Analyzing the Role of Motivation as a Moderate Factor on the Relationship between Personality and Organizational Commitment
DOI:
https://doi.org/10.25007/ajnu.v10n3a1113Abstract
This article 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 (r= -.729).
The importance of this framework is epitomized in deeply understanding the work and personnel psychology aspects according to the interrelated effects of personality and extrinsic motivation on employees’ behavior that will help organizations to seek and tailor best solutions to their problems and to achieve organizational development, effectiveness, and employees’ well-being.
Downloads
References
Beer, A, & Brooks, C. (2011). Information Quality in Personality Judgment: The Value of Personal Disclosure. Journal of Research in Personality, 42(2), 175-185.
Boyle, G. J., Malthews, G., & Saklofske, R. H. (2008). The SAGE handbook of personality theory and assessment. London. Vol 9.
Caldwell, D. F. & Burger, J. M. (1998). Personality Characteristics of Job Applicants and Success in Screening Interviews, Personnel Psychology, 51, 119-136.
Davidson, P., Bucher, B. (1978). Intrinsic Interest and Extrinsic Reward: The Effects of a Continuing Token Program on Continuing non Constrained Preference, Behavior Therapy, 9(2), 222-234.
Ghosh, S., Swamy, (2014). A Literature Review on Organizational Commitment- A Comprehensive Summery. Journal of Engineering Research and Application, 4(12), 04-14.
Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170.
Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five Personality Traits, General Mental, and Career Success Across the Life Span, Personnel Psychology, 52(3), P. 621.
Kohn, m. l., & schooler, c. (1983). Work and personality: an inquiry in to the impact of social stratification. Norwood, NJ: Ablex.
Mawhinney, T. C., Dickinson, A. M., & Taylor, L. A. (1989). The Use of Concurrent Schedules to Evaluate the Effects of Extrinsic Rewards on “Intrinsic Motivation”, Journal of Organizational Behavior Management, 10(1), 109-129.
Morgeson, F. P., Humphrey, S.E. The work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing Job Design and the Nature of Work, Journal of applied psychology, 91(6) 132-1339.
Taylor, F. W. (1911). Principles of Scientific Management. American Magazine, 71, 570-581
Woods, S. A., West, M. A. (2010). The Psychology of Work and Organizations, United Kingdom, British Library Cataloguing, P. 6.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Zhiyar Mohammed Ismael
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Authors retain copyright
The use of a Creative Commons License enables authors/editors to retain copyright to their work. Publications can be reused and redistributed as long as the original author is correctly attributed.
- Copyright
- The researcher(s), whether a single or joint research paper, must sell and transfer to the publisher (the Academic Journal of Nawroz University) through all the duration of the publication which starts from the date of entering this Agreement into force, the exclusive rights of the research paper/article. These rights include the translation, reuse of papers/articles, transmit or distribute, or use the material or parts(s) contained therein to be published in scientific, academic, technical, professional journals or any other periodicals including any other works derived from them, all over the world, in English and Arabic, whether in print or in electronic edition of such journals and periodicals in all types of media or formats now or that may exist in the future. Rights also include giving license (or granting permission) to a third party to use the materials and any other works derived from them and publish them in such journals and periodicals all over the world. Transfer right under this Agreement includes the right to modify such materials to be used with computer systems and software, or to reproduce or publish it in e-formats and also to incorporate them into retrieval systems.
- Reproduction, reference, transmission, distribution or any other use of the content, or any parts of the subjects included in that content in any manner permitted by this Agreement, must be accompanied by mentioning the source which is (the Academic Journal of Nawroz University) and the publisher in addition to the title of the article, the name of the author (or co-authors), journal’s name, volume or issue, publisher's copyright, and publication year.
- The Academic Journal of Nawroz University reserves all rights to publish research papers/articles issued under a “Creative Commons License (CC BY-NC-ND 4.0) which permits unrestricted use, distribution, and reproduction of the paper/article by any means, provided that the original work is correctly cited.
- Reservation of Rights
The researcher(s) preserves all intellectual property rights (except for the one transferred to the publisher under this Agreement).
- Researcher’s guarantee
The researcher(s) hereby guarantees that the content of the paper/article is original. It has been submitted only to the Academic Journal of Nawroz University and has not been previously published by any other party.
In the event that the paper/article is written jointly with other researchers, the researcher guarantees that he/she has informed the other co-authors about the terms of this agreement, as well as obtaining their signature or written permission to sign on their behalf.
The author further guarantees:
- The research paper/article does not contain any defamatory statements or illegal comments.
- The research paper/article does not violate other's rights (including but not limited to copyright, patent, and trademark rights).
This research paper/article does not contain any facts or instructions that could cause damages or harm to others, and publishing it does not lead to disclosure of any confidential information.
