Linking the Big Five personality domains to Organizational citizenship behavior

Abstract

The aim of the present study is to explore the linkages between personality and organization citizenship behavior (OCB) using a field sample. Big-Five personality model was used to explore the relationship between personality and OCB. The participants in the study were 187 doctors working in medical college in north India. Four of the 'big five' factors except Neuroticism were positively correlated with OCB. Hierarchical regression analysis on data after controlling for demographic variables indicated that, Conscientiousness, Extraversion, Agreeableness and Neuroticism were valid predictors for OCB. However, Openness to experience showed no significant relationship with overall measure of OCB. Theoretical and practical implications of the study are discussed.

Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance

“…The personal relationship with OCB on several dimensions was found to have a positive effect. Extraversion, agreeableness consistently found to be positively associated with OCB by Rashidi and Tafreshi (2015), Golafshani and Rahro (2013), Kumar, et al (2009). Conscientiousness and openness to experience were found to be positively and significantly associated with OCB by Rashidi and Tafreshi (2015) and Kumar et al, (2009).…”

“…Extraversion, agreeableness consistently found to be positively associated with OCB by Rashidi and Tafreshi (2015), Golafshani and Rahro (2013), Kumar, et al (2009). Conscientiousness and openness to experience were found to be positively and significantly associated with OCB by Rashidi and Tafreshi (2015) and Kumar et al, (2009).A meta-analysis performed by Judge and Ilies (2002) showed that personality based on five-factor model had a positive effect on performance. All dimensions found to be significantly related to performance, neuroticism and conscientiousness consistently show the strongest significant relationship with performance.…”

Komitmen Organisasional dan Organizational Citizenship Behavior (OCB) sebagai Pemediasi pada Pengaruh Gaya Kepemimpinan Transformasional Terhadap Kinerja Pegawai (Studi pada Dinas Pertanian dan Kehutanan Kabupaten Rembang)

“…Shweta dan Srirang (2009) menyatakan bahwa OCB ditandai dengan usaha dalam bentuk apapun yang dilakukan berdasarkan kebijaksanaan pegawai yang memberikan manfaat bagi organisasi tanpa mengharapkan imbalan apapun. Kumar et al (2009) mendifinisikan OCB sebagai perilaku individu yang memberikan kontribusi pada terciptanya efektifitas organisasi dan tidak berkaitan langsung dengan sistem reward organisasi. Kumat et al (2009) menyatakan bahwa OCB merupakan : 1) Perilaku bebas pekerja yang tidak diharapkan maupun diperlakukan, oleh karena itu organisasi tidak dapat memberikan penghargaan atas munculnya perilaku tersebut ataupun memberikan hukuman atas ketiadaan perilaku tersebut.…”

Moderatorska Uloga Nacionalne Kulture U Relacijama Dimenzija Ličnosti Modela Velikih Pet I Odgovornog Organizacionog Ponašanja

“…Takođe, Epstein (1980) je utvrdio da dimenzije ličnosti dostižu maksimalnu moć predviđanja kada je kriterijum ponašanja agregat tematski vezanih ponašanja kroz vrijeme i situacije. Budući da odgovorno organizaciono ponašanje po svojoj prirodi predstavlja ponašanje koje se javlja u "slabim situacijama" (Kumar, Bakhshi, & Rani, 2009), očekujemo da dimenzije ličnosti modela Velikih pet predviđaju značajan dio varijanse odgovornog organizacionog ponašanja. Oslanjajući se na rezultate ranijih istraživanja koji pokazuju da su ekstravertne osobe sklone pružiti pomoć saradnicima i da u tome nalaze neku vrstu zadovoljstva (Organ et al, 2006), da otvorene osobe lako ostvaruju kvalitetne kontakte sa radnim kolegama i da su posvećenije timskim ciljevima (Neuman, Wagner, & Christiansen, 1999), da su savjesne osobe sklone preuzimanju inicijative u rješavanju problema na poslu pri čemu su metodične i temeljite (Witt, Burke, Barrick, & Mount, 2002), te da su prijatne osobe sklone kooperativnom ponašanju na poslu (LePine & Van Dyne, 2001) i da pokazuju visok stepen interpersonalne kompetencije (Witt et al, 2002), možemo očekivati da će ekstraverzija, otvorenost, savjesnost i prijatnost pokazati značajne pozitivne jednistvene doprinose predikciji odgovornog organizacionog ponašanja.…”