Personality

Construct such as the Initializing and externalizing spectrums bear a notable resemblance to personality constructs. Like personality constructs,

psychopathology-spectrum constructs organize broad domains of human individual differences and provide theoretical coherence for those domains. In addition to these conceptual parallel, data also link personality construct per se to the model in Figure 1 in a way that is psychologically meaningful. Internalizing spectrum disorders are associated with the broad personality domain of negative emotionality or neuroticism , whereas externalising spectrum disorders are associated both with constructs in the domain and with constructs in the broad domain of disinhibition- a domain that intersects unconscientiousness and disagreeableness ( for a meta-analytic perspective on the structure of these personality constructs, see Markon, Krueger & Watson, 2005; for a recent review of these personality-psychopathology connections, see Krueger, 2005) Psychologically speaking, negative

emotionality confers risk for disorders in internalizing spectrum, whereas a combination of negative emotionality and disinhibition confers risk for disorders in the externalizing spectrum. Moreover, these connections extend beyond phenotypic associations. Behavior-genetic research supports a genetic basis for these connections, indicating that personality and

psychopathology are linked at an etiological level(Krueger, 2005) Personality as defined by psychologist is the origin or the etymological derivate of personality comes from the word persona theatrical mask worn by Romans in Greek and Latin drams, A mask in which individual presents a further aspect of the personality. The attitudes of others enable the person to see himself. Personality comes from Latin words per and sonare which literally means to sound through. This concept extends to Jungs component of persona meaning public image, which refers to the role expected by social or cultural convention (Feist &Feists 2002). According to Fromm (1947), cited in Feist and Feists (2002), personality is the totality of individual psychic qualities, which include temperament, ones mode of reaction.

The word personality refers to the totality of the person. It is the expression of what person is and what he/she does. It is the core of individual, the product of all responses that are expressed in everyday living in home, in the playground in the office and in the street. It includes the thing that the person constantly meets. Personality then is shown through a persons total behavior. The impact of persons behavior manifest successful adjustment to a given area of the environment, the personality in that area would be considered effective (Ferra et al., 1999).

Anxiety
According to Philippine Journal of Psychology, 2008, Anxiety is a tense emotional state composed of physiological symptoms such as chest pain, irregular heart beat and shortness of breath. It also involves continuous expectation of possible disaster or catastrophes. Responses triggered by Anxiety are unhappy, worried and pessimistic. People who suffer from anxiety feel helpless in the face of threatening situations. They believe that no one can possibly rescue or protect them and they have doubts on any actions that it can produce positive outcomes.

According to generally accepted criteria, diagnosis of PTSD requires exposure to traumatic event that causes feelings of extreme fear, horror, or helplessness. Traumatic events are defined as experiences that involve death, serious injury or threat of death. The consequences of this exposure are manifested in three symptoms clusters required for diagnosis: involuntary reexperiencing of the trauma (e.g., nightmares, intrusive thoughts),

avoidance of reminders and numbing of responsivity (e.g., not being able to have loving feelings), and increased arousal( e.g., difficulty sleeping or concentrating, hyper vigilance, exaggerated startle response).(Ozer, )

Because PTSD requires the presence of an external event and symptoms linked to this event, it differs from virtually all other psychiatric disorders and raises intriguing issues regarding the definition of trauma, the role of the individuals appraisal of and responses to the event, the implications of a single versus repeated or ongoing exposure, and the role of community- and societal-level changes in attempting to prevent PTSD.

Because traumatic events typically involve immediate horror and threat to survival(e.g., sexual assault at knifepoint, torture, combat), very high physiological arousal usually accompanies the experienced. A

broadening of the types of the events that some people consider to be traumatic has led to the inclusion in the PTSD literature studies of higley distressing events (e.g., receiving a diagnosis of cancer) that may or may not invoke the same arousal that acute life-threatening situations do. The presence or absence of arousal may well become a key phenomenon that has implications for the symptoms of PTSD and whether or not an event is overlooked, research may not yield consistent findings that would perhaps emerge if arousal were required to identify an event as traumatic.

Most adults face one or more potentially traumatic events(e.g. violent or life threatening occurrences or the death of close friends or relatives). Following such events, many people find it difficult to concentrate; they may feel anxious, confused, and depressed; and they may not sleep or eat properly.

Resiliency following potentially traumatic events represents a distinct outcome trajectory from that typically associated with recovery from trauma.

Studies have now demonstrated that resilience and recovery are discrete and empirically separable outcome trajectories following a dramatic

event such as the death of a spouse(e.g., Bonnano, Wortman, et aal.,2002) or direct exposure to terrorist attack(e.g., Bonnano, Rennicke, & Dekel, in press)

Social Factors Stressful life events, particularly those involving danger and interpersonal

conflict, can trigger the onset of certain kinds of anxiety disorders. Various aspect of parent child relationship may leave some people more vulnerable to the development of anxiety disorders when they become the adults. Take together the evidence bearing on these issues help explain the relationship between, and the overlap among, anxiety disorders and mood disorders. Stressful life events Common sense might suggest that people who experience high stress levels are likely to develop negative emotional reactions, which can range from feeling on edge to the onset of full-blown panic attacks. The women with anxiety symptoms were much more likely to to have experienced an event involving danger (lack of security), whereas the women who were depressed more likely to have a severe loss( lack of hope) These pattern of results has been found in more recent investigations(G.W. Brown, 1993; Rueter et al., 1999). environmental stress These studies suggest that different types of

may lead to different types of emotional symptoms.

Those associated with insecurity, including severe disagreement with other people, and danger seem to be mostly closely associated with anxiety disorders.

An evolutionary perspective helps to explain why human beings are vulnerable to anxiety disorders, which can be viewed as a problems that arise from these necessary response systems ( Nesse, 1999) When anxiety becomes excessive, or when an intense fear is triggered at an inappropriate place or time, these response system can become more harmful than helpful..

People who report parental neglect, abuse and violence are more vulnerable to the development of both mood disorders and anxiety disorders(kesslers et al.,1997; Lara & klein, 1999)

Thus it seems that considerable number of non-professional caregivers is exposed continuously to a very stressful environment that leads to burnout. Exhaustion phase the non professionals are experiencing emotional tension, anxiety, irritability, fatigue, boredom and lack of apathy. the researchers found out that all the other variable such as pay, supervision and promotion received an average attitude score . this was due to the fact that even their lives were at risk due to the nature of their job, they are not properly compensated for it the employees feel that they earn low income, has a very minimal chance of promotion and does not feel direct supervision, so they end up getting satisfaction and affirmation from their co workers.

Anxiety is an emotional state in which people feel uneasy, apprehensive. Or fearful. People usually experience anxiety about events they cannot control or predict, or about events that seem threatening or dangerous. People often use the words fear and anxiety to describe the same thing. Fear also describe a reaction to immediate danger characterized by a strong desire to escape from the situation. The physical symptoms of anxiety reflect a chronic readiness to deal with some future threat. These symptoms include fidgeting, muscle tension, sleeping problems, and headaches. Higher levels of anxiety may produce such symptoms as rapid heartbeat sweating, increased blood pressure, nausea and dizziness. Too little anxiety or too much anxiety can cause problem. Individual who feel no anxiety often feel overwhelmed, immobilized, and unable to accomplish the task at hand (anxiety Disorders Association of America).

Kaplan(1995) stated that the feeling of anxiety is characterized by a diffused, umpleasant, vague sense of apprehension, often accompanied by autonomic,

symptoms such as headache, perspiration, palpitations, tightness in the chest and mild stomach discomfort. An anxious person may also feel restless, as an indicated by an inability to sit or stand still for long. This particular constellation of symptoms present during anxiety tends to vary among people. Anxiety though warns of an external or internal threat has also lifesaving qualities. A lower level of anxiety warns of a threat that cause bodily damage. Pain, helplessness, possible punishment or frustration of social or bodily needs, of separation from love ones, of a menace to ones success or status, and ultimately the threats to ones unity or wholeness. It prompts the person to take the necessary steps to prevent threat or to lessen its consequences. Anxious person are apt to select certain things in their environment and overlook others in effort to prove that they are justified in considering the situation as frightening and in responding accordingly. If they falsely justify their fear, their anxieties are argumented by the selective response, setting-up a vicious circle of anxiety, distorted perception and increased anxiety. They reassure themselves by selective thinking and that appropriately anxiety may be reduced and they may fail to take the necessary precaution.

According to Rowan and Eager(1995), anxiety also held to be abnormal when it occurs to a much greter degree than its usual. They also stated that anxiety is consist of three important behaviour components. The first of which is the subjective feelings of fear. This might be caused by the anxiety, since it is referred to as the feeling experienced by an individual. This includes everything a person might say when describing the feelings of anxiety. They can be called self-supported anxiety which includes worries, inability to think clearly, uneasiness, stress or tension. They also include the persons perception of his or her bodily response. Someone might report feeling terrified, having a sense of dread, or feeling insecure. There is another sense in which these factors can be described. And this refers to the thoughts that an individual has when approaching a situation or event which is expected to evoke some anxiety. Second is the physiological or the psychological arousal. Physiological or psychological sign of anxiety includes

perspiration, frequent urination and vascular tension. Someone who is experiencing anxiety will not necessarily have all or even several of these psychological signs. Typically individuals have their own specific pattern of bodily responses associated with anxiety. Some anxious person may experience an increase in heart rate little or no stomach tension. Another may become nauseated and may actually vomit but may have no increase in heart rate. And the third behavioural component is behavioural signs. This feature focuses on the overt, observable changes in behaviour. Signs of anxiety can be seen easily. If a person is restless his or her hands tremble or voice quivers and that person may be suspected an anxious. But it cannot be certain of course because the signs may due to lack of sleep, hunger or use of certain drugs. Again, each individual has his or her own responds to anxiety. Anxiety is experienced when approaching or perceiving stress which is rooted in an increased state of arousal. This anxiety (arousal) may produce a positive or negative affect, including drive, fear, motivation, pressure, excitement, exhilaration, etc. This form of anxiety is known as cognitive anxiety. It is caused by negative expectations about success or by negative self evaluation (Craft, et al., 2003). In other words, cognitive anxiety is the fear from anticipated consequences of failure. This cognitive anxiety is generally measured with self report questionnaires (Andal, Arvie S., Maralit, Erika O. And medrani, Sheryl A. 2006) Another type of anxiety, known as, somatic anxiety, is the physiological component of anxiety. It is caused directly by stimulation or arousal of the autonomic systems. In other words, somatic anxiety is the component that reflects the perceptions of psychological stress to the physiological response (Craft et at., 2003)

Job Satisfaction
Riggio (2003), job satisfaction consist of the feelings and attributes one has about ones job all aspect of a particular job, good and bad, positive and

negative, are likely to contribute to the development of feelings of satisfaction (or dissatisfaction). p. Spactor (2006) 3rd, job satisfaction is defined as an attitudinal variable that reflects how people feel about their jobs overall as well as various aspects of them. In simple terms, job satisfaction is the extent to which people like their job; job satisfaction is the extent to which they dislike them. In Riveros study (2002), job satisfaction is on how people feel about their jobs and the attitudes they hold about their work. It is influenced by numerous factors like compensation, security, environmental conditions and personal relationships, what factors can satisfy others? (Datoom 1997) it is because it depends on the need and priority of a person concerned. According to Locke (1976) cited in book of Levy (2006), job satisfaction can defined as a pleasurable positive emotional state resulting from the cognitive appraisal of ones job or job experiences. Same author notes that job satisfaction terms from our perception that our jobs are fulfilling. We tend to be satisfied in our jobs if we believe that we are getting what we want out of them (Cuizon et al., 1999) job satisfaction is how an individual feels about his or her job, including attitudes towards work conditions and performance (Garrison & Bly 1997). According to Gluck (1997), what causes job satisfaction are the amount of equity and in equity of the worker perceives in the workplace. Equity refers to the fairness or justness of the workplace. An individual suffers from equity if his achievement is unrewarded. Dr. Angelina Ramirez, as cited by Andre, stressed that Filipino workers find the following as vital importance in work satisfaction: (1) expects to be freated as an individual with dignity; (2) wants to carry on an open communication and gets feedback from those works with; (3) in the context of performance appraisal, employees wanted to be rated high because of recognition and promotion go with it; (4) want to be given credit for any participation, which results to the productivity of the organization; (5) works

best with co-workers who are socially supportive; and (6) wants to be involve in challenging task which provides calculated task but he is not ready for. Job satisfaction is a set of favorable or unfavorable feelings and emotion with which employees view their work. Job satisfaction is an effective attitude a feeling of like or dislike towards something. There is an important difference between these job- related feelings of satisfaction and to other elements employee attitudes. The same employee may have intellectual responses to their work, stating the objective thought that my work s quite complex. On another occasion, the employee may voice her behavioral intentions to her co worker. (JOHN W. NEWSTORM AND KEITH DAVIS. ORGANIZATIONAL BEHAVIOR HUMAN BEHAVIOR AT WORK 10TH EDITION) According to West (2005) Frederick Herzberg found job satisfaction to result from hygienic factors. Hygienic factors, however, are inherently extrinsic to the work; they are measured as extrinsic job satisfaction. In fact, the complement of extrinsic job satisfaction provides a measure of job dissatisfactiondirectly following Herzbergs theoretical development, he also found that job satisfaction derives from the work itself; those factors intrinsic factors (job satisfiers) and job dissatisfactors (job dissatisfiers) are not totally independent there are some factors which seem to influence both, e.g. pay, promotions, co-workers. According to McKenne (2000) job satisfaction is associated with how well are personal expectation in work are in line with outcomes. For example, if our expectations indicated that hard work generated, equitable rewards, and that was the case, job satisfaction could ensue. The opposite situation of shattered personal expectations could lead to job dissatisfaction. According to Cranny et al., (1997) for employees job satisfaction is important for its own sake as an essential component of their personal well being. For employers, job satisfaction is important because it is linked to other organizationally relevant outcomes conventional wisdom has long belied that job satisfaction was related to job performance.

According to Muchinsky (2003) job satisfaction is one aspect of feelings of satisfaction with life in general. Among this for who work is a central life interest, such as feelings are more pronounced. The relationship between job satisfaction and life satisfaction varies for different groups. People are either generally satisfied o dissatisfied with the many factors that contribute to overall happiness. For many people, it is unlikely that a satisfying job can compensate for dissatisfaction in other areas of life. Thus, happiness seems to be generalized phenomenon, according to which employees are either generally satisfied or generally dissatisfied across a broad totality of life, with relatively few employees would rarely come entirely from a satisfying job with little or no support from satisfaction in other domains of life. Job Satisfaction refers to how pleased you are to the present job. Although there are many aspects to job satisfaction, pay, co-worker, your supervisor and the work itself are among the most important considerations. Obviously, the more satisfied you are, the less likely you are to change your job. Expected job satisfaction with alternative employment refers to how content you predict you will be with the other job opportunity, in other words, how satisfied you think you will be, the less likely you are to change job. (Dimaandal, joves & Reyes, 2004) Luthans (2002) stated that there are five dimensions that represent the most important characteristics of a job which people have affective responses. These are briefly described below: 1. The work itself. The extent to which then job provides the person with interesting tasks, opportunities for learning and the chance to accept responsibility 2. Pay. The amount of financial remuneration that is received and the degree to which it is perceived as equitable in comparison to that of oters. 3. Promotion and opportunites. The prospective of advancement in the organization.

4. Supervision. The competence of the Supervisor to provide technical assistance and behaviour support Co-workers. The extent to which fellow workers are technically competent and socially supportive.

Job Satisfaction is an employees general attitude toward the job. The organizational rewards system often has a significant impact on the level of employee job satisfaction. In addition totheir direct impact, the manner in which the extrinsicrewards are dispersed can affect the intrinsic rewards( and satisfaction) of the receipient, it is hard to derive any feeling of accomplishment from the rewards . However, if pay raises are related directly to performance, an employee who receives a health pay increase will more than likely also experience feelingof accomplishment and satisfaction.

The five major components of Job satisfaction are: Attitude toward the work group. General working conditions. Attitude toward the company Monetary benefits. Attitude towards management.

Other components include the employees state of mind about the work itself and life in general. An employees attitude toward the job maybe positive or negative. Health, age level of aspiration, social status and political and social activities can all influence job satisfaction.

Job satisfaction is not synonymous with organizational morale, which is the possession of a feeling of being accepted by and belonging to a group of

employees through adherence to common goals. Confidence in the desirability of those, and the desire to progress toward the goals. Morale is the by-product of a group, while job satisfaction is more an individual state of mind. However, the two concepts are interrelated in that job satisfaction can contribute to morale can contribute to job satisfaction. (http://www.greenbeam.com/feautures/we100697.html)