is to evaluate relationship among personality traits, career
adaptability, and individual career success. Three personality traits e.g., agreeableness,
conscientiousness, and extraversion are adapted to access career adaptability and individual
career success among banks employees. The conceptual model is based on theoretical
underpinnings among aforementioned variables; where, independent variables are personality
traits e.g., agreeableness, conscientiousness, and extraversion, career adaptability as mediator
and individual career success as variable of interest. An adapted survey questionnaire is used
to collect data. Data is collected from bank employees of major national level banks working
and employed within Gujranwala region e.g., Gujranwala, Sialkot, Narowal, Hafizabad,
Mandi Bahauddin, and Gujrat districts. The targeted employees are working at different
positions across the banks. Convenience sampling technique is used to collect data. Total
sample size is four hundred and fifty (450). Collected data is passed through screening before
applying statistical analysis. Statistical package for social sciences version -21 (SPSS-21) and
Smart_PLS version-3 are used for statistical analysis. PLS Algorithm and Variance based
structure equation model (SEM) with bootstrapping are used to evaluate structural and
measurement models. The results show the structural fitness of model in structural model and
positive significant relationships among proposed paths in measurement model. Results also
highlight full mediation of career adaptability among personality traits e.g., agreeableness,
conscientiousness, and extraversion and individual career success. The aforementioned results
have managerial implications and highlight the importance of personality traits in determining
career adaptability and individual career success.

Keywords: Agreeableness, conscientiousness, extraversion, career adaptability, individual

career success

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 CHAPTER-01
INTRODUCTION
Financial sector plays the vital role at the backbone in any economy of the world. The scope
of banking sector in Pakistan is continuously increasing and expanding day by day.
Approximately there are thirty four commercial banks working in Pakistan. Now a days
financial institutions facing the different challenges like privatization and liberalization of
policies. This put stress on both financial institutions and employees (Malik, 2011). The
changes in technology, working strategies and usage of electronic commerce have
transformed the banking sector into more complexion and competitive bodies. The financial
institutions business environment is marked with hyper competition. The top priority of the
financial sector is to hire and retain employees with better and advanced skills that will
benefit to institution. So, financial sector need more skilled employees to retain and maintain
their loyalty to compete and manage customer issues. This also helps to attain the required
advantages in financial sector’s factors such as service quality, cooperative behaviour and
customer satisfaction level (Rehman, 2012). It is well documented in the literature that
retaining strong Employee-consumer link provides significant contributions in performance of
banks (Palmatier, Scheer, & Steenkamp, 2007). In spite of this, a survey report of an industry
record that around 50% employees fail annually to meet the targets of banks (Ahearne,
Boichuk, Chapman, & Steenburgh, 2012). Therefore, organizations like banks invest in order
to enhance performance of their employees. Many organizations make huge investments in
order to improve employee behaviour (Costa and McCrae, 1992; Hurtz and Donovan, 2000).
The aforementioned survey by Ahearne et al (2012) through record that employees
understand that within organizations their position is more challenging. Employees routinely
face pressure of high level, conflict, hardships and downfall because of interest conflicts,
goals and of their position demand, organizations and consumers (Schertzer 2005; Homburg
2011). A successful career implies the achievement of valued effects and specific results
desired by an individual in his or her career (Merbedone, 2011). Moreover, marketplace
which is ever-evolving affects the several activities performed by employees (Hartmann &
Rutherford, 2015; Plouffe & Barclay, 2007).
Shukla and Sinha (2013) explained in their study that employees who had great desire to take
new opportunities for better career, banks should provide better and positive environment in
which employees work easily and satisfactorily. For better productivity banking sector need
to improve condition of work and environment while maintaining and accommodating the
employees if they have any stress related to career. Banking sector should provide friendly
relationship between the management and employees (Satar & Ahmad 2014). Moreover
mismatching personality with the job is very critical issue in any bank (Cui, 2017).

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 Consequently, researchers try to explore personal factors and organizational factors that
support the employee for the career success. Individual career success can be considered a
main aspect which retains the banking sector competitive in the market because successful
employees are the main asset of a bank (Hashim, 2015). Career success is the ultimate goal of
career development among all outcomes. The concern of success is not only related to an
employee but it also concern with the organizational success. Researchers have been
exploring the effects of different variables as predictor of individual career success
(Aburumman, Salleh, Omar, & Abadi, 2020; Federici, Boon, & Den Hartog, 2019; Zhu, Cai,
Buchtel, & Guan, 2019; Fasbender, Wöhrmann, Wang, & Klehe, 2019). Among these
personality traits e.g., agreeableness, conscientiousness, and extraversion (Avram,
Burtaverde, & Zanfirescu, 2019; Lounsbury, Steel, Gibson, & Drost, 2008) and career
adaptability (Federici, Boon, & Den Hartog, 2019; Ocampo, Restubog, Liwag, Wang, &
Petelczyc, 2018; Haibo, Xiaoyu, Xiaoming, & Zhijin, 2018) have great effect on the
workplace dynamics of the individual career success. The most important challenge for
everyone is the success at work because it is related to organizational success (Paleczek,
2018). Employee career belief plays the crucial role in the career success. Therefore,
researchers focus to find out the direct relationship between personality traits and individual
career (Abele & Spurk, 2011). The present pace of technical development and the growing
global race makes us look onward to a persistent need for the changing behaviour in the
future (Armenakis & Harris, 2009). The challenge of attaining strategic altering behaviour of
the organizations has developed focus in the 21st century (Aveni, 2013).
The current study focuses on the personality traits of employees and their role in development
of career adaptability and individual career success. The role of the personality has been given
much importance in the career development of employee as it plays significant role in
behavior development (Barrick & Mount, 2015). In recent years researchers have focused the
relationship of personality and career adaptability with the career success (Neureiter, & Traut-
Mattausch, 2017; Ocampo et al., 2018; McLennan, McIlveen, & Perera, 2017; Ahmed, Isa,
Majid, Zin, & Amin, 2017; Xie, Xia, Xin, & Zhou, 2016; Avram, Burtaverde, & Zanfirescu,
2019; Zhu et al., 2019; Seibert & Kraimer, 2013). According to Meyer et al (2014) the
conception of personality includes attitudes, stabile motives and direction of individual’s
actions and experiences. Personality is recognized as having a great effect on the elements
connected to career adaptability (Leutner et al, 2014), and individual career success (Zhao et
al, 2005).
Sinha and Srivastava (2013) investigate that personality traits are important predictors of
individual career success. The theory of big five personality traits consist of extraversion,
neuroticism, openness to experience, agreeableness and conscientiousness (Goldberg, 1992),

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from these five personality traits extraversion, agreeableness and conscientiousness are more
related to the individual career success (Obschonka and Stuetzer, 2017). Zhao et al (2010)
conducted analysis through which determined that extraversion, conscientiousness and
agreeableness were most strongly related with career adaptability and individual career
success.
The only constant in today's dynamic organizations is career adaptability to the changing
environment (Anderson, 2002). Employees are continually necessary to adjust altering
environment to sustain position in the banks (Anderson, 2002). The variations are an
unavoidable part of today's market. An overview of the career adaptability effort initiated by
different banks have shown that almost about 70 % of employees initiatives have resulted in
failure because of their mismatching personality with their job (Amis, 2013). This low rate of
success is always a concern for professionals associated with changes in banking environment
(Homburg 2011). For instance, modern employees frequently interact with consumers that
have better connection with organizations, having more knowledge and thus more influential
in employee-consumer relationships (Agnihotri, Dingus, Hu, & Krush, 2016). Employees
have feedback to complex and excessive demands of customer’s innovative product and
services offerings rates, technological advancements (Sheth & Sharma, 2018). In feedback,
modern employees have to collect information at greater extent, find wide ranging solutions
and exclusive customers demand and adjust according to different required personality traits.
Career adaptability is the ability in which a person fit with the current and future job
requirement. This ability helps the individual to adopt the behavior according to the career
demands (Johnston, 2016).

Banking is a difficult job position because it requires multiple personality traits to cope and
tackle different needs of diverse customers, development of personality skills in employees is
always a hot issue in organizations so employees could be developed by enhancing or even
implanting personality traits by training (Johnston, 2016). These personality traits could be
helpful in achieving such difficult targets like in banks.
To cover the aforementioned issues, this study investigates the impact of personality of
employees on their career success at work and the mediating effects of career adaptability on
these relationships. The purpose of this study is to contribute to the literature in different three
ways. Firstly the effect of the personality traits (agreeableness, extraversion and
conscientiousness) on individual career success (Ito & Brotheridge, 2005; Klehe et al., 2011) ,
secondly the effect of personality traits (agreeableness, extraversion and conscientiousness)
on career adaptability and the third one is that career adaptability mediates the relationship
between personality traits and individual career success (Hall, 2002).

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1.1. Problem Statement
Currently employees of Organizations are showing resistance towards adopting
technological advancement, as banking is a highly challenging, dynamic and stressful
occupation, as it requires employees with such type of personality traits that fit with
nature of job (Wiggings, 2015). Most of the banks are not in a position to achieve
their targets because they fail in recruiting employees with such type of personality
traits that are necessary for achieving targets (Johnston, 2016). Employees of any
organization see their job to be most challenging (Ahearne, 2012) because on daily
basis they face pressure, adversity and failure, this occurs because of conflicts in
interest, objectives, organizational and customer demands (Dixon & Schertzer, 2005;
Homgurg, 2011). Employees should also respond to unique and complex service
demands of customers (Sheth & Sharma, 2008). Employees should respond to such
type of unique service demands by collecting a broad range of information and
developing a wide range of solution for delivering service at a superior level and
satisfy customer. Global Human Capital Report that is published in 2017 ranked
Pakistan at 125 out of 130 positions, this report rank countries on the basis of how
well a country perform in education, skill development and infrastructure. Personality
traits can help employees in adopting career advancement and this could also lead to
help in career adaptability and individual career success (Heibo, 2018).

This research revolves around that how career adaptability mediates the relationship
of personality traits (agreeableness, conscientiousness and extraversion) and
individual career success.

1.2. Research Questions

Following research questions are addressed in this study:

a) How personality traits (agreeableness, conscientiousness, and extraversion)

impact career adaptability and individual career success?
b) What is impact of career adaptability on individual career success?
c) Does career adaptability mediate between personality traits (agreeableness,
conscientiousness, and extraversion) and individual career success?

1.3. Objectives of the Study

Following are research objectives of this study?

a) To analyze impact of agreeableness on individual career success.

b) To analyze impact of conscientiousness on individual career success.
c) To analyze impact of extraversion on individual career success.
d) To analyze impact of agreeableness on career adaptability.
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 e) To analyze impact of conscientiousness on career adaptability.
f) To analyze impact of extraversion on career adaptability.
g) To analyze impact of career adaptability on individual career success.
h) To evaluate mediating role of career adaptability between agreeableness and
individual career success.
i) To evaluate mediating role of career adaptability between conscientiousness and
individual career success.
j) To evaluate mediating role of career adaptability between the relationships of
extraversion and individual career success.

1.4. Significance of Research work

This research contributes in multiple ways e.g., theoretical, contextual, personal and
managerial ways. From theoretical perspective, conceptual framework is developed
explaining relationship among personality traits, career adaptability and career
success. This study is carried in context of banks which helps to understand role of
various personality traits in employees’ career adaptability and career success.
Research adapts banking sector context. Employee also benefitted with understanding
of relationship between personality traits and career success.

From managerial point of view, this study is important for managers because it helps
them in hiring decisions by hiring such type of employees that have enriched
personality traits (agreeableness, conscientiousness and extraversion). These
capacities can be developed and motivated (Seligman, 2016; Youssef & Luthans,
2017). This study is more affective and knowledgeable in explaining the role of
career adaptability between personality traits and individual career success to select
the worker with the specific abilities according the demand of job (Raja & Johns,
2010).

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 CHAPTER-02

LITERATURE REVIEW AND HYPOTHESIS DEVELOPMENT

Individual career success has always been one of the important topics of human resource
management (Haibo et al., 2018). Practitioners always try to understand the causes behind the
fluctuations in the performance of employees in banking sector (Ababneh, 2013). Therefore,
researchers have tried to understand the connection which affects the performance of
employees directly or indirectly and some of these include personality traits (agreeableness,
extraversion and conscientiousness), career adaptability and individual career success. The
literature describe that career development process is beneficial for the employees and
banking sector, the reinforcement in the job plays the crucial role in the human resource
development (McDonald & Hite, 2005). So that, if banks give chance of involvement to the
employees in the career development activities, it can enhance their confidence, commitment,
performance and job satisfaction that leads the banks to success (Ababneh, 2013).
Technology has brought demanded changes like mergers, acquisitions, global competitions,
downsizing and customer’s demands etc. (Ababneh, 2013). The level of loyalty for job has
necessarily changed. These modifications at the banks level have raised the demand of
managing employees at workplace and particularly in the planning and managing employee’s
careers (Patrick & Kumar, 2011). Personality traits (Agreeableness, extraversion and
conscientiousness) better explained the job involvement, productive behavior to work. The
contribution of these three components of personality traits better understand that individual’s
degree of self-control and required for individual career success as well as bank’s career
(Hudson, 2012).
Personality traits should be given the importance which affects the productivity of banks
(Hwang, 2016); it is compulsory to recognize the role of personality traits in the career
success of an employee. Career adaptability is also considered for the success of employees.
Career adaptability demands the specific set of work attitude aptitude, capabilities and
responsible behavior that is important for his adjustment according to the work environment
(Savickas, 2013). Career adaptability is a sum of behaviors, abilities and approaches that a
person uses to fit them with job that are the requirements of the job. This helps an individual
capability to adopt the behavior according to the varying career needs. It is cleared that if a
worker has ability to cope with critical situation while adjusting his emotion mode of thinking
and behavior must proceed towards individual career success (Johnston, 2016). Career
adaptability reflects that employees of an organization manage their current resources to cater
their current and future career needs (Coetzee & Harry, 2013).

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2.1. Personality Traits
A lot of definitions are present in literature regarding personality as Larsen and Buss
(2015) described personality as a set of psychological traits which organize the
individual to adjust himself in physical as well as psychosocial environment.
According to Osif (2014) personality as a distinguish impression an individual shows
on others and patterns inside an individual which explain why he creates a specific
impression on others.

According to the researchers, personality is a set of characteristics that influence the

employee’s cognitions, behaviors and motivations that effect on the employees career
success positively (Klehe, 2011). Personality traits should be given the importance
which effects the productivity of banks (Hwang, 2016), it is compulsory to recognize
the role of personality traits in the career success of an employee. Employees with
different personality carry different of skills and abilities, which create positive result
in individual career success. Individual’s personality traits are achieving importance;
very rare studies have tested how individual personality differences influence
individual career success in banks (Wang et al., 2014). Personality is described as the
ways in which the person responds and interacts with others (Robbins and Judge,
2016). According to the personality psychologists the big five personality traits model
is the superior descriptor of personality (Ward, 2017). This model describes the
personality rather than its types; resultantly, the scores refer the strength of trait
(Schmitt, 2013).

2.2. Selection of Personality Traits

The big five personality traits model describe that personality has major five
dimensions: openness to experience, agreeableness, extraversion, conscientiousness
and neuroticism. Different personality traits related to each personality dimension
(Costa and McCrae, 2018). Personality traits comprise of openness, agreeableness,
neuroticism, extraversion and conscientiousness, from which agreeableness,
extraversion and conscientiousness are more effective for individual career success
(Obschonka and Stuetzer, 2017). An analysis proved by Zhao et al that Individual
career success is strongly based on agreeableness and conscientiousness which is
associated with career adaptability and individual career success (Zhao, 2010). As
conversed above agreeableness, conscientiousness and extraversion are main traits of
personality by which individual career success is influenced because of his
dominance, activeness, enthusiasm and energetic personality (Costa, 2012).
Agreeableness, extraversion and conscientiousness better explained job involvement,
productive behavior to work. The contribution of these three components of
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 personality traits better understand that individual’s degree of self-control which is
required for individual career success as well as bank’s career (Hudson, 2012).
According to example from Brazil, from big five personality traits agreeableness,
extraversion and conscientiousness are positively related to career adaptability and
neuroticism and openness to experience are negatively related to career adaptability
(Teixeira et al, 2012). Same connection found between big five personality traits and
career adaptability in Dutch sample (Van Vianen, Klehe, Koen and Dries, 2012).

2.3. Extraversion
Extraversion is a specific personality trait who is a sociable, assertive, energetic, good
decision maker, determined and motivator (Terzis, 2012). Extroverts keep themselves
conscience and aware about the world (Casidy, 2017). According to Rauschnabel
(2015) extroverts have a good interaction with others and have ability to impress
others by their ideas. Further, extraversion personality relates strongly to career
commitment dimensions (career resilience, career identity, and career
planning).Individuals with the high score of extraversion are mostly social, talkative
and active (Borges, 2016). This type of person always prefer to work in a group and
likes to share and accept ideas with others (Wang, 2015).Extraverts actively pick
social encounters and approach mentors for advice related to the career advancement
(Uppal, 2014). Extraverts are attention seeker due to their talkative behavior and
outgoing nature makes them attention seeker owing to which they have ability to sort
out career challenges (Judge, 2017). High scorers with extraversion trait are generally
bold, talkative, mature active, sociable, adventures, energetic and assertive (McCrea
& John, 2012). Extraversion has positive relation with the job performance in
occupation that is necessary for social interaction (Barrick & Mount,2015).Thus, this
ability keep themselves motivated in the direction to the career success. Extraversion
people have specific qualities of social interaction, enthusiasm, mentally active,
devoted and responsible. They always get pleasure while doing work with team and
they always show good result.

2.4. Agreeableness
This type of people have the quality of adjustment in all field of life as they never
show bad action over any task or adventure they always accept new challenges with
the open heart. Agreeableness personality always treats as friendly manner with
everyone as they are ready to help others in their problems and they always remain
hopeful about their tasks. Flexible personality has a quality of adjustment in any
situation. It becomes easy for them to adapt new environment owing to their flexible
personality. This type of people never create obstacles for others in their work but
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 they prove very helpful and friendly for them, this quality always place them on a
high level of performance (Ramalu, 2011).Agreeableness indicates to the lot of
sources from which an individual select the norms for the right behavior (McCrae &
John, 2012). Individuals with the high score of agreeableness are generally kind,
enthusiastic and sympathetic. Individual with this traits get more value among others
(Larsen & Buss, 2015). People with the high score of agreeableness are more
optimistic, compassionate, forgiving, joyful, polite, and trusting to others. They have
more respect of other beliefs and give preference cooperation rather than competition
(Unal, 2017).

2.5. Conscientiousness
Conscientiousness as a quality always proves as responsible, reinforced, optimistic
with the high level of self-esteem and confidence which makes the worker well
prestige among other coworkers (Burtaverde, 2017), so conscientious people who are
more energetic enthusiastic, self-devoted mostly considered preferable for
entrepreneurial career than traditional style of work(Farrukh, 2016). Higher level of
conscientiousness projected work related results such as income level, job satisfaction
and better involvement in job (Hudson, 2012). Conscientiousness personality trait
gives the more importance to the goals for the individual career success (McCrae &
John, 2012). Individuals having more scores in this trait are generally well aware,
punctual, regular, practical, well organized, and honest with their job (Larsen & Buss,
2015). Having these traits with other consistent behaviors lead a person towards the
greater job security, job opportunity, job satisfaction and dedicated social
relationships (Larsen & Buss, 2015). According to Barrick and Mount (2015),
conscientious person shows better performance at the workplace. Conscientiousness
is taken more important trait of personality that is connected to the better job
performance (Barrick et al, 2005). Conscientious employees are supposed to be more
active for decision making and problem solving and initiative taker at the job place
(Elanain, 2017).The personality of conscientiousness has the trait of honesty,
responsibility, well organized, determined, and diligent (Pawlowska, 2014).
Conscientiousness person always obey rules and regulations and follow the social
norms while working in organization (Wang, 2012). Highly conscientious employees
are highly committed with their work (Macsinga, 2015), therefore, they possibly
believe reciprocal benefits from their banks while their active participation in
knowledge sharing.

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2.6. Career Adaptability
Career adaptability makes worker adjustment easy regarding his career related
changes, work environment, amalgam and successful transition throughout the career
span (Brown, Barnes & Hughes, 2012). For modification and better result companies
have facilitated their workforce with career training, guidance and counseled.
Literature shows some studies suggested that career success, betterment and
outcomes are based on career adaptability, such as successful career transition and
career guidance. Career adaptability creates the quality in workers to adapt and full
fill the new and modify demands of work and to adjust in different environments
(Profeli, 2016). This adaptability demands the specific set of work attitude aptitude,
capabilities and responsible behavior that is important for his adjustment according to
the work environment (Savickas, 2013). Career adaptability is sum of behaviors,
abilities and approaches that a person uses to fit them with job that are the
requirements of the job. This helps an individual capability to adopt the behavior
according to the varying career needs (Autin, 2017). It is cleared that if a worker has
ability to cope with critical situation while adjusting his emotion mode of thinking
and behavior must proceed towards individual career success (Johnston, 2016).
Career adaptability develops the significant guts of personal responsibility for the
work and work development by his self-discipline. These type of employees are more
competent and strive more to show their abilities which are attracted by the work
demands. So that their curiosity for searching modify ways of work and opportunities
has tend to demonstrate creative ideas for improving the work (Profeli, 2016). When
career environment has uncertain circumstances career adaptability makes employee
able to adapt the challenges technically as an expert employee (Zacher, 2014). The
employee who has strong grip on career adaptability he can learn the skills,
knowledge and competencies in the formal way but also in informal way which is
required to gain success in any environment (Pulakos 2000). It is proved by recent
studies that Career adaptability is much closed related to the individual personality
(Teixeira 2012). Career adaptability makes a personable for reciprocal interaction
with the environment and it also maintain the self-regulatory system which helps the
person to set himself for unseen circumstances (Johnston 2016).

According to career construction theory, Persons with high level of career

adaptability may solve the complex and unfamiliar problems arising in employment
tasks and they maintain strong relationships with their colleagues and supervisors
(Savickas & Porfeli, 2012). These special effects strengthen the employees,
confidence and competence in facing complex and problematic tasks at workplace.

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 Employees who are entrenched sincerely in the bank are more willing to stay in that
bank with comfortable network and social relations (Mitchell, Holtom, & Lee, 2001).
Further career adaptability supports personnel to look forward and get ready for
future prospects. Therefore, this type of employees is more confident for career
success and finds new career opportunities in their organizations. Due to these
reasons, such employees are stay longer in the organization. Furthermore, adaptive
employees are apt to believe that they can mold their career goals into reality,
overcome complications and successfully solve their problems which hinder in their
career success (Zacher, 2014). Employees with high level of career adaptability are
more competent and motivated to pursue their current and future job tasks to achieve
their career goals and success.
H1: Agreeableness has positive effect on career adaptability

H2: Conscientiousness has positive effect on career adaptability

H3: Extraversion has positive effect on career adaptability

2.7. Individual Career Success

Individual Career success takes improbable attention in past few eras. Career success
is not only concern with employees but also for the organizations because employee’s
success ultimately contributes to the success of organization (Judge, Higgins, &
Barrick, 1999). Therefore, investigators try to pinpoint the employee and banks
features that ease individual career success (Seibert, 2001). Previous studies defined
that career adaptability; individual career success and organizational success are
strongly linked to each other. The effect of career adaptability will have positive
impact between the relationship of personality traits and individual career success
(Klehe, 2011). Career success is a psychological judgment of an individual with his
own beliefs, interest in job and importance of the work demand and significance of
career success in his life (Heslin, 2005). To choose career is a more important
occupational choice in the life of an individual because it influences the determinant
of the career success (Melamed, 2006). Past researches focus on career related
outcomes on individual’s level of income and job satisfaction.

There are two conceptual approaches of career success first one is objective and
second one is subjective aspect of individual career success (Spurk, 2019). Objective
career success measures with tangible outcomes like promotion, salary and power
(Dries, 2017). Number of promotions in the career, job status and salary attainment
are the main indicator of objective career success because these can be evaluated by
others (Stoltz, 2013). Career success is seen by others judgment which is determined

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 on the basis of objective career success and visible measures. This type of career
success is called objective success as it is judged by observable ways as promotion,
bonus and salary (Singh, 2018). Subjective success is measured by the employee’s
feelings of achievement, inner satisfaction and motivation for his career (Judge,
2013). Career satisfaction, growth, development and subjective judgment of
individual career achievement are subjective measures of individual career success
(Spurk, 2015). According to the report of Ambad and Bahron (2012), about 70
percent organizations are taking initiatives for career development of their employees.
Career success is taken as positive psychological or achievements or work related
achievements that one person achieve in the result of his work experiences. Career
motivation is the most important aspect that directly affects the individual career
success (Megheirkouni, 2017). Individual Career success has grabbed the improbable
attention in last few years. Career success is not only concerned with the employees
but also to banks because individuals’ personal success can ultimately contribute to
bank success (Thoresen, 2015). Therefore, researchers tried to identify the employees
and banks’ factors that assist employees’ career success (Seibert & Kraimer, 2013).

Career success is a platform for an employee which gives the satisfaction to the
employees needs for achieving their goals. Research on individual career success is
not only beneficial for the individual but also for the organization. Because
employees are the most valuable assets for an organization through which
organization can achieve their set targets. For this purpose a lot of attention has been
given to the different factors that have the influence on the individual career success
(Black, 2014).

2.8. Personality Traits and individual Career Success

Career success is generally based on positive individual behavior and work outcomes
because of individual mature decision about his career behavior and work experiences
(Seibert, 2001). Ali (2013) stated a positive association among personality traits and
individual career success in Pakistan’s banking industry. Personality traits has
positive outcomes on the job performance such as increment, competitiveness,
organisational commitment, innovativeness, accountability, risk taking, and low
wastage which leads the employee to the career success (Sahoo & Das, 2011). Thus,
we can say that positive personality traits (agreeableness, conscientiousness and
extraversion) of employees can help the banks to achieve the goals. There are the two
main way on which career success might be strong, either materialistic way such as
salary, job status, promotion and supervisor behavior with his worker ethnic way such
as career satisfaction, adjustment power and self-rated career performance (Heslin,
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2005). Research has found positive correlation between extraversion,
conscientiousness and agreeableness for individual career success (Sorensen, 2005).
Past researches have showed positive association between positive personality and
high level career outcomes. For example, agreeableness, conscientiousness and
extraversion are strong interpreters of career success as job status, level of income
and job satisfaction (Judge, 2013). Hudson. (2015) also showed that agreeableness,
extraversion and conscientiousness described better job selection, greater
organizational interaction and less interaction with the contradictory behaviors at
workplace. The important contribution of conscientiousness, extraversion and
agreeableness to career success is understood as it shows an individual’s level of self-
control and the stability in work is necessary for achievement and cooperation with
others (Judge, 2013). While these studies describe the relationship between the
personality traits and individual career success, but there are still two gaps that need
to be focused. Firstly this study focuses at a job place success for different variety of
employees across the wider life span, but is less informative about the personality
development during adulthood and later career success (Maor Kalfon, 2019).
Secondly in few years major variations in the labor market, such as contingent work,
increasing part time work, freelancing and contractual work are observed
(Akkermans, 2017). And these changes have become the reason of job instability,
insecurity and especially affected the young employees who have the prey of stress in
greater number (Furlong, 2016). This situation leads to the employees to attain the job
for which they are not willing or feel themselves fit. In this situation banks try to find
the employees with such type of personality which is the demand of job (Savickas,
2014). According to Jiang (2017) has described the important role of positive
personality attributes that are required for the changes circumstances in the banks.
Positive personality attributes are more actively deal with career based changes,
discover improvement in job and opportunities of career success and generate work
surroundings for their career desires (Tolentino, 2014).

Personality traits should be given the importance which affects the productivity of
banks (Hwang, 2016); it is compulsory to recognize the role of personality traits in
the career success of an employee. Employees with different personality carry
different of skills and abilities, which create positive result in career success.
Individual’s personality traits are achieving importance; very rare studies have tested
how individual personality differences influence individual career success in banks
(Wang et al., 2014). According to the researchers, personality is a set of
characteristics that influence the employee’s cognitions, behaviors and motivations

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 that effect on the employees career success positively (Klehe, 2011). In current years,
assessment of personality traits of employees related to job has become an important
function of human resource department and other department of organization who
have the responsibility of recruiting employees. The step of the personality
assessment has spread to different areas as the employee’s knowledge, abilities,
aptitude, skills and cognition. Researchers identify that personality plays the crucial
role in the career success of an employee (Levy et al., 2011). According to Barrick
and Mount (2015) personality traits affect the performance of employee when he is
hired for the job.
H4: Agreeableness has positive effect on individual career success

H5: Conscientiousness has positive effect on individual career success

H6: Extraversion has positive effect on individual career success

2.9. Mediating Role of Career Adaptability

The current study places career adaptability as a mediator between the relationship of
personality traits (agreeableness, extraversion and conscientiousness) and individual
career success among the employees of banking sector in Pakistan. Career
adaptability is considered as an important individual predictor for positive career
outcomes, such as job status, job performance, promotion and job satisfaction which
leads an individual to career success (Guan y, 2014). Therefore workers who possess
high level of career adaptability are more competent, devoted, self-reinforced, sincere
and hard worker so this ability mediates the relationship between personality traits
and individual career success (Sophie, 2016). Employees who have the ability to
adjust in environment prove better for upcoming task, work requirements and
challenges (Jha, 2012). Career adaptability, organizational adaptability and individual
career adaptability are positively correlated that bring the betterment and
improvement in work place performance which leads the employees to success and
improved status (lto & Brotheridge, 2015). Employees who can perform in more
strong way towards the uncertain problems and hazards presented by banking task
gain more experiences and they develop the ability to face the challenges with
vocation all manners this ability mediates the relationship between personality traits
and individual career success (Gupta, 2019). So they develop the quality to face and
solve the obstacles with positive behavior (Sullivan & Arthur, 2006).
Career adaptability has strong influence on individual career success as well as banks
career. For example the current study reported a positive association between the
relationship of personality traits and individual career success through the mediation

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 of career adaptability such as work engagement, job satisfaction and career success
(Brown, 2015). Mostly studies of career adaptability connect to the career related
outcomes of employees and other outcomes of the banks. Few studies have
researched to describe the link of career adaptability as a mediator between the
relationship of personality traits (extraversion, conscientiousness and agreeableness)
and individual career success (Zacher, 2015). A lot of studies are done by researchers
which try to understand the link of employee’s personality with the career success
which engage the employees in their work (Morgan, 2017). In addition, managers
always focus on personality traits and career adaptability which help them to keep
their employees engage in their work which boost the efficiency of employees and
ultimately employees move to career success (Lee et al., 2016). Individual career
success has great importance as companies try to engage employees for achieving its
goals by investing a big amount every year (Graber, 2015).
H7: Career Adaptability has direct effect on individual career success

H8: Career Adaptability mediates between agreeableness and individual career

success.

H9: Career Adaptability mediates between conscientiousness and individual

career success.

H10: Career Adaptability mediates between extraversion and individual career

success

2.10. Conceptual Framework

After the study of literature in detail and theoretical background the proposed model
is developed. The conceptual model is indicating the relation among independent
variable, mediating variable and dependent variable.

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Figure 1: Conceptual Framework

Personality Traits
Agreeableness

Conscientious Career Individual Career

ness Adaptability Success

Extraversion

(Page 17 of 46)
 CHAPTER-03

RESEARCH METHODOLOGY
Research methodology is a way in which a researcher conducts the research to prove
hypotheses. So, it is based on questions and maintaining designs for their answers (Jonker,
2014). First, this research follow Positivism as a philosophy because it wants to test
hypothesis, positivism paradigm put emphasis on confirmation of hypothesis (Guba &
Linkoln, 1994). Second, theoretical model is based on relationship among personality traits
e.g., agreeableness, conscientiousness, and extraversion, career adaptability and individual
career success. The model is based on justifiable theoretical underpinnings well explained in
the literature. Thirdly, this research follow hypothetical testing approach with data collected
from banking sector of Pakistan. An adapted survey questionnaire is used to collect data.
Questionnaire is developed on the basis of five points Likert scale ranging from (1) strongly
disagree to (5) strongly agree. Fourth, Information is collected by distributing the structured
questionnaire to the targeted respondents selected through convenient sampling. Sample size
comprises of 460 employees of banking sector.

3.1. Population of the Study

According to Sekaran (2013) population is the collection of the total group of objects,
things or events for a researcher wants to explore. Population of this study is
employees working in different private banks of Gujranwala region, Punjab, Pakistan.
Data is collected from six districts Gujranwala, Sialkot, Narowal, Hafizabad, Mandi
Bahauddin, and Gujrat. Banking is very important occupation in any economy, so
employees of banking sector chose as population. According to, Saunders et al (2011)
and Collins and Hussey (2003) data can be collected from sizeable audience in a cost-
effective manner by using survey strategy.

3.2. Sampling Technique

Convenience sampling technique is used for data collection because it is impossible
to include large population due to shortage of time and resources. Convenience
sampling is a kind of non-probability sampling in which the people are chosen or
selected from the population as they are easy to access and reach. This technique is
uncomplicated, economical and participants are easily available (Teddle, 2017). In
this study researcher used a cross sectional design because data is collected from a
specific population with single shot encounter with respondents. This design is less
time consuming and cost-effective.

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3.3. Sample Size
Sample should be as large as the researcher can obtain with a reasonable expenditure
of time and energy (Fraenkel, 2003). For this research employees (OG1, OG2 OG3
and OG4) of different commercial banks are selected and questionnaires for the
survey were given to them. Total population was unknown that’s why Zikmund et al.
(2013) sample size determination formula is used in this study. Standard deviation
was extracted through pilot study which was 0.58, considering a confidence level of
95 percent and error range 0.05. By putting values in this formula I got sample size
that is 460.

n= (ZS /e) 2

3.4. Measures
3.4.1 Personality Traits
In this study the variable, personality traits (agreeableness, conscientiousness
and extraversion) of employee is measured by using five points Likert scale
ranging from 1, “strongly disagree” to 5,”strongly agree (Zhang, 2017).
Conscientiousness is measured with 4 items; extraversion is measured with 4
items, and agreeableness with 4 items. These items are adapted from to
personality traits (Robinson, 2017).

3.4.2 Career Adaptability

Career adaptability is measured with five-point Likert scale ranging from 1,
“strongly disagree” to 5,”strongly agree (Profeli, 2016). Career adaptability is
measured with 7 items developed by Nota (2015).

3.4.3 Individual Career Success

For measurement of individual career success this study used 11 item scale
developed by Andreas (2018) is adapted. Five points Likert scale ranging
from 1, “strongly disagree” to 5,”strongly agree is used.

3.5. Pilot Study

Pilot study is the initial study conducted to assess time, adverse events, cost and
feasibility upon the study proceeding to performance of research project. So that,
researchers rely to conduct a pilot study in order to determine the readability, clarity
and also to assess the internal reliability of the tool. The reliability analysis based on
pilot study is presented in table-3.1.

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 Table-3.1: Reliability Analysis Based on Pilot Study

Sr. No Variable Name No of Items Cronbach's Alpha

1 Agreeableness 4 0.712
2 Conscientiousness 4 0.746

3 Extraversion 4 0.739
4 Career Adaptability 7 0.812

5 Individual Career Success 11 0.879

6 Total Instrument 30 0.875

3.6. Analytical strategy

Data analysis includes demographic characteristics, descriptive statistics, structural
model and measurement model analysis. Statistical package for social sciences
version -21 (SPSS-21) and Smart_PLS version-3 are used to carry out
aforementioned statistical analysis. SPSS is used for frequency and descriptive
analysis. PLS Algorithm is used to structural model assessment. Bootstrapping and
complete bootstrapping are used for measurement model analysis. PLS algorithm,
bootstrapping and complete bootstrapping are carried with Smart_PLS. Furthermore,
Smart_PLS supports variance based structural equation modelling (SEM) and widely
used in human resource management and marketing studies (Sander & Teh, 2014;
Hair, Hollingsworth, Randolph, & Chong, 2017; Hair, Sarstedt, Hopkins, &
Kuppelwieser, 2014). Additionally, Smart_PLS provides simultaneous analysis of
structural model and measurement model analysis (Wong, 2013; Hair, Sarstedt,
Ringle, & Mena, 2012; Hair, Ringle, & Sarstedt, 2011). SEM is used to test the
fitness and power of proposed model and to test the hypothesis of study. This
approach is recommended by (Black, 2014). Mediating effect is determined with
Variance account for (VAF) recommended mediating analysis in variance based SEM
(Shaw, 2014).

3.7. Data Collection Procedure

The most significant point in process of collecting data is to provide confidentiality.
The information and identity of respondents is secured and only is used for research
purpose. It is the most important part of research ethics. Data is gathered during the
working days from all the respondents at banks through the questionnaire by face to
face meeting and convenience sampling technique. It is used to maintain the
reliability and validity of questionnaire. Guidelines are provided to all participants for
understanding the concepts that are used in the questionnaire. At the first portion of

(Page 20 of 46)
questionnaire personal information has been taken as about their job, employment
status, experience and tenure. Second portion of questionnaire contained information
regarding variables used in this study. Further Questionnaire contained five sections
regarding variables, first section is extraversion, second section is agreeableness, third
section consist of conscientiousness, fourth section contains of career adaptability and
fifth section consist of individual career success. To attain the sample size 500
questionnaires were distributed among the employees of banks and from which 450
responses were usable in this study. So, the active response rate is 90% which is very
good as per convenience sampling technique (Sekaran, 2013).

(Page 21 of 46)
 CHAPTER-04
RESULT
Data analysis conducted to present the data, validity and reliability of data, and hypotheses
testing results are given and interpreted in this chapter. Results are presented in tables and
graph (s) and interpretation is provided to elaborate the results. The objective is to get clarity
in understanding of data and explaining the proposed relationships.

4.1. Demographic Statistics

Respondent profile exhibited in Table 4.1 which shows that out of total 450
respondents, there are 380 males (84.4%) and 70 are females (15.6%). With respect to
age of respondents, 341 respondents (75.7%) belong to age group 25-30 which
reflects majority. In qualification level category, 320 respondents (71.1%) have
Graduation degree and 130 respondents (28.9%) have Master degree. In income
category, 156 respondents (34.7%) up to 50,000 income level category, while 285
respondents (63.3%) belong to 50,000-100,000 income level group, out of remaining
9 respondents (2 %) have more than 100,000.

Table- 4.1: Demographic Analysis

Frequency Percentage
Gender Male 380 84.4
Female 70 15.6
20-25 80 17.7
25-30 341 75.7
Age
30-35 18 4
Above-35 11 2.4
Graduation 320 71.1
Qualification
Masters 130 28.9
Up to 50,000 156 34.7
Income Up to 100,000 285 63.3
Above 100,000 9 2
n= 450

4.2. Descriptive Statistics

Descriptive statistics analysis is conducted to analyze the nature and shape of the
data. Table-4.2 displays the descriptive statistics of all given variables. Descriptive
statistics consisted of minimum and maximum values, Mean, standard deviation,
Skewness and kurtosis. Mean values exhibit the centrality of data while standard
deviation shows the dispersion of data from mean values. Skewness and kurtosis
describe the symmetry or shape of data.
(Page 22 of 46)
 Table-4.2 shows mean values lies around 3 and above which signify that average
responses of respondents lies between neutral to agree. Standard deviation of all
variables is more than .5 that displays the dispersion of respondents from mean
values. Skewness and Kurtosis both are the measure of distribution of the data either
it normally distributed or not. The range of Skewness is (+1 to -1) and the range of
kurtosis is (+3 to -3). According to results values of Skewness and Kurtosis of all
variables fall between accepted ranges which denote that data is normally distributed
and have normalized height.

Table-4.2: Descriptive Statistics

Std.
Skewnes
Variable Name Minimum Maximum Mean Deviatio Kurtosis
s
n
2.00 4.25 2.980 .58998 .281 -.947
Agreeableness
0
Conscientiousnes 1.50 4.00 2.765 .66839 .155 -.986
s 0
1.50 4.25 3.005 .69357 -.403 -.652
Extraversion
0
Career 3.062
1.57 4.29 .75765 -.133 -1.380
Adaptability 9
Individual Career 3.009
1.73 4.00 .64445 -.269 -1.342
Success 1
Statistics

4.3. Validity and Reliability Analysis

To investigate validity and reliability of the data multiple measures are adapted.
Table-4.3 highlights the factor loadings, variance inflation factor (VIF), cronbach’s
alpha, rho_A coefficient, composite reliability (CR), and average variance extracted
(AVE). These results are outcome of PLS Algorithm analysis. All results are within
established threshold and provide support for validity and reliability of the data.
Factor loadings of each items are above 0.6 (Hair, Ringle, & Sarstedt, 2011; Hair et
al., 2017) and confirms the factors. All factors of each variable are confirmed.
Variance inflation factor (VIF) is the measure of multicollinearity of data. The VIF
value should be below 5 (Hair, Ringle, & Sarstedt, 2011; Hair et al., 2014). All VIF
values are below 5 which means there is no issue of multicollinearity of data.
Cronbach’s alpha is measure of reliability. The minimum acceptable alpha threshold
value is .70 (Cortina, 1994), threshold value below than .70 means that construct is
internally not consistent or reliability of construct is weak. All the values are above
0.7 which means the data have the internal consistency and reliable. rho_A

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coefficient is the measure of reliability of reflective measures. The value of rho_A
coefficient should be higher than 0.7 (Dijkstra & Henseler, 2015). The rho_A
coefficient verifies the reliability of variables used in the study. Furthermore, CR is
an alternative of Cronbach’s alpha in Smart_PLS (variance based SEM). CR values
should be higher than 0.7 (Chin, 1998; Hair, Ringle, & Sarstedt, 2011; Hair et al.,
2014; Hair et al., 2017).
Table-4.3: Validity and Reliability Analysis
Variable Items Factor VIF Cronbach's Rho_ CR AVE
Loadings Alpha A
AGR 1.48
0.743
1 4

Agreeablenes AGR 1.24

0.699
s 2 3 0.71 0.82 0.53
0.713
AGR 1.37 2 2 6
0.740
3 1
AGR 1.36
0.748
4 8
CON 1.89
0.849
Conscientious 1 3
ness CON 1.43 0.81 0.87
0.702
2 2 8 4
0.63
CON 1.84 0.806
0.830 4
3 5
CON 1.75
0.797
4 6
EXT1 1.75
0.799
9

Extraversion EXT2 1.40

0.728
8 0.77 0.85 0.59
0.775
EXT3 1.67 4 5 7
0.777
8
EXT4 1.63
0.787
8
CA1 1.87 0.871 0.87 0.90 0.56
0.723
6 5 0 4
CA2 2.56
0.758
8
CA3 2.59
Career 0.805
1
Adaptability
CA4 0.676 1.95

(Page 24 of 46)
 7
CA5 1.86
0.746
1
CA6 2.04
0.767
8
CA7 2.06
0.774
4
ICS1 2.31
0.762
0
ICS2 1.93
0.697
6
ICS3 0.693 1.92
4
ICS4 0.818 2.67
Individual 8
Career
ICS5 0.711 2.21
Success
2
ICS6 0.739 2.26 0.91 0.93 0.54
0.917
8 9 0 8
ICS7 0.726 2.13
4
ICS8 0.757 2.34
4
ICS9 0.782 2.37
1
ICS10 0.733 2.63
2
ICS11 0.720 2.20
8

Finally, average variance extracted (AVE) is evaluated by AVE values. AVE

measures the variance captured by variable in relations to its error variance (Geffen &
Straub, 2005). AVE is the measure of validity and its value should be higher than 0.5
(Hair, Ringle, & Sarstedt, 2011; Hair et al., 2014; Hair et al., 2017). All values of
AVE are above 0.5.

Figure-2 : PLS-Output

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 PLS Alogrithm carried with Smart_PLS. The output of PLS Alogrithm is presented in
Figure 2. The figure highlights path results and outer factor loadings of items of each
variable.

1.1. Common Method Variance Analysis

Due to the cross-sectional design of study data related to dependent and independent
variable collected from the same source, at the same time through same questionnaire
(common method of data collection), which may cause the common method bias and
harm the valid predictability of the model (Podsakoff, MacKenzie, Lee, & Podsakoff,
2003). To analyse the common method variance Harman’s One Factor Analysis was
used, if factor one explained larger percentage of total variance that mean common
method biasness exists. Results of test illustrated in Table 5, according to the figure
the ratio of total variance explained by factor 1 is only 36% which denoted that model
is free of common method variance.

Table 5.
Common Method Variance Analysis

Extraction Sums of Squared

Initial Eigenvalues
Loadings
Tota Variance Cumulative Variance Cumulative
Total
Factor l % % % %

13.4
1 36.30 36.30 13.43 36.30 36.30
3

(Page 26 of 46)
 1.2. Correlations Analysis

Correlation is the measure of mutual connection between variable, correlation

analysis adopted to check the strength of inter-relationship or association among
variables, correlation value varies within the range of “-1” to “+1”. Correlation equal
to 0 indicate there is no linear correlation exist between variable. +1 indicates a
perfect positive linear relationship, in case one variable increases in its values, the
other variable also increases in its values by an exact linear rule and in case of -1vice
versa. Correlation below .40 consider poor correlation, between .40 and .70 reflect
moderate correlation and above .70 shows strong relationship.

Table 6 show the results of correlation analysis, among all antecedents of personality
traits, Career Adaptability and Career Success ranged between .53** and .67**,
which means moderately significant correlation exists among all purely independent
variables and all these variables have positive connection with each other.

Constructs 1 2 3 4 5

1. Conscientiousness (.75)
2. Agreeableness .67** (.74)
3. Extroversion .64** .67** (.74)
4. Career .57** .53** .62** (.76)
Adaptability
5. Career Success .61** .56** .60** .56** (.75)

4.4. Heterotrait-Monotrait Ratio (HTMT)

Heterotrait-Monotrait Ratio (HTMT) is given in table-4.4. HTMT ratio access the
dicriminant validity in PLS based SEM. HTMT is marked as key block to evaluate
the structural model. HTMT confirms the reality of structural paths. Additionally, it
helps to avoid statistical discrepancies. The HTMT values should be below 0.85 to
have valid results (Hair, Ringle, & Sarstedt, 2011; Hair et al., 2014; Hair et al., 2017).
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 Results presented in table-4.4 highlights that all values are below 0.85 which means
there is verification of dicriminant validity.

Table-4.4: Heterotrait-Monotrait Ratio (HTMT)

Agr Con Ext CAD
Agreeableness
Conscientiousness 0.783

Extraversion 0.410 0.551

Career Adaptability 0.707 0.549 0.812

Individual Career 0.763 0.659 0.833 0.834

Successes

4.5. Fornell-Larcker Criterion

Fornell-Larcker Criterion is given in table-4.5. Fornell-Larcker Criterion is also
measure of dicriminant validity. It accesses the square root of AVE value of each
variable (Fornell-Larcker, 1981). The corresponding variable values should be higher
than the proceeding values (Dijkstra & Henseler, 2015). The diagonal values are
considered. In this analysis all the values are according the requirement.
Table-4.5: Fornell-Larcker Criterion

Variable Name Agr Con Ext CAD ICS

Agreeableness 0.732

Conscientiousness 0.313 0.797

Extraversion 0.530 0.440 0.773

Career
0.628 0.463 0.703 0.751
Adaptability
Individual Career
0.635 0.571 0.719 0.711 0.741
Successes

4.6. Model fitness

Model fitness summary is given in table-4.6. PLS-SEM provides model summary that
access the structural model results. Compete bootstrapping is the option that help to
provides significance value (p value) of model fitness measures. Standardized root

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 mean square residual (SRMR) is absolute fitness measure (Hair et al., 2017). It
observes the difference between two correlations (observed and predicted). The
SRMR values should be less than 0.08 and significant (Hair, Ringle, & Sarstedt,
2011). d_ULS is the measure of fitness in Smart_PLS structural model assessment
(Hair et al., 2014). The any which is significant is considered good in this measure.
Normalized fit index (NFI) is measure of model fitness. The NFI value should be near
1 (Hair, Ringle, & Sarstedt, 2011). Goodness of fit (GOF) is the composite measure
of model fitness. The GOF values above 0.75 are marked as very good fit of model.
This measure is the contemporary advancement in the model fitness assessment of
PLS-SEM. This criterion is developing in PLS-SEM and getting popularity as
number of research studies are presenting this measure in statistical analysis based
Smart_PLS (Hair et al., 2017).

Table-4.6: Model fitness

Measure Estimated P value
Value
SRMR (Complete Bootstrapping) 0.069 0.000
d_ULS (Complete Bootstrapping) 2.885 0.000

NFI 0.786 ---------

GOF= Very
√ Average RSquare∗Average communality ( AVE ) 0.658 Good

4.7. Path Analysis

Variance based SEM with Smart_PLS is applied to analyze the proposed paths of
conceptual framework. SEM is analyzing the relationship among the variables. The
main purpose of SEM is to check proposed theoretical relationship of the antecedents
(agreeableness, Conscientiousness, and Extraversion) of personality traits has effect
on career success through career adaptability. SEM analysis results are given in two
proceeding tables, table-4.7 (Direct effect) and table-4.8 (Indirect effect). Direct and
indirect effects are analyzed by applied bootstrapping with 5000 sub samples as
recommended by Hair, Ringle, and Sarstedt, (2011); Hair et al (2014; and Hair et al
(2017).
Table-4.7: Path Analysis (Direct Effect)

Relationships Path t- P- Results R2

Coefficients Statistics Values
Agr CAD 0.283 4.481 0.000 Supported

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 Con CAD 0.146 2.493 0.000 Supported
Ext CAD 0.587 8.896 0.000 Supported
0.705
Agr ICS 0.107 2.107 0.022 Supported
0.812
Con ICS 0.186 3.906 0.000 Supported

Ext ICS 0.115 2.145 0.024 Supported

CAD ICS 0.667 11.080 0.000 Supported

In Table-4.7 the results of direct effect are presented. According to the results,
agreeableness has positive and significant impact on career adaptability (β=.283,
p< .001), Conscientiousness positively and significantly impact the career
adaptability (β=.146, p< .001), and extraversion has positive influence on career
adaptability (β=.587, p< .001). Furthermore, agreeableness has positive and
significant impact on individual career success (β=.107, p< .05), Conscientiousness
positively and significantly impacts individual career success (β=.186, p< .001), and
extraversion has positive influence on individual career success (β=.115, p< .05).
Finally career adaptability has positive and significant impact on individual career
success (β=.667, p< .001). Results prove all the direct paths; however, the hypotheses
results are separately presented in table-4.9. Significant direct effects provide
substantial ground to look for mediation results through indirect effects and variance
account for (VAF) way (Shaw, 2014; Hair et al., 2017). R square results are also
given in table-4.7. R square explains how much independent variables explain the
dependent variable (s). There are two R 2 values. One value is based on independent
variables (agreeableness, Conscientiousness, and Extraversion) impact on career
adaptability, the correspondence R2 value is 705, which means agreeableness,
Conscientiousness, and Extraversion explain 70.5 percent of career adaptability. The
second R2 value is 802 (80.20%) which based on found variables collectively e.g.,
agreeableness, Conscientiousness, and Extraversion and adaptability with dependent
variable individual career success. The R 2 values indicate that independent variable
explain the majority part of dependent variables as the values are very substantial.
These values fit the recommended criteria by Hair, Ringle, and Sarstedt, (2011); Hair
et al (2014; and Hair et al (2017).

4.8. Indirect Effect-Mediation Analysis

Table-4.7 highlights the direct effect which helps to explain mediation and variance
account for (VAF) to determine the level of mediation. Mediator is a variable that
mediates the relationship between independent and dependent variable. Furthermore,
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it is also important to have direct significant effect of independent variables on
dependent variable to access the further level of mediation e.g., full mediation, partial
mediation, and non-mediation (Shaw, 2014; Hair et al., 2017). Prior to VAF criteria
of mediation assessment (Shaw, 2014) SPSS based Baron and Kenny (1986)
procedure was adapted to analyze mediation but now the criticism and limitation of
Baron and Kenny (1986) guide to go after PLS-SEM based on VAF mediation
criteria. This criterion is based on indirect effects and VAF accounting. PLS-SEM
Bootstrapping with 5000 sub samples (Hair et al., 2017) is used to access the
mediation with indirect effects and VAF calculation. Indirect effect and VAF are
presented in table-4.8. The analysis tests mediation and level of mediation. First in
table-4.7, it is found that all the direct effects are positively significant with p value
below 0.05. All three indirect effects (Personality traits e.g., Agreeableness,
Conscientiousness, and Extraversion; mediated variable Career adaptability; and
dependent variable individual career success) are found significant with p value
below 0.001. The indirect effects are fully supported. VAF is calculated with indirect
effect divided by the total effect (Based on Smart_PLS bootstrapping with 5000 sub
samples) and multiplied by hundred. The VAF values above 25 describe, there is
mediation, and values above 50 show full mediation (Shaw, 2014).

Table-4.8: Indirect Effect (Mediation Analysis)

t-
Path P-
Relationships Statistic Results VAF*
Coefficients Values
s
Agr CAD 0.189 4.089 0.000 Supported 64.068
ICS
Con CAD 0.097 2.477 0.000 Supported 34.155
ICS
Ext CAD 0.392 6.724 0.000 Supported 77.318
ICS
*=VAF (Variance Account For)=Indirect effect/Total effect*100

Hypotheses results are presented in table-4.9. All hypotheses from H1 to H10 are
found supported with Smart_PLS Bootstrapping (Variance based SEM) direct and
indirect effects and VAF analysis. The acceptance criterion for hypothesis is based on
p value which must be below 0.05. Furthermore, VAF value should be higher than
25. The results presented in table-4.7 (direct effect) and table-4.8 (Indirect effect and
VAF calculation) clearly shows the values are higher than recommended threshold
and meet the minimum criteria. Based on the aforementioned discussion, all
hypotheses form H1 to H10 are found positively significant and as per the theoretical
foundation adapted based on theory and literature of personality traits, career
(Page 31 of 46)
adaptability, and individual career success. The acceptance of hypotheses in the
context of this research leads to solid theoretical and managerial discussion and have
implications for both theory and practice. The discussion is presented in the next
chapter of this research.

Table-4.9: Hypotheses Results

No Statement Results

H1 Agreeableness has positive effect on career adaptability Supported

H2 Conscientiousness has positive effect on career adaptability Supported

H3 Extraversion has positive effect on career adaptability Supported

H4 Agreeableness has positive effect on individual career success Supported

H5 Conscientiousness has positive effect on individual career Supported

success
H6 Extraversion has positive effect on individual career success Supported

H7 Career Adaptability has direct effect on individual career Supported

success
H8 Career Adaptability mediates between agreeableness and Supported

individual career success

H9 Career Adaptability mediates between conscientiousness and Supported

individual career success

H1 Career Adaptability mediates between extraversion and Supported
0 individual career success

(Page 32 of 46)
 CHAPTER-05

CONCLUSIONS AND RECOMMENDATIONS

5.1. Discussion
This chapter describes the results of the study, theoretical implications, practical
implications and future recommendations. This study developed and empirically
tested a model which explains how career success is affected by extraversion,
agreeableness and conscientiousness through career adaptability as a mediator in
employees of banking sector of Pakistan. Results of this study demonstrated that
agreeableness, extraversion and conscientiousness are key determinants of career
success through career adaptability. The analysis shows the effect of personality traits
(extraversion, agreeableness, and conscientiousness) on individual career success
variables. It also found that succeeding indicators of personality traits, direct effect on
career success and through mediation of career adaptability were effect on their
performance.
The key objective of the research was to examine the relationships among personality
traits (agreeableness, extraversion and conscientiousness), career adaptability, and
individual career success in banking sector of Pakistan. The research is carried in
context of banking sector with additional mediating role of career adaptability in the
hypothesized relationships. The findings of this study supported the proposed
hypotheses as agreeableness, extraversion, and conscientiousness have positive effect
on career adaptability and individual career success. Furthermore, career adaptability
positively impact individual career success. The mediating role of career adaptability
among personality traits e.g., extraversion, agreeableness, and conscientiousness and
individual career success is also proved. As per results the extraversion personality
trait has most strong mediation (mediating variable career adaptability) among the
other personality traits and individual career success. The VAF value for path
extraversion, career adaptability, and individual career success is 77.318, which
highlights full and strong mediation. The results substantiate the theoretical
underpinnings and add to existing body of literature in banking context of Pakistan.
The results prove the theory and literature adapted for this research. Research proves
the individual career success as predicted varibale (Aburumman, Salleh, Omar, &
Abadi, 2020; Federici, Boon, & Den Hartog, 2019; Zhu, Cai, Buchtel, & Guan, 2019;
Fasbender, Wöhrmann, Wang, & Klehe, 2019; Merbedone, 2011). Personality traits
e.g., agreeableness, conscientiousness, and extraversion are found important and
significant antecedents of individual career success prediction (Avram, Burtaverde, &

(Page 33 of 46)
 Zanfirescu, 2019; Lounsbury, Steel, Gibson, & Drost, 2008; Neureiter, & Traut-
Mattausch, 2017; Ocampo et al., 2018; McLennan, McIlveen, & Perera, 2017;
Ahmed, Isa, Majid, Zin, & Amin, 2017; Xie, Xia, Xin, & Zhou, 2016; Avram,
Burtaverde, & Zanfirescu, 2019; Zhu et al., 2019; Seibert & Kraimer, 2013).
Furthermore, career adaptability is proven as mediator (Federici, Boon, & Den
Hartog, 2019; Ocampo, Restubog, Liwag, Wang, & Petelczyc, 2018; Haibo, Xiaoyu,
Xiaoming, & Zhijin, 2018) and have effect on the workplace dynamics of the
individual career success. This study also recommends that employees with proven
personality traits e.g., agreeableness, conscientiousness, and extraversion have better
career success rate in banking sector of Pakistan. The personality traits also provides
better command on their careers and thus more successful with their job.
5.2. Theoretical and Practical Implications
This study enhanced the past research by adding more theoretical contribution. It has
been observed that there is lot of literature on the personality traits and individual
career success (Jiang et al, 2016), but the mediating relationship of these variables
with career adaptability has not yet been discovered. This study contributes in the
literature of personality traits and individual career success by confirming that with
the use of this literature a bank can improve performance of employees and
employees contribute in the performance of banks by their suggestions, ideas, and
issues in support of the banks It purposes that personality traits of employees
contribute in the performance of banks (Gao et al, 2011).
The recent study has delivered the proof of proposed model personality traits
(extraversion, agreeableness and conscientiousness) and individual career success,
this study adds in the literature of personality traits and individual career success
because positive personality traits gives the best effects in the success of career as
well as in the organization success (Jarvenpaa, 2014). Current study also provides
empirical evidence of relationship between personality traits, career adaptability and
individual career success (Ng and Feldman, 2013). The results of this study describe
that career adaptability mediates the relationship of personality traits and individual
career success, when employees are satisfied from their organization and this attitude
of organization positively affects the performance of the employees which leads to
career success as well as organizational success (Tabak & Hendy, 2016).This study
improves understanding of the results of career adaptability, individual career
success. The results showed that career adaptability positively affected on individual
career success in Chinese banks (lto & Brotheridge, 2015).

(Page 34 of 46)
 In addition, career adaptability mediates the relationship between personality traits
and individual career success. Therefore career adaptability of employees was low,
personality traits negatively affected on banks performance; however, when
employee’s career identity was high, there is no correlation between personality traits
and individual career success. Moreover, career adaptability positively predicted
employee’s career, performance as well as their job satisfaction. This study showed
the significant role of career adaptability in predicting career success which leads an
individual to career success (Savickas & Porfeli, 2012).
Practically, the study results have important implications for banks and individual
career success and counselling to judge the personality. For the banks, this study
offers empirical proof for the worth of career adaptability in enhancing job
performance of employees. There is no negative effect in attitudes of employees is
found when career adaptability is high. So banks should be more careful about the
career adaptability in order to achieve required results. The banks should be more
conscious about the counselling of employees so that relations between the employee
and job would be according to demand. In addition, banks should design different
trainings projects, seminars and counselling programs to stimulate employees career
adaptability, because these programs leads an individual to high level of the
performance in job.
This study gives an indigenously established tool to assess career success of an
employee. This study can be helpful for the research objectives and also for the
employee counselling related to career. This study provides a hopeful thought
towards career beliefs that serve as better forecaster of the employee career success.
In order to mediate in a better way for career success it gives the base that career
beliefs are prove as the starting point. The result of this study is helpful not only for
the employees but also for employers. Employees of the banking sector utilize these
results to understand things which lead to individual career success. This study is also
useful for Human Resource department to know about the human capital, personal
and demographic factors that are most beneficial for the banks. This understanding
can give the insight for the better human resource department about the employee
selection, development, training and compensation. This study is also helpful in
career counselling field, because HRM department selects the employees for their job
according to their aptitude and personality.
5.3. Limitations and Future Directions
Every study has some limitations. This study also has several limitations Firstly this
study is limited to banking sector only generalizable in Pakistani culture. Secondly

(Page 35 of 46)
 data is collected from Gujranwala division of Punjab thus in future studies can
include other provinces of Pakistan. This study also used self-reports and cross
sectional data. Experimental and longitudinal studies are needed to have more
understanding about personality traits (extraversion, agreeableness and
conscientiousness) and causal effect on individual career success. Future studies can
include other career related issues like career development, career planning, career
commitment (Saks, 2006) as a mediator or moderator between personality traits and
individual career success.Research is required to explore the effect of career
adaptability on other phases of different organizational and individual career phases.
For future research extension, model of this study could be used in cross cultural
environment and other industries, to enhance generalizability this could be used in
longitudinal design. This study limited to the mediation model of career adaptability
of the bank’s employees. In future research, researchers can consider other aspects of
the career like as career identity, attitude and career commitment. It can help further
exploration in research field of career growth for employees as well as organizations.
5.4. Conclusion
In conclusion, the study results showed a clear view that personality traits
(extraversion, agreeableness, and conscientiousness) positively affect individual
career success and bank success (employee performance and reduced turnover
intentions). In addition career adaptability that mediates the relationship of the
personality traits and individual career success. This study contributes in various
ways, Firstly this study validates measures that are used in this study, this will
increase the generalizability of those measures. Secondly this study provides
overview of the level of personality traits, career adaptability and its effect on career
success in banking sector of Pakistan. Moreover, this model and this study could be
used in other studies as a baseline study. Furthermore this study highlights the
importance of extraversion, agreeableness and conscientiousness that could be
achieved through career adaptability to get career success.

(Page 36 of 46)
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 APPENDIX-01
Assessing personality traits, career adaptability and individual career success at
workplace.
Dear sir/madam
The purpose of this study is to understand how personality traits effect on individual career
success and how career adaptability mediates the relationship of personality traits and
individual career success in the workplace. The study is being conducted only for academic
purposes. The survey is completely anonymous and confidential. It should take only 10
minutes of your precious time. Your kind support shall be extremely appreciated.
For further information please contact
Name: Salman Zahid Department: Management sciences University: University of Gujrat
Phone #: 03137400836 Email: salman.ag1000@live.com
Demographic information
Age (years):________ Gender: Male Female
Education: Bachelor’s Masters Professional (mention please) _______ Any other
Experience with this organization (in years):_____Total experience in years:________
Name of your sector you are working in? _______________________________________
Please tick the statement as per your opinion.
(Here SDA= strongly disagree, DA= disagree, N= neutral, A=agree , SA= strongly agree)
Serial # Variables SDA DA N A SA

Extraversion: Please read each statement carefully and indicate extent of your
agreement or disagreement by tick the appropriate number.

1. The work I do is important to me. 1 2 3 4 5

2. I do any work confidently. 1 2 3 4 5

3. I have awareness about my job. 1 2 3 4 5

4. I have skills according to my job. 1 2 3 4 5

Agreeableness: Please read each statement carefully and indicate extent of your
agreement or disagreement by tick the appropriate number.
5. I always enjoy my job. 1 2 3 4 5

6. I have mastered the skills necessary for my 1 2 3 4 5

job.

7. I am assured I can perform my job perfectly. 1 2 3 4 5

8. Environment of job is according to my taste. 1 2 3 4 5

Conscientiousness: Please read each statement carefully and indicate extent of your

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agreement or disagreement by tick the appropriate number.
9. My performance can influence the other 1 2 3 4 5
workers positively.

10. I always prove helpful for others. 1 2 3 4 5

11. I always remain conscience about the 1 2 3 4 5

matters of my department.

12. I have full control over my behavior. 1 2 3 4 5

Career Adaptability: Please read each statement carefully and indicate extent of your
agreement or disagreement by tick the appropriate number.

13. Am confident in my abilities to be successful 1 2 3 4 5

in different careers

14. Am confident in my abilities to take good 1 2 3 4 5

decisions

15. Am confident in my abilities to give my best 1 2 3 4 5

even in the face of obstacles and adversities

16. Am confident in my abilities to analyze and 1 2 3 4 5

solve many problems

17. Am confident in my own abilities to grasp 1 2 3 4 5

opportunities and not to miss occasions

18. When I think of my future, tell myself that I 1 2 3 4 5

will become what I wish to become

19. Am confident in my abilities to learn what is 1 2 3 4 5

needed to perform well in the career I
choose

Individual Career Success:Please read each statement carefully and indicate extent of
your agreement or disagreement by tick the appropriate number.

20. I am capable of successfully managing my 1 2 3 4 5

career.

21. When I set goals for my career, I am 1 2 3 4 5

confident that I can achieve them.

22. I believe that I can successfully manage 1 2 3 4 5

career-related challenges.

23. I can successfully develop my career 1 2 3 4 5

24. I have a clear understanding of what I want 1 2 3 4 5

to achieve in my career.

25. I have clear career goals. 1 2 3 4 5

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26. I have clear career goals that reflect my 1 2 3 4 5
personal interests and values.

27. My organization actively supports my career 1 2 3 4 5

development

28. I am always looking for better ways to do 1 2 3 4 5

things.

29. I have a very high level of expertise and skill 1 2 3 4 5

in my occupation

30. Others see me as an expert in my 1 2 3 4 5

occupation.

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 APPENDIX-02
Turnitin Originality Report

Tested on 21 January, 2020, by Turnitin Anti Plagiarism Software Provided by Higher

Education Commission, Pakistan to the Instructors of the University of Gujrat, Punjab,
Pakistan.

Thesis Title: Relationship between personality traits, career adaptability and

individual career Success, A Study of banking sector in Pakistan
Scholar’s Name: Salman Zahid

Institution: University of Gujrat, Punjab, Pakistan

PRIMARY SOURCES

SIMILARITY INDEX INTERNET SOURCE PUBLICATIONS STUDENT

PAPER
14% 4% 5% 10%

Internet Sources
1. www.cribs.com 4%
2. uwjms.org.pk
Publications
1. Yu Haibo, Guan Xiaoyu, Zheng Xiaoming, Hou Zhijin. "Career Adaptability
With or Without Career Identity", Journal of Career Assessment, 2017
5%
2. Osveh Esmaeelinezhad, Abbas Afrazeh."Linking personality traits and
individuals’knowledge management behavior", AslibJournal of Information
Management, 2018
Student Paper
1. Submitted to Higher Education Commission Pakistan
10%
2. Submitted to Universiti Utara Malaysia

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