The presented results provide important insights into the
connection of personality traits (Big Five, CSE) and the
preference for job characteristics at the workplace. It has
been consistently shown in two studies that people with
high scores on O seek for intrinsically appealing jobs,
which is largely in line with prior findings for this Big Five
trait (Furnham et al., 1999; Furnham et al., 2002). Not
only did persons with high scores on this trait in general
rated the importance of intrinsic work motivation aspects
higher, more specifically, they also rated the
importance of meaningfulness of work, the possibility of
responsibility in terms of autonomy, and knowledge of
results in terms of feedback through the task itself as
more important than people with lower scores on O.
Furthermore, in both studies E and C were correlated
with almost all intrinsic work motivation factors (exception:
feedback), although their effect was not evident in all
of the regressions. Evaluation of the validity of the Big
Five and CSE suggests that both types of construct add