Linking the Big Five personality constructs to organizational commitment

Erdheim, Jesse; Wang, Mo; Zickar, Michael J.

doi:10.1016/j.paid.2006.04.005

Cited by 222 publications

(264 citation statements)

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“…commitment (Erdheim, Wang, & Zickar, 2006). For instance a few studies have investigated relationships between some aspects of personality and organizational commitment such as affectivity, and the Big Five personality traits such as extraversion and conscientiousness (e.g., Erdheim et al, 2006;Watson, Clark, & Tellegen, 1984), providing evidence that some individuals may be predisposed to experience heightened or diminished levels of ORC.…”

mentioning

confidence: 99%

“…For instance a few studies have investigated relationships between some aspects of personality and organizational commitment such as affectivity, and the Big Five personality traits such as extraversion and conscientiousness (e.g., Erdheim et al, 2006;Watson, Clark, & Tellegen, 1984), providing evidence that some individuals may be predisposed to experience heightened or diminished levels of ORC. Although the importance of the Big Five model has been largely acknowledged in the literature, researchers have shown that personality traits such as proactive personality (PP) are differentially associated with the Big Five personality traits and positively predict a number of criterion variables over and above the contribution of the Big Five traits and other relevant predictor variables (Crant, 1995;Crant & Bateman, 2000).…”

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Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

2011

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The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is examined as a mediator and political skills as moderator in the relationship between proactive personality and affective occupational commitment. Two connected studies, one in a hospital located in the private sector and one in a university located in the public sector, are carried out in Pakistan, drawing on a total sample of over 400 employees. The results show that proactive personality is positively related to affective occupational commitment, and that occupational satisfaction partly mediates the relationship between proactive personality and affective occupational commitment. No effect is found for a moderator effect of political skills in the relationship between proactive personality and affective occupational commitment. Political skills however moderate the relationship between proactive personality and affective organizational commitment.

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confidence: 99%

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Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

2011

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“…Highly extrovert people are sociable, assertive, talkative, and active (Erdheim, et al, 2006); whereas less extrovert people are less talkative and less action-oriented (Migliore, 2011). Due of sociability, extroverts are likely to be trusted by others (Zimmerman, 2008).…”

Section: Personality and Organizational Identificationmentioning

confidence: 99%

Investigating the Impact of Personality Traits on Expanded Model of Organizational Identification

Aghaz¹,

Hashemi²

2014

IJBM

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The purpose of this study was to investigate the influence of personality traits on the expanded model of organizational identification and to empirically address the following question: "can personality traits explain why some people identify strongly with their organization more than others?" The population of this survey included employees of the Iranian Ministry of Science, Research and Technology. The research method adopted in this study was survey and the main tool for data collection was questionnaire. The results indicated that there were significant positive relationship between personality and organizational identification, significant negative relationship among personality, disidentification and neutral identification, and no relationship between personality and ambivalent identification. It was also found that highly extrovert employees with agreeableness traits, identified with their organization more than those with neuroticism trait, and neurotic employees felt more disidentification, neutral, or ambivalent identification.

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“…In examining the antecedents of commitment, environmental rather than dispositional sources are typically considered mostly in extant research, despite a surge in research looking at the dispositional sources of job attitudes such as job satisfaction (Judge, Heller & Mount, 2002). Interestingly, so far only minimal attention has been directed toward understanding the dispositional basis of commitment (Erdheim, Wang & Zickar, 2006). For instance a few studies have investigated relationships between some aspects of personality and organizational commitment such as affectivity, the Big five personality traits such as Extraversion, Conscientiousness (e.g.…”

Section: Introductionmentioning

confidence: 99%

“…For instance a few studies have investigated relationships between some aspects of personality and organizational commitment such as affectivity, the Big five personality traits such as Extraversion, Conscientiousness (e.g. Erdheim et al, 2006;Watson, Clark & Tellegen, 1988), thus providing evidence that some individuals may be predisposed to experience heightened or diminished levels of ORC.…”

Section: Introductionmentioning

confidence: 99%

One Step Ahead: Examining New Predictors of Affective Organizational and Occupational Commitment

Yousaf¹

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Linking the Big Five personality constructs to organizational commitment

Cited by 222 publications

References 29 publications

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

Investigating the Impact of Personality Traits on Expanded Model of Organizational Identification

One Step Ahead: Examining New Predictors of Affective Organizational and Occupational Commitment

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