A personality refers to a group of characteristic features that forms a persons’ character, and defines how he may act within the society. This study tries to relate how an individual’s personality affects their organizational commitment. Here, the big five personality and organizational commitment scale is used for understanding this relationship. The various variables identified in this study are extraversion, agreeableness, conscientiousness, neuroticism, openness to experience, affective commitment, continuance commitment and normative commitment.
The study makes use of primary data, collected from 100 employees of various nationalized banks situated within Jammu, with the help of questionnaires prepared using the big five personality and organizational commitment scale. Purposive sampling technique was used for this purpose, and the research follows an explanatory design. Statistical analysis was conducted with the help of Pearson’s correlation and linear regression techniques. Finally, the data collected was coded in Statistical Package for Social Sciences- Version 20.
The study mainly discusses how personality factors play a major role in determining organizational commitment of the employees. An individual’s personality defines how he may conduct himself. Therefore, these traits will also affect their organizational behavior. It may either positively, or negatively impact on their commitment towards their organization. As such, it is essential to understand each individual’s personality in order to have a smoothly functioning organization, without any harmful impacts on it. Here, personality factors such as extraversion (whereby people enjoy interacting with others), agreeableness (character of being co-operative, kind, sympathetic etc. towards others), conscientiousness (state of being careful, or knowing one’s own responsibility towards others and wanting to act accordingly), neuroticism (tendency of an individual to be pessimistic), and openness to experience (character of being broad minded, imaginative and curious) are considered against organizational commitment components, such as, affective commitment (where the employee believes in mutual success of the organization and himself), continuance commitment (whereby a person desires to stay in an organization, due to fear of incurring huge loses by losing their organizational membership) and normative commitment (a person’s feeling of obligation towards his organization). Each of these factors of personality may either positively affect the commitment of a person towards his organization, or negatively affect it.
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According to the study, extraversion and affective commitment, agreeableness and normative commitment, as well as, openness to experience and normative commitment were found to have positive and significant relationship between each other. On the other hand, conscientiousness and continuance commitment were found to have negative, but significant relation between each other. Thus, the study concludes that, it is indeed very important to know an individual’s personality in order to know how committed he will stay towards the organization. This will, in turn, help the organization work smoothly, and reduce labor turnover. Both the employees and the organization will mutually benefit.
