Analyzing the Role of Motivation through the Job Design as a Moderate Factor on the Relationship between Personality Traits and Organizational Commitment

Abstract

This paper examines the moderate role of motivation on the relationship between the big five model of personality traits and organizational commitment as an attempt to understand the influence of multitude psychological and motivational factors on employees' behavior towards their organizational commitment.
In general, the idea of this framework is taken from personality aspect and Theory of Commitment of (Allen & Meyer, 1996) which focus on how well the job is being performed by employees rather than only asking if they are doing their job. The basic foundation for forming and developing this new framework is: (1991) Allen & Meyer's model of Organizational Commitment, Job Characteristics model of employee motivation for Hackman & Oldham (1975), and Big Five Model of Personality for Cost & McCrae.
In this study, data has been collected from surveying 241 employees of one of the private universities in Turkish Republic of Northern Cyprus (TRNC), results indicate that personality has a significant negative relationship with organizational commitment.