Job Satisfaction for Linguistic and Philosophical Investigations

Question: Discuss about theJob Satisfaction for Linguistic and Philosophical Investigations. Answer: The chosen topic for the assignment is job satisfaction. Job satisfaction is the level of contentment that the individuals receive while they are into some kind of jobs. It includes the factors whether they like their jobs or they are doing it forcefully. It includes certain behavioral components that are related to their jobs. It is important for an individual to get satisfied in their job fields. It can be seen in many cases that the individuals face certain issues in their job fields. They face behavioral issues that becomes a stress for the individuals and they become unwilling to work in the organization. Initially money was considered to be the main factor of satisfaction for the employees (Huang et al. 2016). Later with the money the job profile was considered to be one of the most important aspect of a job. It is important for the employees to be satisfied of their jobs. If they cannot like their job they will never be able to do justice to the job. They will lack in their duty to serve the organization as they will not be able to give their best. There are many models of job satisfaction that will be analyzed in the discussion area. It is indicative of the behaviors that occur in the organizations. Job satisfaction is dependent on few factors like the environment of the workplace, it is dependent on the behavior of the supervisors and the persons of the management (Zablah et al. 2016). There are certain methods or models of the job satisfaction out of which the affect theory is an important theory. The foremost theory is the affect theory. This is the theory that has been proposed by Edwin A. Locke (Reilly et al. 2014). According to this theory, the main premise is that by job satisfaction an individual means what one gets in a job and what one wants. The satisfaction and the dissatisfaction of the job depends upon the fact whether the individuals got the things they wanted or whether they did not get the things they wanted in their job. It varies from one employee to other. In some case the employees prefers autonomy in the job and in other case the other employee does not prefer so. This theory also reveal the fact that excess amount of particular facet will produce stronger feelings of dissatisfaction. The feelings of dissatisfaction becomes stronger when a worker values more the particular facet that is the reason of his dissatisfaction (Gabriel et al. 2014). The other theory is the dispositional approach theory (Judge et al. 2017). This theory suggests that the individuals vary in their tendency to be satisfied with their jobs. The job satisfaction can be considered to be an individual trait. The expectation of satisfaction of an individual is a stable process. It is not a changing process. It remains stable over time and across other jobs and careers. This models have stated that according to the research the identical twins who was raised apart have same level of expectation of job satisfaction (Korsgaard, Meglino and Call 2015). The other theory includes the equity theory. According to this theory, the person views fairness in regard to the social relationships such as with an employer. In this the person identifies the amount of things gained from a relationship and compares the same with the output that is the things that is given out. This is done in order to produce a ratio of output and input (Lazaroiu 2015). This theory suggests that in case there is an inequality between the two individuals or two social groups, the probable situation that the person can go through is stress. This is because a disparity that might occur between the relationship of input and output. This is explained better with the help of an example. If two employees have been hired by the company with the same job profile and if one is getting high payment compared to the other, the one who is getting less paid will undergo the situation of distress in the workplace. In the other situation if both the employees gets equal pay, with equal responsibilities, the feeling of equity will be maintained that will be healthy for the organization. The theory has been supported many psychologist, who have come up with other suggestions of the theory. Some psychologists opined the fact that there are three level of behavioral response patterns to the situations that perceived equity or inequity. These are the benevolent behavior, behavior that is sensitive to equity and entitled behavior. The benevolent behavior include the fact that the employees are satisfied when they are under-reward while they are compared with their coworkers. The equity sensitive includes that everyone should be believed and they should be fairly rewarded. The entitled includes that the individuals believe that everything they receive from the organization they work is those things that their just due (Cappelen et al. 2014). In this context the discrepancy theory should be considered to be a major theory that can be discussed. This include the concept that is used to explain the ultimate source of anxiety and dejection. This is experienced by the employees when he is unable to fulfill his duties and responsibilities (Hardin and Donaldson 2014). In such cases he goes through the feeling of anxiety and he regrets over the situation for not performing well. The feelings of dejection comes just after this. This theory contains the fact that the individuals will learn to take their duties and responsibilities. They usually feel dejected when they are unable to achieve their hopes and their aspirations. In this the individuals learn to fulfill their obligations and their hopes. The individuals learn to fulfill their duties and their responsibilities and in case they are unable to do so they will be punished. With the passage of time the duties and the responsibilities become principles which can be used as a t ool of self-guide. This theory also explains that in case the achievement of the obligation is obtained then the reward can be praise, approval or love. The individuals gain respect from this. The dissatisfaction increases when the employees fails to obtain respect, rewards and they are filled with the feeling of dejection and as a result usually feel depressed and therefore suffer from depression (Dobrow et al. 2015). The other model of job dissatisfaction is the two-factor theory. This is sometimes known as the motivator-hygiene theory. This theory was introduced by Frederick Herzberg. This theory included the factors like satisfaction and motivation in the workplace. According to this theory, the factors like satisfaction and dissatisfaction are guided by different factors like motivation and hygiene factors. An employee requires constant motivation from his supervisors in order to perform well and to carry out all the job responsibilities (Bakker and Demerouti 2014). Motivation is usually seen as an inner force. Motivating factors are those that aspects of the job that make people want to perform. It increases the will power of the employees to work. It enhances the will of the employees to perform well in the organization and to achieve the goals of the organization. Once the individuals attain the organizational goal, the individual attains satisfaction of job. The other aspect that is includ ed in the theory is the factor of hygiene. This includes the aspects that are related to the working environment. This usually include the payment structure of the company, the policies of the company and the practices that are adopted by the supervisors. (Argyris 2017) The final model includes the job characteristics model. This model was proposed by Hackman and Oldham. This model opines the fact that there are certain essential characteristics of the job that are responsible for the job satisfaction. Everyone is not influenced by this. The individuals who want to achieve high targets and growth require strength. They are highly affected by the characteristics of the job. This requires the development of new skills that are required for the job (Serhan, Tsangari and Business 2015). While concluding this can be mentioned that there are many factors that influence the option of job satisfaction. These factors include the environmental factors which includes the factor of communication overload and underload. The other part of this is the superior-subordinate communication. The individual factor is another major factor of job satisfaction. This includes emotion, genetics as well as personality. The other factor that influences the job satisfaction is the psychological well-being of an individual. Apart from this the relationships with the people in the working place and the practical implication of the same has huge impact on the factor of job satisfaction. Job satisfaction not only affects the organization but also the organizations. If the workers in an organization is dissatisfied the organization itself becomes dissatisfied. It decrease the rate of production and hampers the quality of the work. Low job satisfaction can result to low morale and the employees s how no loyalty towards the company. Therefore, it is important to have job satisfaction and to understand the factors that are related to the same. References Argyris, C., 2017. Integrating the Individual and the Organization. Routledge. Bakker, A.B. and Demerouti, E., 2014. Job demandsresources theory. Wellbeing. Cappelen, A.W., Eichele, T., Hugdahl, K., Specht, K., Srensen, E.. and Tungodden, B., 2014. Equity theory and fair inequality: a neuroeconomic study. Proceedings of the National Academy of Sciences, 111(43), pp.15368-15372. Dobrow Riza, S., Ganzach, Y. and Liu, Y., 2015. Time and job satisfaction: A longitudinal study of the differential roles of age and tenure. Journal of management, p.0149206315624962. Gabriel, A.S., Diefendorff, J.M., Chandler, M.M., Moran, C.M. and Greguras, G.J., 2014. The dynamic relationships of work affect and job satisfaction with perceptions of fit. Personnel Psychology, 67(2), pp.389-420. Hardin, E.E. and Donaldson III, J.R., 2014. Predicting job satisfaction: A new perspective on personenvironment fit. Journal of counseling psychology, 61(4), p.634. Huang, Y.H., Lee, J., McFadden, A.C., Murphy, L.A., Robertson, M.M., Cheung, J.H. and Zohar, D., 2016. Beyond safety outcomes: An investigation of the impact of safety climate on job satisfaction, employee engagement and turnover using social exchange theory as the theoretical framework. Applied ergonomics, 55, pp.248-257. Judge, T.A., Weiss, H.M., Kammeyer-Mueller, J.D. and Hulin, C.L., 2017. Job attitudes, job satisfaction, and job affect: A century of continuity and of change. Journal of Applied Psychology, 102(3), p.356. Korsgaard, M.A., Meglino, B.M. and Call, M.L., 2015. The Role of Concern for Others in Reactions to Justice: Integrating the Theory of Other Orientation with Organizational Justice. The Oxford Handbook of Justice in the Workplace, p.387. Lazaroiu, G., 2015. Employee motivation and job performance. Linguistic and Philosophical Investigations, 14, p.97. Reilly, G., Nyberg, A.J., Maltarich, M. and Weller, I., 2014. Human capital flows: Using context-emergent turnover (CET) theory to explore the process by which turnover, hiring, and job demands affect patient satisfaction. Academy of Management Journal, 57(3), pp.766-790. Serhan, C., Tsangari, H. and Business, S., 2015. Retention of fresh graduates: Identification of determinant factors through a modified job characteristics model. In Global Business Conference (pp. 200-202). Zablah, A.R., Carlson, B.D., Donavan, D.T., Maxham III, J.G. and Brown, T.J., 2016. A cross-lagged test of the association between customer satisfaction and employee job satisfaction in a relational context. Journal of Applied Psychology, 101(5), p.743.

As the Sun Rose free essay sample

As the Sun rose its hour began to awaken the every pulsating wonders of everything in its path. I found myself in an unsettling state of mind with thoughts of what troubles and worries this new day would bring. As I sat there in the car with my cup of French vanilla because coffee was too bitter for me, I watched my sister’s every step to the door. My French vanilla scent took my mind off everything, as I continued to search for something set my gaze upon. It was still dark, with a very cold and damp touch from the night’s rain. The air had a dew feel to it, and the traditional smell of rain on dirt. I finally fixed my gaze on the horizon, the clouds began moving and forming a slightly distorted version of the daily morning sun rise. The rain had somehow altered the clouds, because the sky was crowded and it seemed as if the sun would not get to shine through like it did so many mornings before. We will write a custom essay sample on As the Sun Rose or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It looked as if there was a battle being fought for the sky’s canvas with purples, grays, blues, and slight hints of yellow, red and orange paint. The endings and beginnings of these colors could not be discovered no matter how long or hard I stared. I watched as the invisible artist ran its brush side to side, up and down changing its painting every second. The air began warming and the birds chirped as if they had an unknown secret. It was the strangest thing even though the sky was being blocked the darkness from the night began to lighten and soon vanished until everything was able to be seen. Of course the day was gray rather than its normal bright sunny day, but still the shade was remarkable. The sun could be spotted if sufficiently focused on. But by this time five sixths of the sun was in the sky. A minute later, fine traces of yellow broke the bonds of the clouds. The scent of the rain on dirt grew stronger and so did the dewiness. Puddles then showed of the nights shower, everything was covered by splashes of wet droplets. Once the sun regained its day position, the clouds had surrendered its grip and soon openings revealed the bright blue sky and all its passion of sun light.

Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review Essay Example

Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review Paper Essay on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Now, many magazines have for fashion print on their pages stories of famous authors. And I think this is correct. This policy even the dappled lurid leaflet ennobles. Besides, all this paper rubbish so common on the racks in clubs, cafes and other even can entertain and cultivate idle reader It was in a similar publication -. Log attached to a seat in the aircraft kopmanii S7 Airlines I I read the story of Arthur Conan Doyle Loving heart. When I saw him, my loving heart sank. Well its Arthur Doyle is there! Well this is the love of my childhood. Immediately memories came flooding back of Holmes, Marrakote, Challenger and other heroes of his works. However, all this joy is drained with the first paragraph. It was written once and neuvlekatelno nudnovatenko. I confess that the first attempt I did not even read the story, and mastered it is only on the way back, good rooms logbooks did not have time to be replaced. And overcome the first couple of paragraphs was involved in an amusing istoriyku not written detective worse incidents about the famous detective. Doyle is still able to captivate the reader We will write a custom essay sample on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Arthur Conan Doyle. Collected works in 14 volumes. Volume 12. Letters Stark Monroe. Duet with random dance Review specifically for you FOR ONLY $16.38 $13.9/page Hire Writer loving heart. a mini-sketch, funny story of life. Initially mysterious at the end of the romantic. Particularly interesting own attitude protagonist in the history to which it was necessary to join: admiration, astonishment, indifference, admiration God grant that in his old age, when my hands will shake, and the back bend, so to me. also watched the womans eyes. Yes, I say, read the story of a tiny .

Can I Learn to Like It essays

Can I Learn to Like It essays Can I learn to like this music and really want to listen to it? This question, or a question of similarity, was asked in my Music 100 class by a fellow student. He was asking our instructor if he could really learn to like classical music. Other students laughed at his insistence to know if he set forth effort, would he desire listening to the music as he did popular music of today. The answer to this question can be found in the article, Learning to Like Classical Music from Etude Magazine. The article states you need to understand background about the music to better appreciate it and desire listening to the music. The article had this to say about learning to like classical music, Most certainly it can be done, and to the same extent and with the same success that any set of earnest students will learn to enjoy good literature. The article states that you acquire a taste for the music just like any other artistic form, and with this effort a reward of something beautiful will be obtained. The article offers this advice however, By way of caution, do not try to scale Parnassus at a bound. Another words, you need to learn slowly and begin with music that is easier to understand. It mentions selections from Schumanns Album for the Young, and others that offer simpler movements and characteristics easier to listen for. Some of the characteristics it states you should look for are compositions offering attractive melodies, good harmony and pleasing rhythm. The article also discusses a musical idea involving hearing real language within a piece of music. Although it is not mentioned in the article, we have learned in class that this is called word-painting. This involves listening to the music and hearing what is taking place within the story of the music. The article uses the hooves of galloping horses in Schumanns Reiterstuck as ...

Roe v. Wade, 410 US 113 (1973) (opinion of Blackmun, writing for the Essay

Roe v. Wade, 410 US 113 (1973) (opinion of Blackmun, writing for the majority, parts 5 11 or V XI ) - Essay Example Roe’s argument remains controversial throughout Supreme Court history since they are centred towards abortion rights. Blackmun argument divides pregnancies in three stages; first, second and third trimester. In the first trimester, a woman had unrestricted choice to abort if she had consulted her physician therefore; he held that the committee and hospital requirements were unconstitutional. In the second trimester, medical practitioners argue that the abortion poses a threat to the health of a woman and thus state could protect the women by regulating abortion. During the third trimester there was a need to protect a foetus by restricting abortion but Blackmun argued that since the moral and medical status of the foetus are uncertain, the state could not draw their argument on when life begins. For example, the state could not argue whether the fetus and newborn have equal rights if life begun at conception (Goldman 929). Similar justice majority in Doe restated largely and fleshed it to Roe ruling. Justice Blackmun when he wrote to the compact majority, he determined the regulations of the state could pose an obstacle to procedural abortion more specifically in this case, whether the law stipulated that the abortion could be done in a hospital or receive approval by two doctors. This was regarded as a violation to womens intention to terminate pregnancy. Many women have far and wide experience the burden of abortion as a result of the risks that result from aftermath of conception. In this regard, Blackmun argues that the government should relieve the women the burden by allowing them to make independent decisions since they are the transcendental finalist of the effects of abortion or rather not aborting. He further acknowledges the need to resolve the issue of abortion due to its emotional and sensitive nature. The subject of

Party debate Assignment Example | Topics and Well Written Essays - 250 words

Party debate - Assignment Example ed States multiparty system would have been practiced, the government would have failed to make decisions in a timely manner because it would have failed to attain the majority votes required to pass legislation. Another benefit is that such a political system provides clarity to the voters in deciding which party to vote. This is because in two party systems the two opposing parties are either in favor or against a particular agenda and voters finds it easy to vote for the candidates of that party which is supporting their side of the agenda. For example, the two political parties of United States are either in favor of gay marriage or they oppose it. This allows the American citizens with the ease of selecting the candidate of the party that supports their viewpoints (Bibby, 2008). In my opinion it is better to have a two party system and such a system should continue in the United States because it provides the government with the power to make decisions in a timely manner which m ay be delayed in a multiparty system. Due to late decision making, the effectiveness and the value of the decision is lost and citizens of a particular nation end up experiencing

Personality and Organizational Commitment Relationship

Personality and Organizational Commitment Relationship ABSTRACT The objective of this study was to explore the relationships between the personality traits and organizational commitment among non teaching employees in government schools in the Sultanate of Oman. Data was collected by using Big Five Inventory (BFI) and revised Organizational Commitment Scale (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this study suggest us the relationships between personality traits and organizational commitment among non teaching staff in the government schools. KEYWORDS Affective commitment, big five-factor model of personality, continuance commitment, normative commitment, organizational commitment. INTRODUCTION This study explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational Commitment is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational Commitment with increasing interest and importance. Due to increasing interest of employers and researchers, organizational commitment has become highly researched job attitude. It is evident from the fact that commitment has been the subject of many meta-analyses (Cooper-Hakim Viswesvaran, 2005; Mathieu Zajac, 1990; Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. Theoretical reviews by Lawler (1992) and Reichers (1985) have also widely explored this attitude. This job attitude has become important for employers because employees with low levels of commitment are more likely to leave their organizations (Meyer et al., 2002). Research into Organizational Commitment has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antecedents to organizational commitment are like age; gender; education level; marital status; position and organization tenure; personality; and role states (Camilleri, 2002). Meyer and Allen, (1984); Grusky, (1966) and Mowday et al (1982) have thoroughly examined various relationships between antecedents and organizational commitment. This study was designed to contribute to the Organizational Commitment related literature by exploring the relationships between age, tenure, personality traits (using Big Five Model) and organizational commitment. THE FIVE-FACTOR MODEL OF PERSONALITY The Big Five model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the study of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five dimensions in Big Five model of personality are Extraversion, Conscientiousness, Openness to Experience, Agreeableness and Neuroticism. Each of the Big Five traits is a set of traits that tend to occur together in individuals (Kumar, Bakhshi Rani, 2009). Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to measure this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991). Conscientiousness refers to the tendency to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard working, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991). Openness to experience is a general appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It also reflects need for variety, aesthetic sensitivity, and unconventional values (McCrae John, 1992). Agreeableness refers to a tendency to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991). Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). ORGANIZATIONAL COMMITMENT Organizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is willing to exert effort to help it succeed (Herscovitch Meyer, 2002). According to Allen and Meyer (1990) Organizational Commitment is made up of three components or dimensions. First component is affective commitment and it refers to the employees emotional attachment to, identification with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization. DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENT RELATIONSHIP BETWEEN AGE AND ORGANIZATIONAL COMMITMENT According to meta-analysis by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). Therefore they would tend to be more committed to the organization. Thus, H 1: Non teaching employees commitment to the organization will positively relate to their age. RELATIONSHIP BETWEEN TENURE AND ORGANIZATIONAL COMMITMENT Various studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively related to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits such as pension plans (Mathieu and Zajac, 1990, p.8). Thus, H 2: Non teaching employees commitment to the organization will positively relate to their length of tenure. RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENT AFFECTIVE COMMITMENT Affective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus, H3: Non teaching employees extraversion will positively relate to affective commitment. CONTINUANCE COMMITMENT Continuance commitment refers to an awareness of the costs (economic and social) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997). Extrovert individuals tend to be more socially active and may develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore, H4: Non teaching employees extraversion will negatively relate to continuance commitment. Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may prefer to stick to same job instead of facing new work environment. Thus, H5: Non teaching employees neuroticism will positively relate to continuance commitment. Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,  deliberation  (the tendency to think carefully before acting), and need for  achievement. According to Organ and Lingl (1995), due to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore, H6: Non teaching employees Conscientiousness will positively relate to continuance commitment. NORMATIVE COMMITMENT Normative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus, H7: Non teaching employees extraversion will positively relate to normative commitment. METHOD SAMPLE A sample of 95 non teaching employees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and total job tenure as 8.21 years (SD = 2.9). MEASUREMENTS THE BIG FIVE The Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly disagree (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91). AFFECTIVE COMMITMENT Affective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.82. CONTINUANCE COMMITMENT Continuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88. NORMATIVE COMMITMENT Normative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89. RESULTS A factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244; Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot. Graph 01: Scree Plot Showing Eigen Values of Factors These variables within factors are correlated, is confirmed by the Bartletts test of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables. The table 01 comprises the means, standard deviations, partial correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained after running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affective commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of approximately all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent. DISCUSSION The findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988; J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts believe that their extraordinary service by providing congenial social environment may enhanc e the psychological contract with the organization (Watson, 2000; J. Erdheim et al. 2006). Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics. Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chances of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations. THEORETICAL AND MANAGERIAL IMPLICATIONS The results of the present study reflect that the role of personality is vital in the development of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc. Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002). LIMITATIONS AND FUTURE DIRECTIONS Furthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming research is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously. The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting. REFERENCES Allen, N.J., and Meyer, J.P. 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(1982) Employee-Organisation Linkages: The Psychology of Commitment, Absenteeism, and Turnover. San Diego, CA: Academic Press. Nummenmaa, T., Konttinen, R., Kuusinen, J., Leskinen, E. (1996), Tutkimusaineiston Analyysi , Analysis of Research Data WSOY, Helsinki, . Organ, D. W., Lingl, A. (1995). Personality, satisfaction, and organizational citizenship behavior. Journal of Social Psychology, 135, 339-350. Reichers, A. (1985). A review and reconceptualization of organizational commitment. Academy of Management Journal, 10, 465-476. Shepherd, J. L. Mathews, B. P. (2000). Employee commitment: Academic vs practitioner perspectives. Employee Relations, 22(6): 555-575. Watson, D., Clark, L. A. (1997). Extraversion and its positive emotional core. In S. R. Briggs, W. H. Jones, R. Hogan (Eds.), Handbook of personality psychology. New York: Academic Press. Watson, D., Clark, L. A., Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Watson, D. (2000). Mood and temperament. New York: Guilford Press. Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101. Personality and Organizational Commitment Relationship Personality and Organizational Commitment Relationship CHAPTER 1 INTRODUCTION Chapter Overview This study will focus on the relationship between personality and organizational commitment. This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary. Background of the Study Organizational commitment is a positive psychological state of attachment that pushes the employee’s performance upward to successfully turn the firm’s strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempted to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan. Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many of research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover intention, absenteeism, job performance, motivation and job withdrawal behaviors. Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job performance (Vandenberghe and Bentein, 2009; Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism. Researchers have identified different factors that can be affected for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has special contribution to the understanding of individual differences in behavior and experience. Individual’s personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2). Understanding employee’s personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individual’s personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990; John Srivastava, 1999) SSRN-id2220719. Most of the studies on organizational commitment focus on identifying the environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources mainly known as personalities are being ignored. A study done by Kumar †¦ (2010) stated that there is little attention given in investigating the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers Sdn Bhd, Bangsar. Problem Statement Research Questions Research questions of this study are: What are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd? Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? Research Objectives The research objectives of this study are: To identify the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd. To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. Scope of the Study This study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhd’s employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen randomly as research sample to participate in this study. The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness. For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured: affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. Significant of the Study Many researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010; and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees’ organizational commitment. Additionally, this study will help managers to understand more about employees’ personality and how they react toward organizational processes. Understanding employees’ personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help managers to increase employees’ loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company. Conceptual Definition 1.8.1Personality: Big Five Model Personality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is defined as the inner organization of psycho physiological system of a person to create a person’s unique behavior, feeling and thoughts (Lin, 2010). For this research, Big Five personality approach will be used to identify employees’ personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011). 1.8.2Organizational Commitment As Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that links an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organization’s goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment. Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (†¦,2001). Operational Definition Big Five Personality Big Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peer’s personality trait. The factor that concludes from Norman’s Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the â€Å"culture† dimension is changed to â€Å"openness† dimension (Lin, 2010). Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and retiring (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, contented and stable. Conscientiousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F†¦, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011). Organizational Commitment Meyer and Allen’s Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees’ emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this study, namely affective commitment, continuance commitment and normative commitment. According to Meyer and Allen (1997), affective commitment is the employee’s emotional attachment and participation of the employee in the organization. In this study, it refers to the employees’ emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employee’s obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization. Summary In conclusion, this chapter outlines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees’ personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.