Study of the Role of Personality Factors in Organizational Citizenship Behaviors

Saeedy, Sina; Rastgar, Abbas Ali

doi:10.31586/management.0202.01

Cited by 4 publications

(2 citation statements)

References 34 publications

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“…For example, in a study conducted in the banking sector, there was a significant positive relationship between conscientiousness, compliance and self-discipline personality traits and OCB. However, there was a negative relationship between neurotic personality traits and OCB, and this negative relationship caused the employee to experience organisational problems (Saeedy and Rastgar, 2015). A similar result was demonstrated in a study conducted with a sample of physicians, and it was found that four personality factors except neuroticism were positively correlated with OCB (Kumar et al, 2009: p.73).…”

Section: The Role Of Personality In the Relationship Between Psychological Contract And Organisational Citizenship Behaviourmentioning

confidence: 57%

The effect of psychological contract on employees' organisational citizenship behaviour and the moderator role of five-factor personality traits in this effect

Korkmazyurek

Orçanlı

Korkmazyürek

2021

bmij

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This study examines the relationship between psychological contract, organisational citizenship behaviours, and sub-dimensions of five-factor personality traits (extraversion, agreeableness, openness, conscientiousness, and neuroticism) of employees in the private sector. In addition, it investigated whether the sub-dimensions of personality traits have moderator roles in the relationship between psychological contract and organisational citizenship behaviours. In order to achieve this aim, the number one model proposed by Hayes (2013) was taken as a basis in establishing the model related to the relationships between three variables. Employees in the private sector (accounting, health and information sectors) who carry out their activities in Istanbul, Ankara, Izmir and Mersin constituted the research universe. The convenience sampling method was chosen while identifying the sample due to the Covid 19 pandemic that affected the world. The data used in the study were collected with three scales between January 1-31, 2021. The analysis of the model established in the study was performed with the SPSS package program and the R programming language. The result of the study indicated a significant relationship between the employees' perceptions of the psychological contract, organisational citizenship behaviour and the sub-dimensions of the five-factor personality traits. In addition, it has been determined that the sub-dimension of personality traits, "openness to development", has a moderator role in the relationship between psychological contract and organisational citizenship behaviour. It is also seen that the results are compatible with similar studies in the literature. It is expected that this research will contribute to organisational behaviour and psychology, while the findings can be used as input for other studies in the specified areas.

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Section: The Role Of Personality In the Relationship Between Psychological Contract And Organisational Citizenship Behaviourmentioning

confidence: 57%

The effect of psychological contract on employees' organisational citizenship behaviour and the moderator role of five-factor personality traits in this effect

Korkmazyurek

Orçanlı

Korkmazyürek

2021

bmij

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“…Simply put, organizational citizenship behavior can be in the form of employees who help solve the problems of others who are outside the authority and responsibilities of their jobs, senior employees who have experience providing training to new employees outside working hours, or employees who actively participate in team meetings when discussing improvements or housekeeping at work. Saeedy (2015) states that personality can also be one of the predictors in evaluating how much OCB is done by employees to be able to retain the best employees owned by the organization. So it is important for organizations to know the personality of each employee.…”

Section: Introductionmentioning

confidence: 99%

Employee Performance in Pt BPD Kaltim Kaltara Samarinda

Fajrina

Militina

Achmad

2020

IJEBAR

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In this study involving PT BPD Kaltim Kaltara Samarinda. In this study, to see the performance of employees used a sample of 162 respondents, based on the results of the questionnaire that has been distributed, it can be seen that the number of respondents to be analyzed was 162 respondents. The data analysis used by the author is the Structural Equation Model (SEM). Hypothesis testing is done by multivariate analysis carried out through the WarpPLS program. Data analysis through partial Least Square (PLS) is done through two stages, namely: First, Assessing the outer model or measurement model. Second, assess the inner model or structural model. The results showed that there was a positive and not significant effect between Openness on employee organizational citizenship behavior, There was a positive and significant effect between Conscientiousness on organizational citizenship behavior of employees, There was a positive and insignificant effect between Extraversion on organizational citizenship behavior of employees, There was an influence a positive and significant relationship between Agreeableness on organizational citizenship behavior of employees, There is a positive and significant influence between Neuroticism on organizational citizenship behavior of employees, There is a positive and insignificant effect between Openness on employee performance, There is a positive and insignificant effect between Conscientiousness on performance employees, There is a positive and significant influence between Extraversion on employee performance, There is a positive and significant effect between Agreeabl eness on employee performance, There is a positive and insignificant influence between Neuroticism on employee performance, There is a positive and not significant effect between organizational citizenship behavior on employee performance of PT BPD Kaltim Kaltara Samarinda Branch.

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Utilizing Five Factor Model facets to conceptualize counterproductive, unethical, and organizational citizenship workplace behaviors

Helle

DeShong

Lengel

et al. 2018

Personality and Individual Differences

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Study of the Role of Personality Factors in Organizational Citizenship Behaviors

Cited by 4 publications

References 34 publications

The effect of psychological contract on employees' organisational citizenship behaviour and the moderator role of five-factor personality traits in this effect

The effect of psychological contract on employees' organisational citizenship behaviour and the moderator role of five-factor personality traits in this effect

Employee Performance in Pt BPD Kaltim Kaltara Samarinda

Utilizing Five Factor Model facets to conceptualize counterproductive, unethical, and organizational citizenship workplace behaviors

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