The personality dispositional approach to job satisfaction and organizational commitment

Area of Science:

• Psychology
• Organizational Behavior
• Human Resources

Background:

• Employee attitudes like job satisfaction and organizational commitment are crucial for organizational success.
• Understanding the predictors of these attitudes is essential for effective management and HR practices.
• The Big Five personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, Neuroticism) are widely accepted as a robust framework for describing personality.

Purpose of the Study:

• To investigate the extent to which the Big Five personality traits explain unique variance in job satisfaction.
• To determine the predictive power of the Big Five personality traits on organizational commitment.
• To analyze the contribution of personality factors to employee attitudes in public sector organizations.

Main Methods:

• Data were collected from 96 employees across two public institutions.
• Statistical analyses were employed to assess the variance explained by the Big Five personality traits.
• Correlation and regression analyses were used to determine the relationship between personality and employee outcomes.

Main Results:

• The Big Five personality traits accounted for 58% of the explained variance in job satisfaction.
• The Big Five personality traits accounted for 44% of the explained variance in organizational commitment.
• These findings indicate a significant role of personality in shaping employee attitudes within the studied public institutions.

Conclusions:

• Personality traits, as defined by the Big Five model, are significant predictors of both job satisfaction and organizational commitment.
• The personological framework of the Big Five offers valuable insights into understanding and potentially influencing employee attitudes.
• Implications for talent acquisition and development in public organizations suggest considering personality assessments.