Introduction

The presence of healthy social relationships is a psychological requirement, and people's overall happiness is closely tied to the degree to which this need is fulfilled. Communication plays a vital role in establishing and nurturing these human connections. As individuals interact with others, they interpret the nonverbal cues and signals provided by their communication partners to discern their intentions. In this process, individuals heavily rely on the information shared by others about themselves—specifically, the explanations they provide. These self-disclosures not only shape the level of social support individuals offer but also determine the direction and quality of the relationships they form (Kılıç, 2011) 1

The combination of self-knowledge and disclosure gives rise to four distinct quadrants or panes, each representing different levels of knowledge about an individual known as Johari Window.

The Johari Window framework was conceptualized by Joseph Luft and Harry Ingham as a cognitive psychological tool for self-discovery. This model not only serves as a means of personal exploration but can also be applied to team building and group interactions to enhance mutual understanding among members. The Johari Window model comprises four quadrants, offering a visual representation of the knowledge held by indigenous and scientific experts on a specific entity. The four quadrants are:

The Arena represents the domain where both the individual (self) and others possess knowledge about the individual. From a normative perspective, the Arena is considered the most desirable state for ongoing relationships. It signifies open and transparent communication, where information is shared and known by all parties involved. (Gaur, 2008).2

The Blindspot arises when there is information about the individual that is known by others but remains unknown to the individual. Having large Blind spots can limit one's interpersonal effectiveness as it hinders a comprehensive understanding of oneself. It can obscure potential contributions and factors that may impact the quality of interactions. (Bergquist, 2009)3

The Facade occurs when the individual possesses knowledge about oneself that is not accessible to others. Facades are often consciously constructed and maintained due to reasons such as vulnerability or a desire not to bias the other party. These self-imposed barriers can impede genuine and authentic connections by preventing a complete understanding of the individual. (Lowes, 2020) 4

The Unknown represents a domain where both parties lack conscious awareness of relevant data about the individual. Even though the absence of awareness is mutual, it can still influence the overall quality of the relationship. Unexplored aspects or undisclosed information may have unintended consequences, shaping the dynamics between individuals. (Babu & Koduru, 2022; Mehta, 2011)5, 6

Materials and Methods

A total of 420 participants from diverse backgrounds across 14 states in India were recruited for this study. Each state contributed 30 responses, encompassing a mix of employees and students from various universities, schools, and workplaces. The selected states included Jammu and Kashmir, Haryana, Punjab, Delhi, Himachal Pradesh, Rajasthan, Kerala, Bihar, West Bengal, Uttarakhand, Maharashtra, Madhya Pradesh, Andhra Pradesh, and Uttar Pradesh

To assess the Johari window formation, a reliable questionnaire was obtained from a reputable source. The questionnaire consisted of 20 statements, with each statement having its contradictory counterpart presented on the left and right sides. Participants were asked to rate their level of agreement with each statement using a 5-point scale. To indicate their agreement, participants chose options 1 and 2 for statements leaning towards the left side, options 4 and 5 for statements leaning towards the right side, and option 3 if they agreed equally with both statements.

Hard copies of the questionnaire were distributed among the participants, accompanied by clear instructions on how to complete it. Participants were requested to provide their responses by marking the appropriate options on the provided scale. Once the questionnaires were completed, they were collected and compiled for further analysis.

Figure 1

Questionnaire ofjohari window

Figure 2

Questionnaire of johari window continued with instructions.

Figure 3

Johari window graph including E (Self Disclosure) and F (Feedback) axis

For efficient data management and analysis, Microsoft Excel was employed. It facilitated the organization and calculation of the total responses gathered from the 14 participating states. The responses and feedback provided by the participants were utilized to compute the E and F points, which respectively represent the level of self-disclosure and perception within the Johari window framework.

The E and F points obtained from the data analysis were utilized to construct the 4 Johari window quadrants known as Arena, Blindspot, Façade, Unknown providing a visual representation of participants' self-perception and the extent to which others perceive them.

To ensure the confidentiality and anonymity of the participants, no personal identifiers were collected during the data collection process. Moreover, informed consent was obtained from all participants, emphasizing their voluntary participation and the right to withdraw from the study at any time. These ethical considerations were carefully adhered to throughout the research process.

Result

Table 1 serves as a visual representation of the variations in personality traits and self-disclosure patterns across different states in India. It offers valuable information for understanding how individuals in these states perceive themselves, disclose information, and interact with others in the workplace. Analyzing the table can help identify trends, patterns, and potential areas of improvement in terms of communication and self-awareness within each state's workforce.

Table 2 provides a concise overview of the influence of gender on personality traits related to Johari Window perception and self-disclosure in the workplace. It highlights the distinct patterns and tendencies observed in males and females, offering insights into communication dynamics and self-awareness within each gender group.

Table 3 presents statistical results related to the influence of personality traits on Johari Window perception and self-disclosure in the workplace, specifically comparing the genders of males and females. The table includes various statistical measures and test results to assess the significance of any differences between the two groups.

Graph 1

Variations in window traits among employees across 14 different states in India

According to Figure 4_, Individuals in Andhra Pradesh demonstrate a relatively high level of self-awareness and open communication, as evident from the higher score in the Arena column. However, there is room for improvement in reducing the Blind Spot and Unknown aspects.

Bihar shows a higher score in the Blind Spot column, indicating that others perceive information about individuals that they are unaware of themselves. This suggests potential challenges in self-perception and effective communication.

The individuals in Delhi exhibit a higher score in the Blind Spot column, indicating a need for greater self-awareness and mutual understanding in the workplace.

Haryana reflects a higher score in the Unknown column, suggesting a need for improved communication and feedback mechanisms to reduce ambiguity and increase awareness of individuals' traits and characteristics.

Himachal Pradesh displays a balanced presence of information, as evident from the score in the Co-dominance column. However, attention can be given to reducing the Blind Spot and Unknown aspects.

J&K indicates a relatively higher score in the Co-dominance column, suggesting a healthy level of shared information and communication. However, efforts can be made to reduce the Blind Spot and Façade aspects.

Kerala shows a higher score in the Blind Spot column, indicating potential discrepancies between self-perception and how others perceive individuals. Addressing this can facilitate better understanding and communication among individuals in the workplace.

Maharashtra reflects a higher score in the Blind Spot column, suggesting the presence of information about individuals that they are unaware of themselves. This highlights the importance of fostering open and transparent communication within the workplace.

Madhya Pradesh shows a relatively higher score in the Façade column, indicating a tendency among individuals to keep certain aspects of themselves undisclosed. Encouraging a culture of trust and open communication can promote a more authentic work environment.

Punjab exhibits a higher score in the Blind Spot column, suggesting the need for individuals to become more aware of how they are perceived by others in the workplace. This awareness can enhance interpersonal dynamics and collaboration.

Rajasthan displays a relatively balanced presence of information, as indicated by the score in the Co-dominance column. However, efforts can be made to reduce the Blind Spot and Façade aspects to improve overall communication and self-awareness.

Individuals in Uttar Pradesh demonstrate a higher score in the Arena column, indicating a relatively higher level of self-awareness and open communication. However, reducing the Blind Spot and Unknown aspects can further enhance interpersonal relationships and understanding.

Uttarakhand shows a higher score in the Co-dominance column, suggesting a healthy balance of shared information and communication. However, attention can be given to reducing the Blind Spot and Unknown aspects to foster better self-disclosure.

Individuals in West Bengal demonstrate a moderate level of self-awareness and openness, there may be room for improvement in reducing blind spots and increasing awareness of how others perceive them. Enhancing effective communication and self-awareness can contribute to creating a more transparent and harmonious work environment in West Bengal.

Graph 2

Variations in window traits among males and female employes in total 420 samples collected from different parts of India.

Figure 5 presents data on the influence of personality traits on Johari Window perception and self-disclosure in the workplace, categorized by gender. Analyzing the scores provides insights into the differences observed between males and females in terms of these traits.

In terms of gender differences, the analysis indicates that males tend to have a higher level of self-awareness and information known to both themselves and others in the workplace, compared to females. However, both genders exhibit similar levels of information known only to themselves (Façade) and shared information (Co-dominance). Additionally, both males and females have a significant amount of information that is unknown to both themselves and others (Unknown).

It is important to note that the analysis is based solely on the provided scores and does not take into account other factors that may influence personality traits and self-disclosure, such as cultural or societal differences.

Discussion

The analysis of the dataset in Table 1 reveals compelling findings regarding the influence of personality traits on Johari window perception and self-disclosure in the workplace. The following noteworthy observations were made:

The results underscore the significant influence of personality traits on individuals' perception of the Johari window and their inclination for self-disclosure within the workplace. The observed variations across different states suggest that cultural, social, and organizational factors may contribute to the formation and development of Johari windows among employees. Further research is warranted to explore these factors in greater detail and comprehend their implications for enhancing self-awareness, interpersonal relationships, and communication strategies in work settings. (Adizes et al., 2017; Bergquist, 2009)13

Regarding the secondary objective of the article, contrary to the alternative hypothesis t-Test for male and female employees based on the influence of personality traits on self-disclosure and perception in the workplace has revealed no statistically significant differences in the variability of the Johari Window quadrants in Table 2, Table 3. These findings suggest that personality traits may exert a more prominent influence on shaping perceptions and self-disclosure tendencies represented by the Johari Window quadrants, rather than gender alone.

The absence of significant gender-based variations in the Johari Window quadrants supports the notion that workplace environments in India provide a relatively equal platform for self-awareness and self-disclosure among both male and female employees. These results align with previous research highlighting the growing emphasis on gender equality and inclusivity in Indian workplaces, where the expression of personality traits and self-disclosure are increasingly valued regardless of gender. (Munthe, 2022) 14

The present study relied on a sample collected from various institutions in India, which may limit the generalizability of the findings to other cultural contexts or regions. It is crucial for future research to replicate this study in different countries and cultural settings to gain a more nuanced understanding of how gender and other factors interact within the Johari Window framework. Additionally, employing a larger sample size and incorporating qualitative measures, such as interviews or focus groups, could provide a more comprehensive understanding of the underlying dynamics at play.

Conclusion

This research article provides valuable insights into how personality traits influence Johari window perception and self-disclosure in the workplace. The findings emphasize the significance of cultivating self-awareness, fostering open communication, and promoting authenticity to create positive work environments and enhance interpersonal relationships. (Prasad & Rao, 2022)7, 13 The study highlights the need for interventions and strategies that address blind spots, enhance self-awareness, and encourage transparency. The analysis of state-wise feedbacks reveals cultural and contextual influences on individuals' self-perception and communication patterns, with certain regions demonstrating higher levels of self-awareness and open communication. The absence of significant gender-based differences underscores the importance of personality traits in shaping perceptions and self-disclosure tendencies, indicating a move towards gender equality in Indian workplaces. However, the study's limitations, including its focus on the Indian context and the sample size, warrant further research in diverse cultural settings to enhance generalizability. Incorporating qualitative measures and expanding the sample size can provide a deeper understanding of the underlying dynamics. Overall, this research contributes to the existing literature by emphasizing the role of personality traits in interpersonal dynamics within organizations and highlights the practical implications for organizations to foster self-awareness, open communication, and authenticity to improve workplace relationships.

Source of Funding

None.

Conflict of Interest

None.