Personality and Organizational Commitment Relationship

Personality and organisational loyalty RelationshipABSTRACTThe objective of this contract was to explore the kins between the character propertys and organisational committal among non commandment employees in government schools in the Sultanate of Oman. Data was collected by using jumbo quint inventory (BFI) and revised Organizational lading cadency (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this probe suggest us the relationships between disposition traits and organizational loading among non teaching staff in the government schools.KEYWORDS affectional commitment, big volt- factor out model of temper, law of continuation commitment, normative commitment, organizational commitment.INTRODUCTIONThis con explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational load is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational commission with increase interest and importance. Due to increasing interest of employers and inquiryers, organizational commitment has become highly enquiryed dividing line attitude. It is evident from the fact that commitment has been the subject of some meta-analyses (Cooper-Hakim Viswesvaran, 2005 Mathieu Zajac, 1990 Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. conjectural reviews by Lawler (1992) and Reichers (1985) assimilate likewise widely explored this attitude. This job attitude has become important for employers because employees with baseborn aims of commitment ar more(prenominal) wishly to leave their organizations (Meyer et al., 2002). question into Organizational cargo has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antec edents to organizational commitment argon resembling age gender knowledge level marital status position and organization tenure personality and habit states (Camilleri, 2002). Meyer and Allen, (1984) Grusky, (1966) and Mowday et al (1982) pitch thoroughly examined various relationships between antecedents and organizational commitment.This occupy was designed to contribute to the Organizational Commitment relate literature by exploring the relationships between age, tenure, personality traits (using great volt Model) and organizational commitment.THE FIVE-FACTOR MODEL OF temperThe Big quintuplet model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the content of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five symmetrys in Big Five model of personality be Extraversion, Conscientiousness, Openness to Experience, Agreeableness and psychoneuroticism. Each of the Big Five traits is a set of traits that tend to occur unneurotic 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 tax this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991).Conscientiousness refers to the inclining to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard wreaking, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991).Openness to experience is a prevalent 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 excessively reflects need for variety, aesthetic sensitivity, and unconventional determine ( McCrae John, 1992).Agreeableness refers to a list 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 COMMITMENTOrganizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is forgeting to exert effort to help it succeed (Herscovitch Meyer, 2002).According to Allen and Meyer (1990) Organizational Commitment is made up of terce components or propertys. First component is affectional commitment and it refers to the employees emotio nal attachment to, appellation 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 COMMITMENTRELATIONSHIP betwixt AGE AND ORGANIZATIONAL COMMITMENTAccording to meta- compend 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). in that respectfore they would tend to be more committed to the organization. Thus,H 1 Non teaching employees commitment to the organization pass on positively relate to their age.RELATIONSHIP BETWEEN TE NURE AND ORGANIZATIONAL COMMITMENT mingled studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively link 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 much(prenominal) 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 COMMITMENTAFFECTIVE COMMITMENTAffective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifi es 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 continuation commitment refers to an awareness of the costs (economic and favorable) 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 social ly active and whitethorn 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 another(prenominal) individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may choose 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 forachievement. According to Organ and Lingl (1995), receivable 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 COMMITMENTNormative 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.METHODSAMPLEA sample of 95 non teaching em ployees 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 primitive job tenure as 8.21 years (SD = 2.9).MEASUREMENTSTHE BIG FIVEThe 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 dis have got (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 COMMITMENTAffective 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 dependableness (Cronbachs Alpha) of this six item scale was 0.82.CONTINUANCE COMMITMENTContinuance 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 COMMITMENTNormative 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.RESULTSA 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 FactorsThese variables within factors are correlated, is confirmed by the Bartletts sample 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, incomplete 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 later on 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 affec tive 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 most 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.D ISCUSSIONThe 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 conceive that their extraordinary service by providing congenial social environment may enhance 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 chan ces of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations.THEORETICAL AND MANAGERIAL IMPLICATIONSThe results of the present study reflect that the role of personality is vital in the ontogenesis 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).LIMIT ATIONS AND FUTURE DIRECTIONSFurthermore, 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 interrogation 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.REFERENCESAllen, N.J., and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization, diary of Occupational Psychology, Vol. 631-18.Barrick, M. R., Mount, M. K. (1991). The big five personality dimensions and job performance A Meta-Analysis. Personnel Psychology , 44, 1-26.Camilleri, E. (2002). or so Antecedents of Organizational Commitment Results from an Information Systems Public Sector Organization. Bank of Valletta Review, 25.Clayton, B., Petzall, S., Lynch, B. Margret, J. (2007). 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P., Donahue, E. M., Kentle, R. L. (1991). The Big Five InventoryVersions 4a and 54. Berkeley, CA University of California, Berkeley, Institute of Personality and Social Research.John, O. P., Naumann, L. P., Soto, C. J. (2008). Paradigm shift to the integrative Big Five trait taxonomy History, measurement, and conceptual issues. In O. P. John, R. W. Robins, L. A. Pervin (Eds.), Handbook of personality Theory and research (pp. 114-158). New York, NY Guilford Press.Kumar K., et al (2009). Linking the Big Five Personality Domains to Organizational Citizenship Behavior. International Journal of Psychological Studies. Vol. 1, No 2Lawler, E. J. (1992). Affective attachment to nested groups A choice process theory. American Sociological Review, 57, 327-339.Magnus, K., Diener, E., Fujita, F., Pavot, W. (1993). Extraversion and neuroticism as predictors of objective life events A longitudinal analysis. Journal of Personality and Social Psychology, 65, 1046-1053.McCrae, R. R., John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 2, 175-215.Mathieu, J. E., Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194.Meyer, J.P. and Allen, N.J. (1984) Testing the Side-Bet Theory of Organisational Commitment Some Methodological Considerations, Journal of Applied Psychology, Vol. 69 372-378.Meyer, J. P., Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.Meyer, J. P., Allen, N. J., Smith, C. A. (1993). Commitment to organizations and occupations Extension and test of a three-component conceptualization. Journal of A pplied Psychology, 78, 538-551.Meyer, J. P., Allen, N. J. (1997). Commitment in the workplace Theory, research and application. California Sage Publishers Inc.Meyer, J. P., Stanley, D. J., Herscovitch, L., Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.Mowday, R., Porter, L.W. and Steers, R.M. (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. M athews, 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 RelationshipPersonality and Organizational Commitment RelationshipCHAPTER 1INTRODUCTIONChapter OverviewThis 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 StudyOrganizational commitment is a positive psychological state of attachment that pushes the employees performance upward to successfully plait the firms 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 attempt 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 o f 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 excogitation, 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 p erformance (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 bear upon 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 s pecial percentage to the understanding of individual differences in behavior and experience. Individuals 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 employees 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, individuals 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. around of the studies on organizational commitment focus on bring outing th e 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 chiefly known as personalities are being ignored. A study done by Kumar (2010) stated that there is little attention given in study 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 policy Brokers Sdn Bhd, Bangsar.Problem StatementResearch QuestionsResearch questions of this study areWhat 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 ObjectivesThe research objectives of this study areTo come in 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 StudyThis 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 Bhds 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 ergodicly 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. meaning(a) of the StudyMany 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 manage rs to increase employees loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company.Conceptual exposition1.8.1Personality Big Five ModelPersonality 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 delineate as the inner organization of psycho physiological system of a person to create a persons 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 CommitmentAs Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that tie in an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organizations 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 DefinitionBig Five PersonalityBig Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peers personality trait. The factor that c oncludes from Normans 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 culture dimension is changed to 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 reticent (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, well-provided and stable.Conscienti ousness 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 CommitmentMeyer and Allens 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 s tudy, namely affective commitment, continuance commitment and normative commitment.According to Meyer and Allen (1997), affective commitment is the employees 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 employees 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.SummaryIn conclusion, this chapter outl ines 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.