An-Najah National University 
 

Faculty of Graduate Studies 

 

 
 

 

 

PERSONAL TRAITS, MOTIVATION, AND JOB 

PERFORMANCE OF PHYSICIANS AND 

NURSES IN PALESTINE 

 
 

 

 

 
By 

Farah Ghassan Abu Hait 

 
 

 

  

 

 

 

 

Supervisor 

Dr. Ahmad Hanani 

 

 
This Thesis is Submitted in Partial Fulfillment of the Requirements for the Degree 

of Master of Public Health Management, Faculty of Graduate Studies, An-Najah 

National University, Nablus, Palestine. 

 
2024



ii 

 

 

 

 

 

 

 

 

 

 

 
 

PERSONAL TRAITS, MOTIVATION, AND JOB 

PERFORMANCE OF PHYSICIANS AND 

NURSES IN PALESTINE 

 
 

 

 
By 

Farah Ghassan Abu Hait 

 
 

 

 
 

This Thesis was Defended Successfully on 14/11/2024 and approved by 

Dr. Ahmad Hanani 

Supervisor 

 

Signature 

Dr. Kefah Zaben 

External Examiner 

 

Signature 

Dr. Mariam Al Tall 

Internal Examiner 

 

Signature 



iii 

Dedication 

Praise be to God for granting me success in this work  

To my beloved father, to my beloved mother; Who gave me constant support and 

Encouragement through the challenges of graduate school and life. I am truly grateful to 

have you in my life. 

To my dear sisters and brothers, and 

To my supervisors and everyone who supported me in completing this work, and to my 

supervisor, Dr. Ahmad Hanani. To everyone who helped me complete this work. 

 



iv 

Acknowledgments 

I would like to express my appreciation to Dr. Ahmad Hanani for his supervision and 

guidance throughout the completion of this thesis.  

I express my warm appreciation to my family, my esteemed parents, brothers and sisters, 

who have supported me throughout my educational journey. Special thanks to my friends 

for their constant support. 



v 

Declaration 

I, the undersigned, declare that I submitted the thesis entitled: 

PERSONAL TRAITS, MOTIVATION, AND JOB 

PERFORMANCE OF PHYSICIANS AND 

NURSES IN PALESTINE 

 

I declare that the work provided in this thesis, unless otherwise referenced, is the 

researcher’s own work, and has not been submitted elsewhere for any other degree or 

qualification. 

 

 

 

 



vi 

List of Contents 

Dedication ........................................................................................................................ iii 

Acknowledgments ........................................................................................................... iv 

Declaration ........................................................................................................................ v 

List of Contents ................................................................................................................ vi 

List of Tables .................................................................................................................. viii 

List of Figures .................................................................................................................. ix 

List of Appendices ............................................................................................................ x 

Abstract ............................................................................................................................ xi 

Chapter One: Introduction and Theoretical Background .................................................. 1 

1.1 Introduction ................................................................................................................. 1 

2.1 Problem Statement ...................................................................................................... 5 

1.3 Significance of study .................................................................................................. 5 

1.3.2 Applied significance ................................................................................................ 6 

1.4 Aim of study ................................................................................................................ 6 

1.5 Objectives ................................................................................................................... 6 

1.6 Study hypothesis ......................................................................................................... 7 

1.7 Concepts and Operational Definition ......................................................................... 8 

1.7.1 Concepts Definition ................................................................................................. 8 

1.7.2 Operational Definition ........................................................................................... 10 

1.8 Previous Studies and Theoretical Background ......................................................... 11 

1.8.1Personality Traits .................................................................................................... 11 

1.8.2 Motivation and its relationship with job performance ........................................... 13 

1.8.3 Motivation and its relationship with personality traits .......................................... 14 

1.8.4 Personal traits on job performance ........................................................................ 15 

1.8.5 Personality traits, motivation and job performance ............................................... 16 

2.1 Summary ................................................................................................................... 18 

Chapter Two: The Methodology ..................................................................................... 19 

2.1 Study Design ............................................................................................................. 19 

2.2 Study Setting ............................................................................................................. 19 

2.3 Study population ....................................................................................................... 19 



vii 

2.4 Study sample ............................................................................................................. 20 

2.5 Data Collection tool .................................................................................................. 20 

2.6 Validity and Reliability of the Questionnaire............................................................ 21 

2.6.1 Validity ................................................................................................................... 21 

2.6.2 Reliability ............................................................................................................... 23 

2.7 Data Collection Procedure ........................................................................................ 23 

2.8 Statistical Analysis .................................................................................................... 25 

2.9 Ethical consideration ................................................................................................. 25 

Chapter Three: Results .................................................................................................... 27 

3.1 Socio-demographic characteristics ........................................................................... 27 

3.2 The relationship between demographic characteristics  and five big personal traits  

among physicians and nurses in governmental and private hospitals in the northern 

West Bank of Palestine ............................................................................................... 28 

3.3 The relationship between demographic characteristics and motivation, among 

physicians and nurses in governmental and private hospitals .................................... 33 

3.4 The relationship between demographic characteristics and job performance among 

physicians and nurses in governmental and private hospitals .................................... 35 

3.5 The level of personality among physicians and nurses in governmental and private 

Hospitals in the northern West Bank of Palestine ...................................................... 37 

3.6 The level of motivation among physicians and nurses in governmental and private 

Hospitals in the northern West Bank of Palestine ...................................................... 38 

3.7 The level of job performance among physicians and nurses in governmental and 

private Hospitals in the northern West Bank of Palestine .......................................... 38 

3.8 The relationship between personal traits, motivation, and job performance among 

physicians and nurses in hospitals in the northern West Bank ................................... 38 

Chapter Four: Discussion, Conclusion, and Recommendations ..................................... 41 

4.1 Discussion ................................................................................................................. 41 

4.2 Conclusion ................................................................................................................ 46 

4.3 limitation of the study ............................................................................................... 47 

4.4 Recommendations ..................................................................................................... 48 

List of Abbreviations ...................................................................................................... 49 

References ....................................................................................................................... 50 

Appendices ...................................................................................................................... 55 

 ب ............................................................................................................................... الملخص

 



viii 

List of Tables 

Table 3.1: Demographic characteristics of the study sample (n=498) ............................ 28 

Table 3.2: The results of LSD post comparisons between the means of personality traits 

of the study sample according to education level variable (n= 498) .............. 29 

Table 3.3: The results of LSD post comparisons between the means of personality traits 

of the study sample according to job title variable (n= 498) .......................... 31 

Table 3.4: The results of LSD post comparisons in the agreeableness and 

conscientiousness traits of the study sample according to years of years’ 

experience variable (n= 498) .......................................................................... 32 

Table 3.5: The results of LSD post comparisons in the agreeableness and 

conscientiousness traits of the study sample according to age variable (n= 498)

 ........................................................................................................................ 32 

Table 3.6: (M, SD), and the summery of tow way ANOVA to determine the differences in 

motivation level and socio demographic ........................................................ 33 

Table 3.7: The results of LSD post comparisons between the means of motivation level 

of the study sample according to education level, job title, years of experience, 

and variables (n= 498) .................................................................................... 35 

Table 3.8: (M, SD), and the summery of tow way ANOVA to determine the differences in 

job performance and socio demographic (gender,job title variable and the other 

demographic variables without interaction .................................................... 36 

Table 3.9: LSD post comparisons between the means of job performance of the study 

sample according to educational level variable .............................................. 37 

Table 3.10: (M and SD) for the level of personality traits among Palestinian physicians 

and nurses ....................................................................................................... 37 

 

 



ix 

List of Figures 

Figure 3.1: The effect of conscientiousness and extraversion on the motivation of 

Palestinian physicians and nurses ................................................................ 39 

Figure 3.2: The affect of agreeableness and conscientiousness on the job performance of 

Palestinian physicians and nurses ................................................................ 40 

Figure 3.3: The effect of motivation on the job performance of Palestinian physicians and 

nurses ........................................................................................................... 40 

 



x 

List of Appendices 

Appendix A: IRB approval ............................................................................................. 55 

Appendix B: Task facility of the General Administration of Health Education and 

Scientific Research .................................................................................... 56 

Appendix C: Tools of the study ...................................................................................... 57 

Appendix D: Tables ........................................................................................................ 63 

Table D.2: The validity of Internal consistency for the study tools ......................... 63 

Table D.2: Reliability coefficients of study tool ...................................................... 64 

Table D.3: Means, standard deviations, and the summery of tow way ANOVA to 

determine the differences in personality traits, according to socio 

demographic (gender,job title variable and the other demographic 

variables without interaction (n= 498) .................................................... 64 

Table D.4: Means and standard deviations for the level of motivation among 

Palestinian physicians and nurses (n= 498) ............................................ 66 

Table D.5: Means and standard deviations for the level of job performance among 

Palestinian physicians and nurses (n= 498) ............................................ 66 

Table D.6: The relationship between personality traits, motivation and job 

performance among Palestinian physicians and nurses (n= 498). Pearson 

correlation coefficient ............................................................................. 67 

Table D.7: Summary of stepwise regression results to determine the effect of 

personality traits on the motivation of Palestinian physicians and nurses

 ................................................................................................................. 67 

Table D.8: Summary of stepwise regression results to determine the effect  

of personality traits on the job performance of Palestinian physicians and 

nurses ....................................................................................................... 67 

Table D.9 :Summary of simple regression results to determine the effect of 

motivation on the job performance of Palestinian physicians and  

nurses ....................................................................................................... 68 

 

 

 



xi 

PERSONAL TRAITS, MOTIVATION, AND JOB PERFORMANCE 

OF PHYSICIANS AND NURSES IN PALESTINE 

By 

Farah Ghassan Abu Hait 

Supervisor 

Dr. Ahmad Hanani 

Abstract 

One of the most critical factors in determining access and quality of treatment for 

individuals or communities is the effectiveness of healthcare professionals. Against the 

backdrop of persistent challenges and amazing resilience in Palestine's unique 

sociopolitical situation, understanding the intricate links between personality traits and 

capacity to work among healthcare workers is critical. The im of this study is to examine 

the relationship between personality traits, motivation, and job performance of employee 

(physicians/nurses) at governmental and commercial hospitals in the northern West Bank. 

A cross-sectional study was conducted using a convenience sampling method among 

physicians and nurses from hospitals in the northern West Bank, 498 participants. The 

results were indicated that there was a statistically significant relationship at p ≤ 0.05 

between demographic variables due to (the variable type of hospital and years of 

experience) and personal traits, motivation, and job performance. Furthermore, the study's 

findings showed that a positive correlation between the personality traits of Palestinian 

physicians and nurses (extroversion, agreeableness, openness, and conscientiousness) and 

their levels of motivation and job performance, with correlation values ranging from 0.22 

to 0.41 (p ≥ 0.01). Additionally, the results showed a negative correlation (r = -0.13, -

0.17, and p ≤ 0.05) between the traits of neuroticism, motivation, and job performance. 

Additionally, the results showed that the primary factor influencing Palestinian physicians 

and nurses' motivation is their conscience (R2 = 0.171; p ≤ 0.05). However, the 

combination of extraversion and conscientiousness was the second factor affecting 

Palestinian nurses' and physicians’ motivation (R2 = 0.197). While. 0the primary factor 

influencing how well Palestinian physicians and nurses perform on the workplace is their 

agreeableness (R2 = 0.156; p > 0.05). Furthermore, the combination of conscientiousness 

and agreeableness represented the second factor affecting how well Palestinian nurses 

and physicians performed on the workplace (R2 = 0.194; p < 0.05). Personality traits such 

as conscientiousness, extraversion, and agreeableness play a significant role in enhancing 



xii 

motivation and job performance among healthcare workers, while neuroticism negatively 

impacts performance, particularly among doctors, highlighting the importance of targeted 

support and development programs in improving workplace outcomes. 

Keywords: Personal traits, Motivation, Job Performance, hospitals, Physicians, nursing, 

Palestine 

 

 



1 

Chapter One 

Introduction and Theoretical Background

1.1 Introduction 

The performance of medical professionals is critical in ensuring the provision of high-

quality patient care in the fast-paced and demanding sector of healthcare (Hashmi et al., 

2024).  

The intricate and demanding nature of healthcare environments, particularly in 

geopolitically complex places such as Palestine, necessitates a detailed examination of 

the variables that influence physicians' and nurses. The study is to seek how personal 

traits, motivation, and job performance interact in Palestinian healthcare settings. The 

personal characteristics and motivations of healthcare practitioners are strongly 

relationship to the efficacy of healthcare delivery. Personal traits such as empathy, good 

communication, adaptability, and adaptation play an important part in determining a 

medical practitioner's success.  

The duties and obligations of healthcare professionals have changed significantly, so it is 

important to have a comprehensive understanding of the difficulties they face, as the work 

environment has the ability to have both positive and negative impacts on employee 

morale (Hojat et al., 2015).  

Healthcare professionals operate in a unique setting with significant risks, strong 

emotions, and a continual need for accuracy and cooperation. To raise the standard of 

healthcare service generally, it is necessary to comprehend the factors influencing 

employee motivation and how this impacts their output at work (Chmielewska et al., 

2020). It therefore has a significant impact on employee output and job performance, as 

a result, there are many facets and a complex interaction between motivation and 

personality traits (Vainieri et al., 2019). A person's objectives and ability to reach them 

might be influenced by their personal traits. Studies have indicated that people with 

particular personality types are more likely to be driven towards internal objectives 

(Collegenp, 2023).  



2 

Consequently, recognizing motivation internal or external as a critical factor influencing 

job performance across a range of industries, including healthcare (Deci et al., 2017). 

 In order to enhance the entire health care system in Palestine, where medical 

professionals often work under challenging conditions, it is critical to understand the 

specific factors that either facilitate or obstruct their performance. Personality traits play 

a significant role in personality studies, particularly when it comes to predicting 

performance. As a trait that sets one person apart from another and indicates whether a 

person would behave differently in certain professions than in others (Diener & Lucas, 

2024). 

Personality traits affect patient safety because they have been connected to how 

healthcare workers manage stress, burnout, and job performance. Organizations might 

benefit from personality qualities as they can reveal how individuals react to certain 

characteristics (Bataweel, 2023). 

Analyzing personality and individual variations is a crucial part of psychology. Each 

individual is distinct in the way that their personality traits interact with one another and 

how they each act in social settings. Individual differences include those in sexual 

orientation, political views, religious beliefs, professional interests, and mental capacities 

(Diaz, 2022).  

Hence, personality was described by Eysenck as "the total of what is real or the potential 

behavioral tendencies of an organism, which are influenced by genetics and environment 

(Diaz, 2022). the personality of employees is vital to every organization. Psychology's 

use of the five personality dimensions to characterize human personality offers a rigorous 

conceptual and measurement framework for personality research. Hard labor, diligence, 

responsibility, organization, and perseverance are traits of consciousness. Talkativeness, 

extroversion, and aggression are characteristics of extraversion, whereas neuroticism is 

characterized by agreeableness, flexibility, insecurity, and self-assurance (Delima, 2020). 

Conversely, it has been demonstrated that employees who are open to new experiences 

have personalities that are correctly characterized by innovation traits by agreeableness, 

flexibility, insecurity, and self-assurance  (Diaz, 2022) .Therefore the way healthcare 



3 

services are delivered is significantly impacted by the personal traits of the staff. 

Customers seem to prefer conscientiousness and agreeableness in employees because 

they see them as more trustworthy and sympathetic, which results in greater assessments 

of service quality, according to the literature that is currently available (Rutz et al., 2020).  

The term "job performance" describes an essential function that establishes objectives 

and plans of action for accomplishing organizational goals as well as the extent to which 

outputs are produced (Delima, 2020). 

The healthcare industry is one of the most important sectors that gets equal criticism with 

regard to performance and service delivery. "Job performance" (JP) typically refers to a 

person's ability to carry out their work in an efficient manner. It is the most important 

indicator of an organization's performance and has attracted attention from academics 

recently (Adhikara et al., 2022). Traditionally, the way an employee performs his given 

tasks has been the main factor used to assess his work performance. An employee needs 

to be willing to go above and beyond what is assigned to them in order to accomplish the 

aims and objectives that organizations have set for themselves in recent years. One way 

to assess an employee's performance at work is to look at their output or make sure that 

policies and procedures are being followed correctly (Delima, 2020). 

However, maintaining access to affordable healthcare poses significant challenges for 

healthcare providers. To do this, they have to adapt and improve their performance. To do 

this, organizations need to influence employees' job performance. Therefore, it is 

important to understand the basic elements of job performance, which include 

understanding their personal traits and enhancing their motivation about working in the 

healthcare sector, in addition to ways to improve these elements (Chmielewska et al., 

2020). 

The process (or activity) and the outcome were the two points of view that were utilized 

to conceptualize performance for this aim. Process is focused on a certain aspect of the 

process, such as behavior; The activity that individuals carry out while working that is 

pertinent to the objectives of the company is the behavioral component (Rababah, 2019). 



4 

Furthermore, work performance - also known as job performance - is intended to take 

into account individual differences in occupational achievement. In the workplace, job 

performance is important, which is seen as being linked to increased productivity 

(outcome) (Rababah, 2019). 

Regarding the relationship between personal traits and job performance, Delima (2020) 

indicated the existence of a direct relationship, which means that a decrease in an 

employee’s personal traits will inevitably lead to a decrease in job performance. This 

shows that a big number of people have different personalities that impact how effectively 

the organization runs as a whole. Emotional, biological, social, and cognitive variables 

are all involved in motivation, which is what drives behavior. In common discourse, the 

term "motive" is frequently used to describe the reasons behind an individual's behavior. 

The desire of an individual to accomplish a particular objective is referred to as 

motivation, which is a behavior determinant. One of the things that might motivate 

healthcare professionals to work towards accomplishing the objectives of the WHO 

health system, which include enhancing patient equity and health, is motivation Muthuri 

(2020) compared to workers with clear, challenging goals, employees with ambiguous 

goals typically work more slowly, produce worse results, show less interest, and complete 

fewer tasks. Workers are more engaged and productive when their goals are clear. 

According to the fundamental principle of motivation, an individual's level of abilities 

and motivation determines their level of performance (Rosak-Szyrocka, 2015). One of 

the main problems that HR departments still face in modern businesses is motivating and 

retaining staff. In order to try to accomplish this goal, it becomes necessary to ascertain 

how personality and motivation relate to one another and how much the former influences 

the latter (Nuckcheddy, 2018). Workers are proactive by nature, which means they take 

the situation on board without becoming down on it. They create their own work in order 

to maintain motivation and high output. Understanding the core elements of personality 

traits that influence the motivation and performance of healthcare practitioners is crucial 

when aiming to enhance team dynamics (Rababah, 2019). 

 



5 

Everybody who needs quality care can get it when and when they need it from a well-run 

health system. Health care professionals need to have a clear grasp of their scope of 

practice in order to help them navigate the complex world of patient care (Desmond 

Wiggins et al., 2022). This study seeks to investigation of the relation between the 

personality traits, motivation and job performance of (physicians and nurses) in Palestine.

2.1 Problem Statement 

In contemporary healthcare environments, the seamless functioning of medical teams of 

physicians and nurses is crucial to ensure optimal patient care protocols and overall 

hospital efficacy. However, little is known about the complex relationships that exist 

between the personal traits, work productivity, and motivating factors of these healthcare 

personnel. More investigation into this link is required given the knowledge that 

personality trait’s and motivational factors significantly influence the collaborative 

dynamics and overall productivity of medical teams. Although there is literature on 

individual factors including motivation, character traits, and job performance in 

healthcare settings (Delima 2020; Gur & saks 2020). There is a dearth of comprehensive 

research that specifically addresses the unique milieu of hospitalized medical teams and 

incorporates these components. Furthermore, a number of reasons, such as a range of 

patient demographics, growing expectations, and technology improvements, are causing 

the healthcare business to change swiftly. Consequently, a more thorough understanding 

of the intricate relationships between motivation and personal traits and job performance 

is needed for physicians and nurses. 

1.3 Significance of study 

The theoretical and applied significance of the study among physicians and nurses in 

improving healthcare delivery, workforce management, and policy formulation on 

healthcare development is great. It also deepens the understanding of factors that affect 

healthcare professionals and theoretically and practically contributes to the realm by:

  



6 

1.3.2 Applied significance 

 Inform training programs on motivations and personality traits among health 

professionals. 

 Leads the leadership of the hospitals in management strategies that best optimize team 

dynamics and individual needs. 

 Facilitates employee engagement initiatives that help improve job satisfaction and 

overall well-being. 

 Offers strategies to reduce burnout and turnover, improving staff retention. 

Promotes cost-effective healthcare delivery through performance enhancement, reduction 

of errors, and productivity gains. 

1.4 Aim of study 

Investigation of the relation between the personality traits, motivation and job 

performance of (physicians and nurses) in Palestine. 

1.5 Objectives 

 To examine the relationship between demographic characteristics (age, gender, 

educational level, type of hospital, work experience and job tittle) and five big personal 

traits (Neuroticism, Extraversion, Agreeableness, Openness and Conscientiousness), 

among physicians and nurses in governmental and private hospitals in the northern 

West Bank of Palestine. 

 To examine the relationship between demographic characteristics (age, gender, 

educational level, type of hospital, work experience and job tittle) and motivation

level, among physicians and nurses in governmental and private hospitals in the 

northern West Bank of Palestine 

 To examine the relationship between demographic characteristics (age, gender, 

educational level, type of hospital, work experience and job tittle) and job performance 

among physicians and nurses in governmental and private hospitals in the northern 

West Bank of Palestine 

 To assess the level of personality traits among physicians and nurses in governmental 

and private Hospitals in the northern West Bank of Palestine. 



7 

 To assess the level of motivation among physicians and nurses in governmental and 

private Hospitals in the northern West Bank of Palestine. 

 To assess the level of job performance among physicians and nurses in governmental 

and private Hospitals in the northern West Bank of Palestine. 

 To investigate the relationship between the five big personal traits (Neuroticism, 

Extraversion, Agreeableness, Openness and Conscientiousness), motivation, and job 

performance among physicians and nurses in governmental and private Hospitals in 

the northern West Bank of Palestine. 

1.6 Study hypothesis 

H0: There is no statistically significant relationship at (p ≤ 0.05 between demographic 

characteristics (gender, age, experience, type of hospital, educational level and job tittle,) 

and five big personality traits (Neuroticism, Extraversion, Agreeableness, Openness and 

Conscientiousness) among Palestinian physicians’ hospitals in Palestine. 

H0: There is no statistically significant relationship at (p ≤ 0.05 between demographic 

characteristics (gender, age, experience, type of hospital, educational level and job tittle,) 

and motivation among Palestinian physicians whose working at the northern cities’ 

hospitals in West Bank of Palestine. 

H0: There is no statistically significant relationship at (p ≤ 0.05 between demographic 

characteristics (gender, age, experience, type of hospital, educational level and job tittle,) 

and job performance among Palestinian physicians whose working at the northern cities’ 

hospitals in West Bank of Palestine. 

H0: There are statistically significant differences in the level of personality traits among 

physicians and nurses working in governmental and private hospitals in the northern West 

Bank of Palestine.

H0: There are statistically significant differences in the level of motivation among 

physicians and nurses working in governmental and private hospitals in the northern West 

Bank of Palestine. 



8 

H0: There are statistically significant differences in the level of job performance among 

physicians and nurses working in governmental and private hospitals in the northern West 

Bank of Palestine. 

H0: There are no statistically significant differences relations at p ≤ 0.05 between personal 

traits (Neuroticism, Extraversion, Agreeableness, Openness and Conscientiousness), 

motivation, and job performance of members of the medical team (physicians and nurses) 

in governmental and private hospitals in the northern West Bank. 

1.7 Concepts and Operational Definition 

1.7.1 Concepts Definition  

Personality: It is a unique style of feeling, thinking, and acting. Moods, attitudes, and 

opinions are all part of personality, which comes through in social interactions. It 

encompasses both innate and learned behavioral traits that set an individual apart and are 

evident in how they interact with their surroundings and social group. Although the term 

"personality" has been defined in a variety of ways, two primary interpretations have 

emerged as psychological concepts. In this view, the study of personality focuses on 

categorizing and interpreting generally stable human psychological traits. The first is 

related to the consistent differences that exist among individuals. The second 

interpretation highlights the characteristics that set psychological individuals apart from 

other sorts of persons and that bind all people together. It instructs the personality theorist 

to look for the universal patterns that define human nature and the variables affecting 

life's trajectory (Philip-S-Holzman, 2024). 

Five big Personality traits: The Five Factor Model (FFM), sometimes referred to as the 

Big Five or the Big Five personality characteristics, is a well-established framework for 

comprehending human nature. These traits are (Darby, 2024): 

 Openness: This quality includes traits like creativity, wisdom, and a wide variety of 

interests. Individuals with high openness tend to be more daring and imaginative. 

 Conscientiousness: High degrees of thinking, strong impulse control, and goal-

directed behavior are characteristics of this feature. Those that are highly conscientious 

are often well-organized and detail oriented. 



9 

 Extraversion: Excitability, sociability, talkativeness, assertiveness, and a high degree 

of emotional expressiveness are some of the traits that make up this attribute. 

Extraverts are frequently more gregarious and vivacious. 

 Agreeableness: This characteristic includes qualities like compassion, love, 

trustworthiness, and other prosocial actions. High agreeableness scorers are usually 

more helpful and understanding. 

 Neuroticism: Emotional instability, anxiety, moodiness, impatience, and melancholy 

inclinations are all part of this feature. Negative emotions are more common in those 

with high neuroticism. 

Personality traits: Personality traits are described as long-lasting patterns of thinking, 

feeling, and acting that clearly distinguish an individual from others. These traits are 

relatively stable across different situations and also over time, influencing how every 

individual perceives, interacts with, and responds to their environment. The widely 

accepted Five-Factor Model (Big Five) outlines the primary traits as openness, 

conscientiousness, extraversion, agreeableness, and neuroticism (Dang et al., 2024). 

Motivation: The internal and external forces that drive people to initiate, sustain, and 

focus their efforts to achieve their career goals and maintain high levels of work 

engagement are collectively referred to as motivation. Which consists of extrinsic 

motivations (rewards, recognition, job stability) and internal motivations (personal 

fulfillment, professional development) are essential. Motivation is also influenced by 

elements including organizational culture, work environment, and job autonomy (Dagne 

et al., 2015). 

Job performance: A person's ability to perform technological duties or activities that 

advance technological task performance is the essence of an organization. Task 

performance and contextual performance are the two components that make up job 

performance, and both are necessary for an organization to function well. Therefore, job 

performance is determined by predetermined standards and pertains to the efficacy and 

efficiency with which physicians and nurses carry out their roles and obligations in the 

healthcare setting. So Clinical competence, protocol adherence, patient care quality, 



10 

teamwork, communication skills, and stress management capacity are critical 

components of healthcare professionals' work performance (Zaman et al., 2022). 

1.7.2 Operational Definition 

The first tool was the Big Five Personality Test Scale -11 items (Watson, 2023), the 

second was the Employee Motivation Questionnaire -9 items (Mbindyo et al., 2019), and 

the third was a Performance Measure - 5 items (FZE, 2018).  

Personality traits: the personality traits of physicians and nurses were measured by 

developing a questionnaire about the Big Five personality traits and evaluating their 

responses to items (1-11) in the questionnaire, using a five-level Likert scale (Strongly 

agree - Strongly disagree). The items included questions that measured (anger, self-

esteem, teamwork, influence on others, problem solving, love of visiting new places, and 

the individual’s commitment to his promises). 

Motivation: The level of motivation is measured through items (12-20) in the 

questionnaire, which target the factors that motivate physicians and nurses to perform 

their jobs, such as the desire to work hard, job security, professional burnout, the 

relationship with management, and the extent to which the employee’s values are 

compatible with the hospital’s values. The scale consists of a group of items that measure 

the following aspects: 

 Intrinsic motivation: relates to personal motivation for work derived from pleasure or 

intrinsic value (e·g·, “These days I feel motivated to work as hard as I can”)·  

Extrinsic motivation: relates to motivation related to rewards or job security (e.g.·, “I'm 

only doing this job so I can get paid at the end of the month”)·. 

1. Components of the scale: 

Stress and Emotional Depletion: Measures negative aspects of the work experience (e.g.·, 

“I feel emotionally drained at the end of each day”)· 

Overall job satisfaction: Focuses on the overall level of job satisfaction (e.g.: “I am very 

satisfied with my job”)· 



11 

Satisfaction with the job environment: includes relationships with management and co-

workers, as well as alignment of personal values with the organization (e.g.·, “I am 

satisfied with my boss” and “I find that my values and the values of this hospital are very 

similar”)· 

2. Similar measuring tools 

 Minnesota Satisfaction Questionnaire (MSQ): Measures overall and specific 

satisfaction with specific aspects of work, such as job security, environment, 

recognition, and salary· 

 Job Stress Scale: It measures the emotional and psychological stress that individuals 

experience at work· 

 Work Extrinsic and Intrinsic Motivation Scale - WEIMS: It measures internal and 

external motivation based on Self-Determination Theory· 

Job performance: is measured through items (21-25) in the questionnaire, which relate to 

the physicians and nurses sense of the need to perform well to achieve the hospital’s goals, 

understanding expectations from his role, the impact of good performance on 

productivity, and fairness of professional expectations. 

1.8 Previous Studies and Theoretical Background 

1.8.1 Personality Traits 

Personal traits of employees have a significant impact on how health care services are 

delivered. Research suggests that customers value conscientiousness and agreeableness 

in employees because they view them as more trustworthy and compassionate, which 

leads to higher ratings of service quality. The perception of service quality is also 

influenced by relationships between team members. 

A study conducted in Israel, Gur, Saks, & Stavi (2020) looked into the possible 

relationship with team connections serving as a mediator between the conscientiousness 

of healthcare personnel and their acceptance and assessment of service quality. 

Participation in decision-making, peer support, and trust are all aspects of these 

relationships. A total of 174 nurses were given questionnaires. The survey looked at two 



12 

personality traits: agreeableness and conscientiousness. The findings showed that the sole 

mediator between employee personality and evaluations of service quality was trust 

amongst team members. On the other wise, a study conducted in Poland by  (Kwiatosz-

Muc et al., (2021) who sought to assess the degree of self-efficacy and the intensity of 

personality traits in a group of anesthesia nurses working in five hospitals located in the 

southeast of Yolanda. An analysis was conducted on 143 correctly completed 

questionnaires. The findings showed that nurses typically receive high ratings for 

extraversion and conscientiousness. and low neuroticism-related scores. Individuals with 

high levels of conscientiousness, extroversion, and openness to new experiences tended 

to score highly on the sense of self-efficacy scale. The findings also demonstrated a link 

between personality characteristics and exposure to certain stressful work-related 

conditions. The results of a regression study indicated a strong relationship between 

sentiments of self-efficacy and conscientiousness and extraversion. In the same context, 

a study was conducted in Poland by Marcisz-Dyla et al. (2022) aimed to identifying the 

psychological and physical health, as well as the personality traits and coping 

mechanisms, of Polish surgeons and non-surgeons. The Resilience Rating Scale, the Type 

D Personality Scale, the Framingham Type A Scale, the Mini-COPE-Coping Inventory 

Scale, and the Well-Being Scale were among the scales and questionnaires utilized in the 

study. According to the study, surgeons report feeling more psychologically well-off. In 

relation to surgical specialty performance, the values of the domain of denial are greater 

and the values of the domain of conversion to religion are lower for those with an 

optimistic outlook on life and the capacity to mobilize in trying circumstances. While, 

Claes et al. (2018) sought to learn more about the personality traits of healthcare 

professionals who manage teams. It also sought to find out if Belgian physicians who 

aspire to be leaders have similar preferences, if their personalities are different from those 

of other healthcare workers, and if the Belgian physicians in our sample are different from 

the group of physicians in the USA. In addition to non-physicians who registered for the 

clinical leadership programmer, physicians working at the hospital participated in the 

study. Based on the Myers-Briggs Type Indicator, they investigated their preferences for 

four different aspects of personality (MBTI). An MBTI coach provided additional help 

after they completed their self-assessment to decide which MBTI profile best suited them. 



13 

Preferences for "thinking" were found to be significantly higher than those for "feeling." 

It was discovered that non-physicians were noticeably more adept at "sensing" and 

"judging" than physicians. There were no discernible variations between the physicians 

in the Belgian and American datasets. 

1.8.2 Motivation and its relationship with job performance

The job performance of healthcare professionals in hospitals is greatly influenced by 

motivation, which is a critical element. Given the special demands and challenges that 

the healthcare industry places on its workers, it is essential to understand and develop 

motivation in order to achieve the highest level of performance. A study conducted by 

Chmielewska et al., (2022) examined the connection between a few motivational 

variables that influence physicians’ inclination to work in public hospitals and the 

hospitals' organizational effectiveness. This study used questionnaires from the World 

Health Organization that were created to measure organizational performance levels in 

hospitals using the McKinsey model and to estimate motivation factors in accordance 

with Herzberg's theory of motivation. In 22 departments/units of general public hospitals 

in Warsaw, Poland, a survey of physicians (n = 249) with either surgical procedure 

specialization (surgical) or non-surgical procedure specialization (conservative) was 

done. Healthcare professionals (54 percent of whom are doctors) who participated in the 

survey indicated that "performance feedback" has the lowest impact on organizational 

performance, while the motivation factors related to "quality and supervision style" have 

the highest impact on the organizational performance of hospitals (Spearman rank 

correlation coefficient = 0.490; p ≤ 0.001). While study was conducted in Italy by Belle 

(2013), a field experimental was conducted on a sample of nurses in a public hospital in 

Italy with the aim of studying the relationship between public service motivation (PSM) 

and job performance. The research focused on the interaction between PSM, job 

performance, and two conditions: Exposure to beneficiary interactions and self-

persuasion. The results of the study showed that participants' persistence, productivity, 

and attentiveness were all improved by both treatments. These beneficial effects were 

amplified by baseline PSM. Furthermore, it results in both cases. A rise in PSM, in part 

because Positive effects mediate Reaching out to the recipient regarding work 

performance. On the other wise, a study was conducted by Aduo-Adjei et al. (2016), 



14 

centered his research on investigating the role of motivation and figuring out how both 

external and internal motivators affect health professionals' performance at Korle Bu 

Teaching Hospital (KBTH). The study used a qualitative methodology, and fifteen health 

professionals including doctors and paramedics were chosen by purposive sampling. The 

study's primary conclusions showed that, in addition to external variables like pay, 

housing, and transportation, intrinsic motivators that affect health workers' work 

performance include job satisfaction, the availability of logistics services, and an enabling 

work environment. Furthermore, the ability to be motivated is essential for nursing 

employment. 

1.8.3 Motivation and its relationship with personality traits  

There is a complex relationship between personality traits and motivation. For example, 

people with high scores on conscientiousness may be more driven to succeed at their jobs 

and provide careful and accurate medical care. Personalities with high agreeableness can 

be driven by the desire to help and work with others. Being receptive to new experiences 

may inspire people to learn new things and adapt to changing medical procedures. 

Furthermore, people who possess certain personality traits may display higher levels of 

intrinsic motivation, which is motivated by a sense of purpose and personal fulfillment. 

On the other hand, extrinsic motivations - such as financial rewards - may have a greater 

influence on others. A study was conducted by Sowunmi (2022) which emphasized the 

connection between personality traits, work satisfaction, and motivation. In Aru, 

Abeokuta, Neuropsychiatric Hospital, Ogun State, Nigeria. 

In order to study the relationship between personality traits, work satisfaction, and 

motivation, a cross-sectional study was conducted, workers that showed how personal 

traits, job happiness, and motivation relate to mental health professionals. Systematic 

proportional sampling was used to analyses 146 participants in total, yielding a 67.3% 

response rate. The majority of participants were married (80.8%), female (60.3%), and 

had at least a tertiary education (63%). The participants' average age was 40.29 ± 8.27, 

and their average duration of service was 13.63 ± 8.49. Consciousness (97.3%) and 

agreeableness (97.3%) were the most prevalent personality qualities, whereas neuroticism 

(55.5%) was the least. Significant positive correlations were found between high levels 



15 

of openness (0.01), conscientiousness (0.03), and agreeableness (0.01) with motivation. 

There was a statistically significant correlation between motivation Both gender 

differences (t=4.26; p≤0.001t = 4.26; p 0.001t=4.26; p≤0.001) and occupational status 

(t=−3.59; p≤0.001 t = -3.59; p ≤0.001t=−3.59; p≤0.001) were found to be statistically 

significant. Muntean, et al., (2022) conducted a pilot study in Romania aimed at exploring 

the relationships between motivation, personality traits, and the outcomes of national 

residency examinations among Romanian medical graduates. The study examined all 

dimensions of personality 

All personality dimensions, including extraversion (OR = 0.512, p = 0.03), 

conscientiousness (OR = 3.671, p = 0.004), agreeableness (OR = 2.791), p = 0.07), and 

emotional stability (OR = 4.863, p = 0.0003), were statistically related to the results 

obtained. The results showed that all personality dimensions were consistent with the Big 

Five model. By stimulating engagement and persistence, which are related to the 

conscientiousness and outcome dimensions, motivation also plays a significant influence 

on academic achievements.  

1.8.4 Personal traits on job performance 

Personality qualities and work performance are closely related in the nursing and medical 

fields, this is because a variety of personal traits, competencies, and skills interact with 

systemic environmental influences (Günaydi, 2021). Acknowledging and fostering these 

qualities can help healthcare professionals succeed in their jobs and be more productive 

overall. A study was conducted by, Rababah (2019) conducted a study in Jordan with the 

goal of examining the impact of personal traits (the Big Five) on job satisfaction and 

performance. Additionally, the study sought to determine the degree to which job 

satisfaction influences job performance in the hospitals. Using structural equation 

modelling, data for 1,200 employees across 52 hospitals in Jordan were examined. The 

study discovered that while neuroticism has a detrimental impact on job satisfaction, 

characteristics like conscientiousness, extraversion, agreeableness, and openness have 

favorable benefits. Furthermore, there is a strong correlation between personality traits 

and job performance. Performance at work is significantly impacted by job happiness as 

well. These ideas are supported by empirical analyses, which also assess personality 



16 

factors as potential predictors of job performance and job satisfaction. According to the 

results of a study conducted by Delima (2020) personal traits have a good relationship 

with job performance. Additionally, awareness has traits that are directly associated to job 

performance for employees with greater weights. Employees' job performance is 

positively and significantly impacted by agreeableness, extroversion, conscientiousness, 

and openness to experience; employees' job performance is negatively and significantly 

impacted by neuroticism. While another study was conducted that analyzed the impact of 

proactive personality at job Performance in midwives by Uktutias et al. (2022) including 

151 midwives, and random samples were used. The results of the analysis showed that 

individuals' job performance is affected by their proactive personalities. Proactive 

midwives are able to challenge themselves to grow as individuals, which improves their 

effectiveness in providing health care, especially to infants and young children. Very 

proactive personality. More professional and efficient midwifery services have an impact 

on midwives' ability to carry out their jobs more effectively, so midwives are urged to 

take the initiative to learn new things. 

1.8.5 Personality traits, motivation and job performance 

The interaction of motivation and personal qualities can influence how healthcare 

workers approach their work, deal with obstacles, and contribute to the overall 

performance of a healthcare facility. Hospitals should take these things into account when 

recruiting, training, and setting up an atmosphere that supports the professional and 

personal development of their physicians and nurses. maintaining high levels of job 

performance can also be facilitated by identifying and resolving burnout and offering 

continued support. On the other wis, a study by silvestre (2022) investigated the 

association between employee personality traits, motivation, and performance in a 

Philippine pharmaceutical company using a descriptive correlational design study. I thus 

investigated the possibility of using motivation and personality traits to forecast medical 

sales representatives' job success. Using stratified and worldwide sampling, 125 medical 

sales representatives who were hired in the NCR were chosen for the study. The Big Five 

personality test by McCrae and, the Work Motivation Questionnaire, and the Performance 

Appraisal Questionnaire were the three instruments employed in this work. It has been 

demonstrated that there is a favorable correlation between work performance and 



17 

personality traits and motivation, but not between personality and motivation. However, 

there wasn't much of a bond between the first two structures. Additionally, the findings 

showed that favorable working circumstances and tangible rewards were important 

determinants of job performance. With the exception of the association between 

personality traits and motivation in the setting of sales, which requires more research, the 

bulk of conclusions are confirmed by the literature review. To further enhance the 

performance of medical sales agents, a general company performance improvement plan 

should be created. On the other hand, Cob et al. (2021) talked about how personality traits, 

motivation, learner autonomy, and leadership style affect how well employees perform at 

work. An additional goal of this research is to determine the key variables influencing 

work performance. This study's population comprised 16,960 employees of University 

Technology MARA (UiTM), and 600 participants were selected using a stratified 

sampling technique. The findings demonstrated that 37 percent of job performance is 

influenced by personality attributes, motivation, learner autonomy, and leadership style. 

A statistically significant association between learner independence, motivation, 

leadership style, and personal traits and job performance was found via SEM analysis. 

Furthermore, the study's findings indicate that the primary variable influencing work 

performance is employee motivation. The study demonstrates that when learner 

autonomy, motivation, personality attributes, and leadership style are all in good shape, 

individual work performance can be enhanced. In 2017, specifically in China, conducted 

a cross-sectional study including 1,523 physicians from eight tertiary hospitals in Harbin, 

China, according to, Guo et al. (2021) physicians' drive for achievement, work output, 

organizational dedication, character attributes, and other demographic factors were 

among the types of data gathered. The findings showed that organizational commitment 

somewhat mediates the direct effects of accomplishment motivation on job performance, 

and that achievement motivation directly affects job performance. Furthermore, findings 

demonstrated that, through organizational commitment, agreeableness and 

conscientiousness modify the intensity of the associations between achievement 

motivation and job performance.



18 

2.1 Summary  

All studies that were discussed personality traits, motivation, and performance, it was 

noted that most of them study two variables or relationship between two variables to each 

other, while in this study all variables were studied, linked to each other, and the effect of 

one on the other was found. Regarding the methodology, most of the previous studies 

chose the study population, either a nursing community only, or a community of 

physicians only, or they addressed the health workers in general. While in this study, it 

was distinguished by the fact that it brought together the nursing staff and the physician 

staff only, and studied their personal traits, motivation, and job performance. 

In this study, the Big Five personality traits were analyzed and linked to demographic 

characteristics and also linked to motivation and performance to determine the extent to 

which motivation and job performance are affected by them. While in previous studies, 

some of them discussed the Big Five personality traits, but the studies did not address the 

impact of each trait on the dependent variables in the studies.



19 

Chapter Two 

The Methodology 

In this chapter, the methods used by the researcher to achieve the goal of this study are 

explained. Was consists of the study design, environment, participants, tools used, study 

sample, sampling methodology, and data collection mechanism. The researcher also 

discussed the most important ethical considerations that were followed before conducting 

this study. 

2.1 Study Design 

A cross-sectional descriptive correlational study. Data was collected from participants 

using the convenient sampling technique.

2.2 Study Setting 

The study was conducted between March and April 2024 at governmental and private 

hospitals in the northern West Bank. The governmental hospitals included Watani 

Hospital- Nablus, Tubas Turkish Hospital, Khalil Suleiman Hospital - Jenin, Thabet 

Thabet Hospital - Tulkarm, Darwish Nazzal Hospital - Qalqilya). The private hospitals 

were included Arab Specialized Hospital - Nablus, Nablus Specialized Hospital - Nablus, 

St. Luke's Hospital - Nablus, An-Najah National University Hospital - Nablus, Al-Amal 

Hospital- Nablus, Al-Razi Hospital- Jenin, and Al-Isra Hospital - Tulkarm).

2.3 Study population 

In Palestine, the annual health report of the Ministry of Health indicates that there are 

8,106 physicians working in the health sector in the West Bank, 10,557 male and female 

nurses, and 802 physicians working in the government sector in general and affiliated 

with the Ministry of Health. There were 2,652 male and female nurses in the government 

sector (PHIC & MOH Planning Unit , 2023). 

 All physicians and nurses working in the hospitals under this study in the northern West 

Bank were included. The number population of physicians (general and specialists) 

reached 304, while the number population of nurses in general was 2,000 nurses  (PHIC 

& MOH Planning Unit , 2023). 



20 

Inclusion criteria 

 All physicians and nursing staff working in the hospitals included in this study, 

regardless of educational level or job position. 

 Palestinian nationality  

 Informed consent form approved.  

Exclusion criteria 

Physicians and nursing with less than one month of experience will be excluded.  

2.4 Study sample 

Convenience sampling techniques were used by all (physicians& nursing staff) in the 

hospitals included in this study. 328 nurses and 172 physicians were participating in this 

study. 

2.5 Data Collection tool 

The data collection tool utilized in this study was designed in Arabic to ensure clarity and 

cultural relevance for participants. The data were subsequently processed and presented 

in English tables for academic analysis and broader accessibility. This study consists of 

three important areas for collecting data on which the research question is focused: the 

first is a tool for measuring personal traits, the second is a tool for measuring motivation, 

and the third is a tool for measuring performance. After that, these measures were 

collected in one questionnaire, and it was answered using a five-point Likert scale. The 

questionnaire was divided into two parts.

First part: demographic characteristics (gender, level of education, type of hospital, job, 

years of experience, age). 

Second part: The questionnaire is answered using a five-point Likert scale and is divided 

into three sections: 

The first section: about personality traits. This section deals with the Big Five personality 

traits (Neuroticism). Extraversion, Agreeableness, Openness & Conscientiousness) 



21 

Section Two: Addressing specific motivation satisfaction with specific aspects of work, 

such as job security, environment, recognition, and salary. 

Job Stress Scale: It measures the emotional and psychological stress that individuals 

experience at work. 

Section Three: Discuss the performance using assesses perceptions and personal 

opinions, enabling precise analysis of respondents' attitudes and viewpoints 

2.6 Validity and Reliability of the Questionnaire  

2.6.1 Validity 

Validity determines whether a measuring instrument accurately captures the object of 

interest in the measurement. It is necessary to prove the validity of the tool (Middleton, 

2019), the questionnaire was sent in its first form to the dissertation supervisor and to the 

Public Health Department at (An-Najah University).  

First scale: Personality Traits Scale According to the study conducted by Watson (2023), 

titled Personality Assessment, various methods for assessing personality were discussed, 

with a focus on analyzing the validity of these methods to ensure accurate and reliable 

measurements. The validity of the scale varies depending on the type used, and the key 

findings are as follows: 

Objective Tests: These tests exhibit relatively high validity, especially when using well-

established tools that rely on self-reports and informant ratings Validity is strengthened 

by the alignment between test results and real-life behaviors observed by others. 

Projective Tests: These tests face challenges in terms of validity, as they depend on expert 

interpretation of results However, they provide significant value when used alongside 

other measures to examine unconscious processes. 

Behavioral Measures: These methods offer high external validity due to their ability to 

link actual behaviors to field observations. The study emphasized their effectiveness in 

predicting real-world behaviors. 



22 

Implicit Techniques: Although their use is limited, their validity depends on their capacity 

to reveal unconscious traits that cannot be directly expressed. 

Overall Validity 

The study emphasized that selecting the appropriate scale depends largely on the purpose 

of the assessment While validity may vary across methods, combining multiple 

approaches enhances overall validity. Watson (2023) highlighted the importance of 

employing diverse measures to provide a comprehensive understanding of personality 

traits, noting that higher validity is achieved when results are cross-verified using multiple 

tools· 

Second scale: Motivation Qu0estionnaire items (Mbindyo et al., 2019). The internal 

validity of the instrument was assessed using reliability analysis and factor analysis. The 

value of Crombach's alpha = 0.0.76. This value indicates that the tool has acceptable 

internal consistency, which enhances the reliability of the results drawn from it. 

Third scale: Performance Measure, FZE (2018), the researcher indicated in his study that 

the tool has validity and reliability. 

The tool was evaluated for its adequacy in relation to the objectives it was devised to 

measure. Its validity was established in a pilot study on 35 physicians and nurses other 

than those who formed part of the main study sample. This assured internal consistency 

by computing Pearson's correlation coefficients between the score of each item and the 

total score of the study tool. The results obtained showed the Pearson correlation 

coefficients of statements with the total scores, which represent components of study: 

personal traits, motivation, and job performance, were statistically significant. The results 

in table D.1 Appendix C ,were showed that there was a statistically significant 

relationship at the level (p ≤ 0.01) between the total score of each study tool and its related 

items, as the values of the Pearson correlation coefficient ranged between (0.55 - 0.89). 

Based on these results, the three tools are valid and measure what is intended to be 

measured. 



23 

2.6.2 Reliability 

A pilot study was conducted with 35 participants, not included in the final sample, to test 

the tool's cultural relevance and suitability. Cronbach's alpha values were calculated to 

ensure the reliability of the questionnaire items. 

The internal consistency questionnaire of the relationship between personality traits, 

motivation, and job performance. These reliability values demonstrate the importance of 

the tool in achieving the objectives of the study. The results indicated that the values of 

Crombach alpha reliability coefficient for the study tools, which include personal traits, 

motivation, and job performance (0.92, 0.86, 0.88), respectively as shown in table D.2 

Appendix D. Based on these results, the study tools are reliable and achieve the study 

objectives.

2.7 Data Collection Procedure 

For the purpose of this study, data were collected using an Arabic questionnaire. The 

results have been translated and presented in English tables to align with the study's 

academic context. The questionnaire was distributed and participants' responses were 

received through an online survey created using Google Forms via email to the target 

population – physicians and nurses, working in governmental and private hospitals in the 

northern West Bank, Palestine. a Google Form link was emailed to participants, who 

completed the survey at their convenience. This method was chosen for its accessibility 

in reaching the target population.

A Likert scale is a device applied in a survey or research to determine the level of 

agreement, satisfaction, or perception. The following table defines response levels from 

"very low" to "very high" using a 5-point Likert scale. 

Calculating the Interval 

The interval length is calculated using the formula: 

Interval Lengths  

Highest Value on the Scale−Lowest Value on the Scale/Number of Points on the Scale. 



24 

Below is an application of how to calculate the interval of the study tool, which consists 

of combining (three scales personal traits, motivation, and performance).  

Highest value = 5 

Lowest value = 1 

Number of points = 5 

Interval Length=5−15=0.8\text{Interval Length} = \frac{5 - 1}{5} = 0.8  

Interval Length=55−1=0.8 

Highest value = 5 

Lowest value = 1 

Number of points = 5 

Interval Length=5−1/5 = 0.8 

Defining the Categories 

Range for each level of scale: From the length of the interval, the range for each level of 

the tool is 0.8. 

Level 1-very low: 

The lowest value, 1, to 

1+0.8=1.8 

1+0.8=1.8. 

Final range: 1.80 and below. 

Level 2-low: 

Starts at 1.81 and ends at 1.81+0.8=2.60. 

Level 3-moderate: 

Starting at 2.61 and ending at 2.61+0.8=3.40. 

Level 4-high: 

Ranges from 3.41 to 3.41+0.8=4.20. 



25 

Level 5-very high: 

From 4.21 and above. 

Description 

In fact, each category represents a different level based on responses. For instance, 

1.81−2.60If the mean score of the participants falls within this range, the level is referred 

to as "Low." 

3.41−4.20 If the score ranges between, the rating described is "High". 

5. Difference Between Values: 

The difference between each boundary of a category above is equal and is the same as the 

length of an interval (0.8). 

This indicates that, within the five points of this scale, the ranking has an equal 

distribution of 0.8. 

2.8 Statistical Analysis  

The data were analyzed using SPSS (26) through the application Descriptive statistics 

include means and standard deviations. Pearson’s correlation coefficient was used to 

determine the relationship between personality traits, motivation, and job performance. 

As well as verifying the internal consistency of the three study tools. Stepwise linear 

regression to determine the effect of personality traits on motivation and job performance. 

Simple linear regression to determine the effect of motivation on job performance. An 

independent t-test was used to determine differences in personality traits depending on 

the variables of gender and hospital type. One-way ANOVA to determine differences in 

study tools according to independent variables. LSD as a post-test to identify sources of 

significant differences in post-comparisons when needed.  

2.9 Ethical consideration 

Approvals to conduct the study were sought from various authorities. The graduate study 

was approved and the IRB at An-Najah National University, Nablus, Palestine, gave 

approval for the study and granted ethical clearance on February 22, 2024. Further, the 

researchers sought approval from the Department of Health Education and Scientific 



26 

Research, Palestinian Ministry of Health on April 22, 2024. An informed consent form 

was provided, explaining the purpose of the study and assuring participants of their right 

to withdraw at any time. Participation in the study was voluntary, and participants were 

informed that the data collected would be used strictly for scientific research purposes, 

with privacy maintained throughout. Once approval of administrations for targeted 

hospitals taken, and informed consent from the participants was obtained.

 



27 

Chapter Three 

Results 

In this chapter, the socio-demographic characteristics of the study participants are 

described. We also show the relationship between demographic characteristics (gender, 

educational level, type of hospital, job) and the level of personal traits, motivation, and 

job performance in detail. The relationship between personality traits, motivation, and job 

performance of nursing staff and physicians in hospitals in the northern West Bank was 

also studied 

3.1 Socio-demographic characteristics 

The data was subjected to a descriptive analysis and split into ratios and numbers in order 

to determine the distribution of the variable values.. Table (3.1) presents the demographic 

analysis of the nursing &physician’s personnel as it was found in this study. According 

to the findings 38.2% of the study's respondents 

The age of the respondents was ranging from 30 to 40 years. The male respondents in the 

study comprised 54.4%, while female respondents were 45.6%. It has been observed from 

the study that 51.8% of the respondents showed the highest preference for nursing staff 

and doctors holding a bachelor's degree. Similarly, 55% of the responses have come from 

nursing staff and physicians working in private hospitals. It was also determined that 

40.6% of respondents were registered nurses. Additionally, the highest response rate, 

37.8%, was from nursing staff and physicians who had 6 to 10 years of work experience. 



28 

Table 3.1 

Demographic characteristics of the study sample  

Independent variables Level of variable Frequency % 

Gender 

Male 271 45.5 

Female 227 54.4 

Total 498 100% 

Education level 

Diploma 125 14.2 

Bachelor 300 4..1 

Postgraduate studies 73 25.1 

Total 498 100% 

Hospital type 

Government sector 224 54 

Private sector 274 44 

Total 498 100% 

Job title 

Practical nurse 126 14.2 

Register nurse 202 5..1 

General physicians 100 1. 

Specialist physicians 70 25 

Total 498 100% 

Years of experience 

1-5 years 123 15.1 

6- 10 years 225 54.1 

Above 10 years 150 2..2 

Total 498 100% 

Age 

Under 30 years 120 15.1 

30-40 years 212 51.4 

Above 40 years 166 22.2 

Total 498 100% 
 

3.2 The relationship between demographic characteristics  and five big personal 

traits  among physicians and nurses in governmental and private hospitals in the 

northern West Bank of Palestine

To determine the differences according to job title and the other variables as illustrated 

Tow - way ANOVA test was used. 

Personality traits 

The results shown in table D.4 appendix D were as the following:

Gender: No statistically significant differences at (p ≤ 0.05) were found in the personality 

traits including (neuroticism, extraversion, agreeableness, and conscientiousness) and the 

job performance level among Palestinian physicians and nurses whose working at the 



29 

northern cities’ hospitals in West Bank of Palestine due to gender variable. In contrast, 

statistically significant differences were found among them in the openness trait for male 

workers, and in the motivation level for female workers. 

Education level: There were no statistically significant differences at (p ≤ 0.05) in 

neuroticism trait among physicians and nurses due to their education level. Also, LSD 

post hoc test in table (3.2), revealed statistically significant differences (diploma vs BA) 

in extraversion and openness traits among the study sample in favor of (BA), and for 

(diploma) in agreeableness trait, motivation level, and job performance. In addition, 

(diploma Vs. postgraduate studies), there were statistically significant differences at (p ≤ 

0.05) in extraversion and openness traits among the study sample in favor of 

(postgraduate studies), and no significant differences were noticed in the other traits. The 

comparisons (Bachelor Vs. postgraduate studies), there were statistically significant 

differences at (p ≤ 0.05) in conscientiousness trait, motivation level, and job performance 

for (postgraduate studies), and no significant differences were noticed in the other traits. 

Table 3.2 

LSD post comparisons between the means of personality traits of the study sample according to 

education level variable  

Personality traits Means Diploma Bachelor Postgraduate studies 

Neuroticism 

3.03 - -0.32* -0.18 

3.35  - 0.14 

3.21   - 

Extraversion 

3.61 - -0.31* -0.29* 

3.92  - 0.02 

3.90   - 

Agreeableness 

3.99 - 0.19* 0.10 

3.80  - -0.09 

3.89   - 

Openness 

3.45 - -0.35* -0.45* 

3.80  - -0.10 

3.90   - 

Conscientiousness 

3.79 - 0.07 -0.16 

3.72  - -0.23* 

3.95   - 

* Significant differences at (p ≤ 0.05). 



30 

Hospital type: There were no statistically significant differences at (p ≤ 0.05) in the 

personality traits including (neuroticism, agreeableness) among Palestinian physicians 

and nurses whose working at the northern cities’ hospitals in West Bank of Palestine due 

to hospital type variable. In contrast, statistically significant differences were found 

among them in the traits of extraversion, openness, conscientiousness, motivation level, 

and job performance in favor of private sector. 

Job title: there were statistically significant differences at (p ≤ 0.05) in all personality 

traits except conscientiousness trait and the motivation level among physicians and nurses 

due to the job title variable, and no significant differences were notice between them in 

the job performance. LSD post hoc in table (3.3), test revealed that physicians (general 

and specialist doctors) had significantly higher score of neuroticism trait in comparison 

with nurses. In the extraversion and openness traits, qualified nurses had significantly the 

lowest score compared to register nurses and physicians. In the agreeableness trait, 

qualified nurses had significantly the highest score compared to physicians and register 

nurses had significantly higher score than specialist physicians. Finally, qualified nurse 

and specialist physicians had statistically and significantly higher score in the level of 

motivation compared to general physicians. 



31 

Table 3.3  

The results of LSD post comparisons between the means of personality traits of the study sample 

according to job title variable (n= 498) 

Personality traits Means 
Practical 

nurse 

Register 

nurse 

General 

physician 
Specialistphysician 

Neuroticism 

3.02 - -0.14 -0.56* -0.41* 

3.16  - -0.42* -0.27* 

3.58   - 0.15 

3.43    - 

Extraversion 

3.62 - -0.35* -0.23* -0.22* 

3.97  - 0.12 0.13 

3.85   - 0.01 

3.84    - 

Agreeableness 

3.99 - 0.12 0.19* 0.31* 

3.87  - 0.07 0.19* 

3.80   - 0.12 

3.68    - 

Openness 

3.46 - -0.47* -0.26* -0.21* 

3.93  - 0.21* 0.26* 

3.72   - 0.05 

3.67    - 

* Significant differences at (p ≤ 0.05). 

Years of experience: There were statistically significant differences at (p ≤ 0.05) in the 

traits of agreeableness and conscientiousness, and the motivation level among Palestinian 

physicians and nurses due to years of experience variable. In contrast, no significant 

differences were found in the traits of neuroticism, extraversion, and openness, the job 

performance level due to this variable. LSD post hoc test in table (3.4), revealed that the 

physicians and nurses with experience above 10 years had statistically and significantly 

high score in the traits of agreeableness and conscientiousness and the motivation 

compared to those with experience under 10 years 



32 

Table 3.4 

LSD post comparisons in the agreeableness and conscientiousness traits of the study sample 

according to years of years’ experience variable . 

Personality traits Means 1-5 years 6-10 years Above 10 years 

Agreeableness 

3.73 - -0.12 -0.26* 

3.85  - -0.14* 

3.99   - 

Conscientiousnes 

3.65 - -0.11 -0.34* 

3.76  - -0.13 

3.89   - 

* Significant differences at (p ≤ 0.05). 

Age: There were statistically significant differences at (p ≤ 0.05) in the traits of 

agreeableness and conscientiousness, and the motivation level among Palestinian 

physicians and nurses due to age variable. In contrast, no significant differences were 

found in neuroticism, extraversion, and openness traits, and the job performance level due 

to this variable. LSD post hoc test in table (10), revealed that the physicians and nurses 

aged above 40 years old had statistically and significantly high score in the traits of 

agreeableness and conscientiousness, the level of motivation in comparison with those 

aged under 30 years old. 

Table 3.5 

LSD post comparisons in the agreeableness and conscientiousness traits of the study sample 

according to age variable . 

Personality traits Means <30 years 30- 40 years >40 years 

Agreeableness 

3.73 - -0.14 -0.22* 

3.87  - -0.08 

3.95   - 

Conscientiousness 

3.64 - -0.12 -0.25* 

3.76  - -0.13 

3.89   - 

* Significant differences at (p ≤ 0.05). 

  



33 

3.3 The relationship between demographic characteristics and motivation, among 

physicians and nurses in governmental and private hospitals 

The results in table (3.6) showed that there were statistically significant differences at (p 

≤ 0.05) in the level of motivation among Palestinian physicians and nurses whose working 

at the northern cities’ hospitals in West Bank of Palestine due to the variables of gender 

in favor of female, and hospital type in favor of private sector. Also, statistically 

significant differences were noticed in level of motivation according to the variables of 

education level, job title, years of experience, and age variable. 

Table 3.6 

(M, SD), and the summery of tow way ANOVA to determine the differences in motivation level 

and socio demographic 

Motivation level 

Independent 

Variable 
Nurses ALL (Nurses) Physicians 

ALL 

(Physicians) 
p-value 

Gender      

Male 3.35 ± 0.42  

3.42 ± 0.42 

3.35 ± 0.45  

3.38 ± 0.45 

 

 

0.017* 

Female 3.48 ± 0.41 3.46 ± 0.45 

All     

Education Level      

Diploma 3.45 ± 0.46  

3.52 ± 0.52 

3.34 ± 0.40  

3.44 ± 0.53 

 

 

0.025* 

BA 3.37 ± 0.45 3.48 ± 0.58 

Post-graduate   -  

Hospital Type      

Government 3.42 ± 0.41  

3.42 ± 0.43 

3.30 ± 0.45  

3.38 ± 0.45 

 

0.012* Private 3.42 ± 0.38 3.48 ± 0.49 

Job Title      

Practical Nurse 3.45 ± 0.46 

 

3.42 ± 0.43 

General 

Physicians 
3.30 ± 0.41 

 

 

 

 

0.012* 

Registered Nurse 3.39 ± 0.40 
Private 

Physicians 
3.48 ± 0.49 

All  ALL 3.38 ± 0.45 

Experience      

1–5 Years 3.27 ± 0.47  

 

3.45 ± 0.41 

3.30 ± 0.51  

 

3.44 ± 0.53 

 

 

0.006* 

6–10 Years 3.48 ± 0.41 3.38 ± 0.50 

>10 Years 3.45 ± 0.38 3.44 ± 0.53 

Age      

<30 Years 3.25 ± 0.47  

 

3.48 ± 0.42 

3.32 ± 0.51 

3.46 ± 0.53 

 

 

0.006* 

30–40 Years 3.48 ± 0.42 3.35 ± 0.36 

>40 Years 3.45 ± 0.38 3.46 ± 0.53 

* Significant differences at (p ≤ 0.05). 



34 

To determine the sources of differences in the level of motivation according to these 

variables, LSD as a post hoc test was applied as illustrated in the table (3.7) showed that: 

Gender: The result in the table showing a statistically significant difference in motivation 

between male and female participants, with females showing slightly higher motivation. 

Education Level: The result showed a significant difference in motivation across 

different education levels, with those having postgraduate studies showing the highest 

motivation. 

Hospital Type: The result showing a significant difference in motivation between those 

working in government hospitals and those in private hospitals, with private sector 

workers showing slightly higher motivation. 

Job Title: The result showing a significant difference in motivation based on job title, 

with specialist physicians having the highest motivation and general doctors the lowest. 

Years of Experience: The result showed a significant difference in motivation based on 

years of experience, with those having more experience (6+ years) showing higher 

motivation. 

Age: The result showed a significant difference in motivation across different age groups, 

with older age groups (30+ years) showing higher motivation. 



35 

Table 3.7 

LSD post comparisons between the means of motivation level of the study sample according to 

education level, job title, years of experience, and variables . 

Means 
Education level 

Diploma Bachelor Postgraduate studies  

3.45 - 0.09* -0.04 - 

3.36  - -0.13* - 

3.49   - - 

Means 

Job title 

Qualified nurse Register nurse General doctor 
Specialist 

doctor 

3.45 - -0.06 0.15* -0.03 

3.39  - 0.09 -0.09 

3.30   - -0.18* 

3.48    - 

Means 
Years of experience 

1-5 years 6-10 years Above 10 years - 

3.28 - -0.16* -0.17* - 

3.44  - -0.01 - 

3.45   - - 

Means 
Age categories 

Under 30 years 30- 40 years Above 40 years - 

3.27 - -0.16* -0.19* - 

3.43  - -0.03 - 

3.46   - - 

* Significant differences at (p ≤ 0.05). 

3.4 The relationship between demographic characteristics and job performance 

among physicians and nurses in governmental and private hospitals 

The results in table (3.8) showed that there were no statistically significant differences at 

(p ≤ 0.05) in the level of job performance among Palestinian physicians and nurses whose 

working at the northern cities’ hospitals in West Bank of Palestine due to the variables of 

gender, job title, years of experience, and age. Whereas there were statistically significant 

differences at (p ≤ 0.05) in the level of job performance among the study sample due to 

hospital type variable in favor of private sector, and according to educational level 

variable. 



36 

Table 3.8 

(M, SD), and the summery of tow way ANOVA to determine the differences in job performance 

and socio demographic (gender,job title variable and the other demographic variables without 

interaction  

Performance 

Independent 

Variable 
Nurses 

ALL 

(Nurses) 
Physicians 

ALL 

(Physicians) 

p-

value 

Gender      

Male 3.48 ± 0.55 
3.53 ± 0.53 

3.44 ± 0.55  

3.42 ± 0.59 

 

 

0.799 

Female 3.56 ± 0.50 3.39 ± 0.61 

All     

Education Level      

Diploma 3.58 ± 0.54 
 

3.74 ± 0.50 

3.38 ± 0.55  

3.53 ± 0.66 

 

 

0.006* 

BA 3.45 ± 0.50 3.53 ± 0.69 

Post-graduate  -  

Hospital Type      

Government 3.51 ± 0.59  

3.53 ± 0.53 

3.32 ± 0.55  

3.42 ± 0.59 

 

0.008* Private 3.54 ± 0.49 3.57 ± 0.64 

Job Title      

Practical Nurse 3.58 ± 0.54  
General 

Physicians 
3.40 ± 0.55 

 

 

 

 

0.269 

Registered Nurse 3.49 ± 0.51  
Private 

Physicians 
3.42 ± 0.59 

All  3.53 ± 0.53  3.42 ± 0.59 

Experience      

1–5 Years 3.46 ± 0.47  

 

3.52 ± 0.41 

3.45 ± 0.65  

3.53 ± 0.66 

 

 

0.130 

6–10 Years 3.52 ± 0.41 3.38 ± 0.50 

>10 Years 3.58 ± 0.38 3.53 ± 0.66  

Age      

<30 Years 3.46 ± 0.61  

 

3.57 ± 0.52 

3.47 ± 0.63  

 

3.44 ± 0.66 

 

 

0.952 

30–40 Years 3.57 ± 0.52 3.37 ± 0.56 

>40 Years 3.53 ± 0.48 3.44 ± 0.66 

* Significant differences at (p ≤ 0.05). 

To determine the sources of differences in the level of job performance according to 

educational level variable, LSD as a post hoc test was applied as illustrated in the table 

(3.9) showed that there were statistically significant differences at (p ≤ 0.05) in the level 

of job performance due to the variable of educational level in favor of diploma, and 

postgraduate studies 



37 

Table 3.9 

LSD post comparisons between the means of job performance of the study sample according to 

educational level variable  

variable Means Diploma Bachelor Postgraduate studies 

Job 

performance 

3.58 - 0.16* -0.04 

3.42  - -0.20* 

3.62   - 

* Significant differences at (p ≤ 0.05). 

3.5 The level of personality among physicians and nurses in governmental and 

private Hospitals in the northern West Bank of Palestine 

To explore the level of personality traits, motivation and job performance for nursing staff 

and physicians in hospitals of the northern West-Bank. descriptive statistics (means, 

standard deviations, and percentages) were calculated for each item and the domain to 

which it belongs as presented in the table (3.10).  

Level of personality

The results in table (3.10) showed that the most common personality traits among 

Palestinian physicians and nurses whose working at the northern cities’ hospitals in West 

Bank of Palestine was agreeableness, as the mean of response was high (3.86), followed 

by extraversion trait, as the mean of response was high (3.84). Whereas the least common 

trait among them was neuroticism, as the mean of response was moderate (3.25). 

Table 3.10 

(M and SD) for the level of personality traits among Palestinian physicians and nurses 

N Personality traits Mean* SD Level 

1 Neuroticism 3.25 0.95 Moderate 

2 Extraversion 3.84 0.78 High 

3 Agreeableness 3.86 0.63 High 

4 Openness 3.73 0.81 High 

5 Conscientiousness 3.77 0.65 High 

* Maximum degree of response is (5). 



38 

3.6 The level of motivation among physicians and nurses in governmental and 

private Hospitals in the northern West Bank of Palestine 

The results in table D.4 appendixes D showed that the level of motivation among 

Palestinian physicians and nurses whose working at the northern cities’ hospitals in West 

Bank of Palestine was moderate, as the mean of response for the total score was (3.40). 

In addition, the highest response was on the statement (6) (I am satisfied with my work), 

as the mean of response was high (3.63), Whereas the lowest response was on the 

statement (2) (I only do this work until I get my salary at the end of the month), as the 

mean of response was moderate (2.88). 

3.7 The level of job performance among physicians and nurses in governmental and 

private Hospitals in the northern West Bank of Palestine 

The results in table D.5 appendix D a showed that the level of job performance among 

Palestinian physicians and nurses whose working at the northern cities’ hospitals in West 

Bank of Palestine was high, as the mean of response for the total score was (3.49). In 

addition, the highest response was on the statement (3) (I agree that good job performance 

increases the level of productivity), as the mean of response was high (3.87), Whereas the 

lowest response was on the statement (5) (The hospital administration is concerned severe 

about my job performance), as the mean of response was moderate (2.84). 

3.8 The relationship between personal traits, motivation, and job performance 

among physicians and nurses in hospitals in the northern West Bank 

To find out the relation between personality traits, motivation and performance, the 

Pearson correlation coefficient was applied as shown in table D.6 appendix D showed 

that there were statistically significant and positive relationship between personality traits 

(extraversion, agreeableness, openness, and conscientiousness) and each of motivation 

and job performance levels among Palestinian physicians and nurses, as the values of 

correlation ranged between (0.22- 0.41; p ≤ 0.01). Also, a statistically significant and 

positive relationship was found between the levels of motivation and job performance 

among them (r= 0.58; p ≤ 0.05). finally, neuroticism trait was negatively and significantly 



39 

correlated with motivation and job performance (r= -0.13, and -0.17; p ≤ 0.05) 

respectively.  

To determine the effect of personality traits on motivation and job performance, a 

stepwise regression was used as shown the table D.7 appendix D. The results showed that 

the main factor of personality trait affecting on the motivation of Palestinian physicians 

and nurses was the conscientiousness (R2= 0.171; p ≤ 0.05). Furthermore, 

conscientiousness and extraversion traits represented together the second factor affecting 

on the motivation of Palestinian physicians and nurses (R2= 0.197; (p ≤ 0.05) as shown 

in (Fig. 3.1). 

Figure 3.1 

The effect of conscientiousness and extraversion on the motivation of Palestinian physicians and 

nurses 

 

The results of stepwise regression in table D.8 appendix D showed that the agreeableness 

personality is the main type of personality traits that has an affect on job performance of 

Palestinian physiciansand nurses was the (R2= 0.156; p ≤ 0.05). Furthermore, 

agreeableness and conscientiousness traits represented together the second factor which 

effect on the job performance of Palestinian physicians and nurses (R2= 0.194; p ≤ 0.05) 

as shown in (Fig. 3.2).  

 



40 

Figure 3.2 

The affect of agreeableness and conscientiousness on the job performance of Palestinian 

physicians and nurses 

 

The results of stepwise regression in table D.9 appendix D showed a statistically 

significant affect of motivation on the job performance of palestinian physicians and 

nurses was the agreeableness (R2= 0.333; p ≤ 0.05) as shown in (Fig. 3.3).  

Figure 3.3 

The effect of motivation on the job performance of Palestinian physicians and nurses 

 

 

 



41 

Chapter Four 

Discussion, Conclusion, and Recommendations 

In this chapter, a discussion, conclusions, and recommendations werepresented. 

4.1 Discussion 

This study was considered an important study, especially in areas such as Palestine, where 

health care professionals often work under difficult conditions. Understanding the 

personal traits and motivations of workers in the medical field (physicians and nurses) 

may provide valuable insights into their job performance, which ultimately affects the 

quality Providing health care. The current study was aimed to examine the relationship 

between personal traits, motivation, and job performance among workers in the medical 

field (physicians and nurses) in hospitals. The public and private sectors in the northern 

West Bank, where the results were discussed. In addition, the results were compared with 

previous studies in order to come up with a number of important recommendations that 

would help decision makers in interpreting the relationship between personal traits, 

motivation, and performance among workers in the medical field. 

Socio-demographic characteristics 

According to the results obtained, it was found that the response of males to the study 

was 54.4%, which is more than the response of females, This did not agree with study by 

Sowunmi (2022) which showed that the response rate for females was 60.3% compared 

to 39.7% for males, meaning that the response of females to the study was greater The 

reason is that the female is greatly interested in developing her work, so she is interested 

in participating in research so that she can convey her point of view and improve ways of 

working, while In Palestinian context, gender dynamics are complex and multifaceted, so 

researchers and policy makers should strive to address barriers to participation and 

promote gender equality in all aspects of research and education. The results of the 

analysis of demographic characteristics were indicated that those who responded most to 

the study were people holding a bachelor’s degree in the specialty, as their participation 

rate in the study reached 51.8%, meaning more than half of the sample. The result of this 

study was consistent with to, Sowunmi (2022) this is because they can better access 



42 

information about research opportunities through academic networks, professional 

associations and online platforms, due to their increased awareness of the benefits of 

participation. Since it is directly related to their academic or professional interests, this 

may be one of the reasons why they tend to participate in studies that align with their 

areas of expertise or address topics that interest them. Also, with regard to years of 

experience, the results of this study indicated that people who have worked for 6-10 years 

are 37.8% more responsive to the study, and this is due to Those who have worked in 

their field for six or ten years are often in the middle of their careers, having amassed a 

substantial amount of experience and knowledge. At this point, individuals might be more 

contemplative about their career choice, open to possibilities for professional growth, and 

eager to take part in studies into the variables influencing job performance. Those who 

have worked for six to ten years may find a lot of resonance with the research study's 

issue, which is the personality traits, motivation, and job performance of healthcare 

professionals. They might believe that the study closely relates to their goals, struggles, 

and experiences in their employment as nurses and physicians. 

The level of motivation among physicians and nurses working in hospitals 

The results showed that the level of motivation among physicians and nurses working in 

hospitals was average, with the highest response being to the statement (I am satisfied 

with my work), Therefore, in order to address these challenges, we follow a multi-faceted 

approach that includes improving working conditions, providing appropriate support and 

appreciation, reducing administrative burdens, and promoting a culture of well-being and 

flexibility within healthcare institutions. This was confirmed by Kitsios & Kamariotou 

(2021) a study that indicated that relationships with co-workers and the degree of 

achievement can be considered the primary motivators for employees, with job attributes 

and compensation coming in second place. 



43 

The level of job performance among physicians and nurses working in hospitals 

The results indicated that the level of job performance among physicians and nurses 

working in hospitals was high, and that job performance is affected by several aspects, 

including the task, contextual and adaptive performance. This is because when nurses and 

doctors receive ongoing training and professional development opportunities, it can 

increase their level of satisfaction with their work and motivate them to perform better. 

Continuous learning opportunities help them develop their skills and continue to develop 

in their field. This was confirmed by a study by Krijgsheld, Tummers, & Scheepers, 

(2022), which indicated that the level of performance increases based on several factors, 

the most important of which is contextual and adaptive performance. 

Personality Traits 

The results of this study showed that the gender variable causes statistically significant 

differences in (the trait of openness) tending in favor of males. The reason for this is that 

males are often encouraged to be more innovative and curious due to traditional customs. 

There are higher degrees of openness, Cultural traditions impact behaviours and attitudes 

connected to innovation and openness, with particular focus on how males foster new 

experiences in contrast to women's conventional roles (Rahmi, 2024). The results of this 

study, were contradicted by a study conducted by Özkarar-Gradwohl & Turnbull (2021) 

there are statistically significant differences in (the trait of neuroticism) attributed to the 

gender variable in favor of males. While another study by Balducci (2023) contradicted 

the results of the current study, which indicated that there are statistically significant 

differences in the trait of acceptance due to the gender variable in favor of females. 

The findings revealed a statistically significant relationship between each of the Big Five 

personality traits and the educational level variable. Since extroversion, openness, and 

neuroticism are correlated with bachelor's degree holders, it may be inferred that these 

individuals experience significant levels of stress due to their high levels of responsibility. 

Additionally, these are persons with the qualities (extraversion and openness) because of 

their orientation towards learning, training, or interpersonal communication, the results 

of Wang (2023) were consistent with the results of the current study, as they indicated 

that there is a relationship between major personality traits and educational level. 



44 

The relationship between personality traits (extroversion, agreeableness, openness, 

and conscientiousness) and motivation 

The results showed that there is a positive relationship between personality traits 

(extroversion, agreeableness, openness, and conscientiousness) and motivation, and the 

reason for this is Positive emotions are often experienced by extroverts at higher levels, 

which can