Organizational commitment is one of the most important issues for any organization. If it is able to foster high commitment among its employees, it can have a positive impact on its performance. Commitment is an empowering force that drives people to succeed in both personal and professional life.
Researchers have identified some antecedents and consequences of organizational commitment. These include pay, promotion, and employee behavior. However, minimal attention has been given to the dispositional basis of organizational commitment. A better understanding of the factors that motivate a person to commit to an organization may help organizations achieve higher levels of success.
To evaluate the relationship between the five personality traits and organizational commitment, a study was conducted. The study evaluated the effects of the Big Five on job satisfaction.
One of the most influential predictors of organizational commitment is the individual's attention to his or her own personality. For example, people with a high conscientiousness score are more likely to be reliable, have an ethical outlook, and are logical and productive. They are also likely to be compassionate and approachable.
Conscientiousness measures a person's tendency to behave according to his or her conscience. Typically, this trait involves self-discipline and a need for achievement. High conscientiousness scores are also associated with timely completion of duties. Those with a low score are more likely to be less goal-oriented and impulsive.
People with an agreeableness score tend to be likable, are loyal to their peers and are willing to follow rules. They demonstrate higher levels of job satisfaction. In contrast, those with a low agreeableness score are more likely to engage in counterproductive work behaviors.
Extraversion is another important personality trait that can contribute to an organization's commitment. This trait is more than just a simple desire to be liked. Rather, extraversion is a broad personality trait that includes positive emotionality, creative thinking, and willingness to try new things.
Creativity is a trait that is sometimes defined as the depth of a person's mental experiences. Typically, people with a high creativity score are highly creative and artistic. Their ability to experiment with new ideas is one of their many strengths.
Openness to experience is another factor that has a direct relationship with organizational commitment. When employees are open to new ideas, they are more likely to be receptive to them. It's not surprising that those with a high level of openness are effective leaders and have less occupational stress.
Having a good attitude, being a warm person, and a desire to help others are not necessarily the keys to organizational commitment. While they can all be considered indicators of commitment, there are actually more important factors to consider.
As it turns out, the Big Five has a significant influence on organizational commitment. This is evident in the correlational model that has been developed. Several studies have used the Big Five model to assess organizational commitment. Although most of these studies have been conducted in the USA, few have been conducted in other countries. Nonetheless, this model has served as a useful model for studying a wide variety of job-related behaviors and attitudes.
Good model.