Personality, Job Satisfaction and Organizational Commitment

Abstract

Purpose:

This study investigates the role of HR practices and the nature of work in determining the relationship between personality types and the dimensions of organizational commitment.

Methodology:

Total 300 questionnaires were distributed to employees of the IT sector of Pakistan. From these 300 questionnaires, 216 useable questionnaires were received. Confirmatory Factor Analysis was applied to test the validity, whereas Structural Equation Modeling was used to investigate the role of the nature of work and HR practices in the relationship between the personality types and the organizational commitment dimensions.

Findings:

Results indicated that HR policies and nature of work mediate the association between four personality types (extroversion, agreeableness, conscientiousness, and openness to experience) with the dimensions of organizational commitment. However, neither the Satisfaction with HR Policies nor the Satisfaction with Nature of Work mediates the relationship between personality types and organizational commitment dimensions.

Conclusion:

The research indicates that personality types, directly and indirectly, affect the dimensions of organizational commitment. Hence, managers must focus on personality type while making the hiring decisions