The Role of Personality Traits Toward Organizational Commitments and Service Quality Commitments

Lee, Seungsin; Park, Jungkun; Back, Ki Joon; Hyun, Hyowon; Lee, Suk Hyung

doi:10.3389/fpsyg.2020.00631

Cited by 16 publications

(12 citation statements)

References 107 publications

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“…Commitment has been considered a significant subject in the strategy of organizations which aim to be competitive and develop a culture of high performance ( Beer et al, 2015 ; Culibrk et al, 2018 ; Bak, 2020 ; Lee et al, 2020 ).…”

Section: Discussionmentioning

confidence: 99%

“…Commitment has been increasingly considered a significant topic for organizations. Strategic interest in workplace commitment is related to the positive effects that it can have on employees, which are reflected in better organizational outcomes ( Meyer, 2009 ; Beer et al, 2015 ; Markoulli et al, 2017 ; Culibrk et al, 2018 ; Klein et al, 2020 ; Lee et al, 2020 ).…”

Section: Introductionmentioning

confidence: 99%

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Employees’ emotional awareness as an antecedent of organizational commitment—The mediating role of affective commitment to the leader

2022

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Commitment has been perceived as a strategic topic in organizations due to its positive effect on retaining talent, increasing performance, or boosting employees’ innovative behavior. However there are many focis of commitment in the workplace, which has represented a challenge to human resources management, who need implement measures to improve the employee’s commitment. Recent research has suggested a need to conduct studies about commitment, namely antecedents and the relationship between different focis, to understand the dynamic and directionality between them. Hence, the purpose of this work is to analyze how employees’ emotional awareness relates with two focis of commitment (the leader and the organization), also assessing the mediating role of affective commitment to the leader. The study uses structural equation modeling and Lisrel to test the hypotheses considering the multidimensionality of organizational commitment (affective; normative; and continuance), employees emotional awareness (understanding self-emotions; self-control when facing criticism; and understanding others’ emotions), and the affective commitment to the leader, under the scope of Social Exchange Theory. The Mackinon’s Z Test was used to assess the mediation role of affective commitment to the leader. The sample is composed for 403 employees from two multinational companies. The results provide empirical evidence about the mediating role of affective commitment to the leader in the relationship between employees’ emotional awareness and organizational commitment, and the employees’ emotional awareness as an antecedent of commitment. The implications for theory and practice are discussed.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Employees’ emotional awareness as an antecedent of organizational commitment—The mediating role of affective commitment to the leader

2022

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“…Employee organizational commitment, which is another attitudinal consequence of employee personality (Gui et al, 2020), is developed when employees feel involved with and loyal to an organization (Lee et al, 2020). The tendency to develop commitment to an organization can enhance the work performance of employees so that they contribute more to the organization's success (Kim et al, 2019;Rathi and Lee, 2016).…”

Section: Consequencesmentioning

confidence: 99%

Consequences of employee personality in the hospitality context: a systematic review and meta-analysis

Doan

Kanjanakan

Zhu

et al. 2021

IJCHM

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Purpose Personality provides a critical perspective for human resource managers on differences between employees. This study aims to systematically and meta-analytically synthesize the consequences of employee personality in the hospitality context. Design/methodology/approach After an extensive literature search, 105 empirical studies on the consequences of the big five personality factors (BFF; agreeableness, conscientiousness, extraversion, neuroticism and openness) along with proactive personality (PP) in the hospitality context were included for a systematic review and meta-analysis. Findings The review highlighted a steady increase in the number of studies on hospitality employee personality. Job satisfaction and organizational citizenship behavior were identified as the most significant consequences for employee personality in the hospitality context. Five dimensions of personality traits varied in their consequences and differed from PP. Research limitations/implications This study provides insightful implications and suggestions for future studies in terms of methodological approaches, research topics and dimensions of employee personality that will extend the theoretical framework of individual differences. Originality/value To the best of the authors’ knowledge, this study represents the first attempt to systematically investigate the consequences of employee personality in the hospitality context. The results reveal discrepancies in the relations between the dimensions of BFF and PP with a variety of consequences. These results offer research directions for hospitality scholars investigating employee personality.

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“…The research shows that different personality trait types have different forms of achievement motivation and work attitude, such as extra orientation, responsibility, non-neuroticism (emotional stability) and work satisfaction in the field of organizational management, and each dimension also has a significant influence on the individual's achievement goal motivation (Chen & Wu, 2008). In addition, the personality traits of employees, especially expressed personalities, play an important role in organizational commitment and service quality commitment (Elpariani, Riana, & Surya, 2020;Lee, Park, Back, Hyun, & Lee, 2020;Zhang, 2020). Aryee, Srinivas, and Tan (2005) measured the effects of personality traits in work-family balance scenarios and found that it was negatively relevant to work-family conflict and positively relevant to work-family matching, suggesting that © 2021 Conscientia Beam.…”

Section: Employee Traits and Achievement Motivation In Organizational Behaviormentioning

confidence: 99%

Employee Characteristics, Subjective Norms and Work Performance: Integrating the Achievement Goal Orientation Theory and the Theory of Planned Behavior

2021

Humanities and Social Sciences Letters

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With the increase in labor participation rate, the problem of employees' work-family conflict is becoming more and more serious, and management of modern enterprises have put forward new requirements for the traditional behavior theory. As a onedimensional factor, the subjective behavior norms under the theory of planned behavior (TPB) are difficult to describe, the trade-off is between employees' tendencies to realize their personal value and maintaining work-family balance in achievement motivation. This study combines the theory of achievement goal orientation with the theory of planned behavior, and defines the subjective norms in the TPB model, dividing the original one-dimensional subjective norms into two different dimensions, namely individual value realization and individual family balance. The existing results show that there are differences in employee value tendencies according to different personality traits, and there are different manifestations of influence relationships. Based on the influential factors of work performance, this study first analyzes the relationship between employee traits and achievement value orientation and, on this basis, tries to construct the theoretical model of "trait value orientation work performance". The results show that work satisfaction and organizational commitment play intermediary roles in the impact of work autonomy and value orientation on work performance. Contribution/Originality:This study combines the TPB model and achievement goal orientation theory, extending the one-dimensional subjective norms into a two-dimensional individual-family disposition, and further subdividing the original influence of subjective norms on behavioral intentions into the influence of employee goal orientation on job satisfaction and organizational commitment. subjective norms are one-dimensional, but recent research has shown that the influence of subjective norms on behavior is not just a unidimensional linear model, but a trade-off outcome. In the field of organizational behavior, research on the subjective norms of corporate employees' behavior has similarly extended from a single dimension to a

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The Role of Personality Traits Toward Organizational Commitments and Service Quality Commitments

Cited by 16 publications

References 107 publications

Employees’ emotional awareness as an antecedent of organizational commitment—The mediating role of affective commitment to the leader

Employees’ emotional awareness as an antecedent of organizational commitment—The mediating role of affective commitment to the leader

Consequences of employee personality in the hospitality context: a systematic review and meta-analysis

Employee Characteristics, Subjective Norms and Work Performance: Integrating the Achievement Goal Orientation Theory and the Theory of Planned Behavior

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