Journal articles: 'Organizational Personality'

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Tutugo, Ahmad Habibi, and Much Riyadus Solichin. "Pengaruh Kepribadian dan Budaya Organisasi Terhadap Organizational Citizenship Behavior dengan Komitmen Organisasi sebagai Variabel Intervening." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 2, no. 3 (June 30, 2020): 392–410. http://dx.doi.org/10.32639/jimmba.v2i3.483.

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This research aims to test the influence of organizational personality and culture on organizational citizenship behavior through the organization's commitment as a intervening variable. The sampling method used is a non-probability sampling technique i.e. saturated sampling i.e. taking the whole sample or all members of the population are used as samples. Respondents in this study were the permanent teachers of Pondok Pesantren SahabatQu Sleman amounting to 60 people. This research uses the methods of descriptive analysis and statistics carried out validity tests, the test of relibility, multicolinearity test, heteroskedastisity test, normality test, correlation test, coefficient of determination, test T, analysis of pathways, calculation of Influence and Test Sobel. Testing in test T shows that the personality affects the Organization's commitment to the teacher of Pondok Pesantren SahabatQu Sleman. Organizational culture has a significant effect on the organization's commitment to the teachers remain in Pondok Pesantren SahabatQu Sleman. Personality has a significant influence on organizational citizenship behavior on the teachers remained SahabatQu Pondok Pesantren Sleman. The organizational culture has a significant effect on the teachers staying at the Pondok Pesantren SahabatQu Sleman. The commitment of the Organization has a significant effect on the teachers remained the Pondok Pesantren SahabatQu Sleman. Organizational commitments can be radiated between personality and organizational citizenship behavior based on the Sobel test. Organizational commitments cannot be intermediate between organizational cultures and organizational citizenship behavior based on Sobel tests.

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Roberts, Brent W. "Personality Development and Organizational Behavior." Research in Organizational Behavior 27 (January 2006): 1–40. http://dx.doi.org/10.1016/s0191-3085(06)27001-1.

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Organ, Dennis W. "Personality and Organizational Citizenship Behavior." Journal of Management 20, no. 2 (April 1994): 465–78. http://dx.doi.org/10.1177/014920639402000208.

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Gardner, William L., Brian J. Reithel, Claudia C. Cogliser, Fred O. Walumbwa, and Richard T. Foley. "Matching Personality and Organizational Culture." Management Communication Quarterly 26, no. 4 (July 9, 2012): 585–622. http://dx.doi.org/10.1177/0893318912450663.

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Ashton, Michael C., and Kibeom Lee. "Personality Meets Industrial/ Organizational Psychology." Contemporary Psychology 48, no. 5 (October 2003): 663–65. http://dx.doi.org/10.1037/000930.

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Sharma, Ekta. "Personality Mapping Wand to Organizational Performance." Journal of Business Theory and Practice 2, no. 1 (January 18, 2014): 13. http://dx.doi.org/10.22158/jbtp.v2n1p13.

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The personality of an individual is a clue to his/her interpersonal needs. Identifying the employee personality type might help organizations to map their employees’ needs. Every individual has different needs, if they are fulfilled, s/he is motivated enough to perform. The purpose of the research is to analyze the impact of personality traits on interpersonal needs and using “Personality Mapping” as the tool to analyze these needs. The research sample for this study is the future workforce, i.e. students enrolled in a business management course. The research measures include the FIRO-B Scale and Big 5 scales. The study reveals that there is a close relationship between personality and interpersonal needs. The interpersonal needs can predict the personality of the individual. All individual have interpersonal needs but all the needs are not dominant. If the dominant need is identified, the organizations can motivate the individual by satisfying his/her dominant need. The analysis of both i.e. interpersonal needs and the personality can help the organizations to find the Person- job fit and also help them in understanding the motivational aspects of the individual. The predictability of Interpersonal needs from the personality traits gives a clue to the employer about the Job which will best suit the personality of the prospective employee or in other words, which job would satisfy his/her dominant need. Organizational performance is the function of Job Satisfaction and if the needs are satiated, the satisfaction increases and hence the performance.

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Kaigawa, Naoko. "School Organizational Characteristics, Social Support, and Burnout in Teachers." Japanese Journal of Personality 17, no. 3 (2009): 270–79. http://dx.doi.org/10.2132/personality.17.270.

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Wilkanandya, Udhay Iqbal, and Ketut Sudarma. "The Role of Organizational Commitment in Improving Organizational Citizenship Behavior." Management Analysis Journal 9, no. 3 (September 18, 2020): 300–309. http://dx.doi.org/10.15294/maj.v9i3.36883.

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This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

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Bozeman, Barry, and Hal G. Rainey. "Organizational Rules and the "Bureaucratic Personality"." American Journal of Political Science 42, no. 1 (January 1998): 163. http://dx.doi.org/10.2307/2991751.

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Tasselli, Stefano, Martin Kilduff, and Blaine Landis. "Personality Change: Implications for Organizational Behavior." Academy of Management Annals 12, no. 2 (June 2018): 467–93. http://dx.doi.org/10.5465/annals.2016.0008.

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Roberts, Brent W. "Organizational Behavior Management and Personality Psychology." Journal of Organizational Behavior Management 22, no. 2 (July 17, 2003): 59–70. http://dx.doi.org/10.1300/j075v22n02_06.

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Organ, Dennis W., and Andreas Lingl. "Personality, Satisfaction, and Organizational Citizenship Behavior." Journal of Social Psychology 135, no. 3 (June 1995): 339–50. http://dx.doi.org/10.1080/00224545.1995.9713963.

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Schneider, Benjamin, and Dave Bartram. "Aggregate personality and organizational competitive advantage." Journal of Occupational and Organizational Psychology 90, no. 4 (June 19, 2017): 461–80. http://dx.doi.org/10.1111/joop.12180.

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Asari, Asari. "EFFECT OF PERSONALITY, ORGANIZATIONAL CLIMATE, AND WORK SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHER." IJHCM (International Journal of Human Capital Management) 1, no. 02 (December 1, 2017): 45–51. http://dx.doi.org/10.21009/ijhcm.01.02.06.

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The purpose of this research is to study the influence of personality, organizational climate, and job satisfaction toward the Organizational Citizenship Behavior of teachers at public vocational high school in Central Jakarta Administration city of DKI Jakarta province. This research uses quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. Data collection of research with questionnaires then analyzed descriptive statistics and inferential statistical path analysis. Based on hypothesis testing, 1) there is positive direct effect of personality toward Organizational Citizenship Behavior, 2) there is positive direct effect of organizational culture toward Organizational Citizenship Behavior; 3) there is positive direct effect of job satisfaction toward Organizational Citizenship Behavior; 4) there is positive direct influence Personality to Job Satisfaction, and 5) there is a direct positive influence of organizational climate on Job Satisfaction. Thus to improve OCB teachers in vocational high schools by improving teacher personality, quality organizational climate, increasing teacher job satisfaction. Keywords: Organizational Citizenship Behavior, Personality,Organizational Climate and job saticfication

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Asari, Asari. "EFFECT OF PERSONALITY, ORGANIZATIONAL CLIMATE, AND WORK SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHER." IJHCM (International Journal of Human Capital Management) 1, no. 02 (December 1, 2017): 45–51. http://dx.doi.org/10.21009/ijhcm.012.06.

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The purpose of this research is to study the influence of personality, organizational climate, and job satisfaction toward the Organizational Citizenship Behavior of teachers at public vocational high school in Central Jakarta Administration city of DKI Jakarta province. This research uses quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. Data collection of research with questionnaires then analyzed descriptive statistics and inferential statistical path analysis. Based on hypothesis testing, 1) there is positive direct effect of personality toward Organizational Citizenship Behavior, 2) there is positive direct effect of organizational culture toward Organizational Citizenship Behavior; 3) there is positive direct effect of job satisfaction toward Organizational Citizenship Behavior; 4) there is positive direct influence Personality to Job Satisfaction, and 5) there is a direct positive influence of organizational climate on Job Satisfaction. Thus to improve OCB teachers in vocational high schools by improving teacher personality, quality organizational climate, increasing teacher job satisfaction. Keywords: Organizational Citizenship Behavior, Personality,Organizational Climate and job saticfication

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Chwalibóg, Elżbieta. "Personality, temperament, organizational climate and organizational citizenship behavior of volunteers." Journal of Education Culture and Society 2, no. 1 (January 15, 2020): 19–30. http://dx.doi.org/10.15503/jecs20111.19.30.

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The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of OrganizationalCitizenship Behavior (OCB) in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB) S. Retowski,Formal Characteristics of Behaviour - Temperament Questionnaire (FCZ-KT) B. Zawadzki and J. Strelau, PersonalityInventory NEO-PI-Costa Jr. and Mc'Crae Polish Adaptation and Organizational Climate Questionnaire by L. von Rosenstiel and R. Bögel – K. Durniat Adaptation. The study revealed a clear positive correlation with Organizational Citizenship Behavior (OCB) with a component of Agreeableness - Trust (A1), with Extraversion (E) and its components: Warmth(E1), Excitement Seeking (E5) Activity (E4) and Gregariousness (E2) and the component of Conscientiousness – Self-Discipline (C5), component of Openness to Experience – Actions (O4), and also negative correlations with Neuroticism (N) and its components: Vulnerability (N6), Self-Consciousness (N4) and Anxiety (N1). The study also revealed a clear positive correlationsOrganizational Citizenship Behavior (OCB) with Activity (AK), Endurance (WT) and Briskness (ĩW) and a clear negative correlation with Perseveration (PE), Emotional Reactivity (RE). In the group of volunteers there were also showed positive correlations of Organizational Citizenship Behavior(OCB) with a Career (Assessment and Promotion) (OA) and the Communication and Information (KI). Regression model developed using multiple regression (stepwise regression method) takes into account the following variables: Activity (AK - Temperament), Agreeableness component of the Personality - Straightforwardness (A2), and the component of Neuroticism – Self-Consciousness (N4), also the component of Conscientiousness – Deliberation (C6) and a component of Openness to Experience – Fantasy (O1) and the Organizational Climate subscale OA – Career (Assessment and Promotion). The obtained results indicate a strong relationship of personality and temperament variables and the organizational climate of the manifestation of Organizational Citizenship Behavior.

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Kasyadi, Soeparlan, and Virgana Virgana. "A path analysis of diagnosis of employee job performance: Implications of the education office." Journal of Education and Learning (EduLearn) 15, no. 1 (November 1, 2020): 70–77. http://dx.doi.org/10.11591/edulearn.v15i1.16767.

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The performance of education office organizations was influenced by the behavior of its employees. This study aimed to determine the direct and indirect influence of organizational culture, leadership style, personality, and organizational justice towards the job performance of the employee education office in Jakarta. Research samples were 221 employees of the Jakarta Education Office. Data collection using questioner with the Likert scale, The results of the research there was a direct influence of leadership style towards organizational justice; Organizational culture on organizational justice; Personality towards organizational justice; Leadership style on job performance; Organizational culture towards job performance; Personality towards job performance, then organizational justice towards job performance, and personality through organizational justice towards job performance. It was concluded that the level of job performance was influenced by variations in leadership style, organizational culture, personality, and organizational justice.

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Dinda, Benedicta, and Palupiningdyah Palupiningdyah. "Organizational Citizenship Behavior on Retail Employees." Management Analysis Journal 9, no. 1 (March 24, 2020): 62–71. http://dx.doi.org/10.15294/maj.v9i1.35289.

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The purpose of this study was to determine the direct and indirect influence POS and extraversion personality to OCB and affective commitment as mediation. The population in this research that all employees Aneka Jaya Supermarket Sambiroto number of 126 employees. Mechanical sampling using saturated sample so that the entire population of the research sample. Methods of data collection using a questionnaire with a Likert scale of 1-5. Data analysis method is test instrument (validity and reliability), a descriptive analysis of the respondents, and test hypotheses and test path analysis with the data processing program SPSS version 25. The results showed that all hypothesis is accepted. Therefore, the POS has positive and significant effect on affective commitment. Extraversion personality has positive and significant effect on affective commitment. Affective commitment has positive and significant effect on OCB. POS has positive and significant impact on OCB. Extraversion personality has positive and significant effect on OCB. The test results of path analysis also showed that the POS and extraversion personality and sgnifkan positive effect on OCB through affective commitment. POS positive and significant impact on OCB. Extraversion personality positive and significant impact on OCB. The test results of path analysis also showed that the POS and extraversion personality and sgnifkan positive effect on OCB through affective commitment. POS positive and significant impact on OCB. Extraversion personality positive and significant impact on OCB. The test results of path analysis also showed that POS and extraversion personality and sgnifkan positive effect on OCB through affective commitment.

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Satria, Puji, Faisal Matriadi, and Maryudi Maryudi. "PENGARUH PERSONALITY, BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR SERTA DAMPAKNYA TERHADAP KINERJA GURU PADA SEKOLAH MENENGAH DI KECAMATAN INDRA MAKMUR KABUPATEN ACEH TIMUR." J-MIND (Jurnal Manajemen Indonesia) 5, no. 1 (January 7, 2021): 48. http://dx.doi.org/10.29103/j-mind.v5i1.3425.

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ABSTRACTThe purpose of this study was to determine and analyze the influence of personality, organizational culture and organizational commitment on organizational citizenship behavior and teacher performance in high schools in Indra Makmur District, North Aceh Regency. The number of samples in this study were 126 teachers obtained by saturated sample technique. The data analysis method used was Structural Equation Modeling (SEM) using AMOS 21 software. The results of this study found that directly, personality and organizational culture had a positive and significant effect on organizational citizenship behavior, while organizational culture has no significant effect. Furthermore, the results of the study found that personality and organizational citizenship behavior had a positive effect on teacher performance, but organizational culture had a negative effect and organizational commitment had no significant effect. The results of the mediation effect test found that organizational citizenship behavior is able to fully mediate the influence of organizational culture and personality on performance, but not to be a mediator on the effect of organizational commitment on theacher performance.Keywords : Personality, Organizational Culture, Organizational Commintment, Organizational Citizenship Behavior and Theacher Performance

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Marcic, Dorothy, Thomas A. Aiuppa, and John G. Watson. "Personality Type, Organizational Norms and Self-Esteem." Psychological Reports 65, no. 3 (December 1989): 915–19. http://dx.doi.org/10.2466/pr0.1989.65.3.915.

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To measure the relations of personality type, self-esteem, and job satisfaction 102 managers in New York were given a battery of tests, including the Myers-Briggs Type Indicator. Regression analysis was conducted to determine the similarity or congruence of each subject's personality type with what had been determined to be the organizational norm for each organization in the study. Subjects with personality types most similar to the organizational norm had higher self-esteem and lower turnover rates. No correlation was found with personality type congruence and job satisfaction.

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Kholisah, Ida Nur, Sampeadi Sampeadi, and Markus Apriono. "The Effect of Organizational Culture and Personality on Organizational Citizenship Behavior Mediated by Organizational Commitment on the Employees of PT Bank Tabungan Negara (Persero) Tbk Jember." e-Journal Ekonomi Bisnis dan Akuntansi 7, no. 1 (April 1, 2020): 72. http://dx.doi.org/10.19184/ejeba.v7i1.10963.

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This study aims to examine and analyze the effect of organizational culture and personality on organizational citizenship behavior mediated by organizational commitment on the employees of PT. Bank Tabungan Negara (Persero) Tbk Jember. This is a descriptive explanatory research. The population was all employees of PT. Bank Tabungan Negara (Persero) Tbk Jember with the sample consisted of 98 respondents taken by census sampling. Research data were analyzed using path analysis. Results showed that organizational culture and personality have a significant and positive effect on organizational commitment, organizational culture and personality have a significant and positive effect on organizational citizenship behavior, and organizational commitment has a significant and positive effect on organizational citizenship behavior of the employees of PT. Bank Tabungan Negara (Persero) Tbk Jember. These results imply that good organizational culture and personality can improve organizational citizenship behavior, directly, or indirectly as mediated by organizational commitment.

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Isyah, Khusnul Ma, and Palupiningdyah Palupiningdyah. "The Effect of Job Satisfaction and Personality on Organizational Citizenship Behavior through Organizational Commitment." Management Analysis Journal 9, no. 4 (December 31, 2020): 392–401. http://dx.doi.org/10.15294/maj.v9i4.41274.

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This study aims to examine the effect of job satisfaction and personality on organizational citizenship behavior through the organizational commitment of employees in the production section of PT Timatex Salatiga. This type of research used in this research is quantitative research. The number of samples used was 100 respondents. The sampling technique used random sampling. The analytical method used is the instrument test (validity and reliability), descriptive analysis test, regression test and path analysis with the SPSS version 23 program. Data collection methods are by means of interviews, observations and questionnaires. The results of this study indicate that job satisfaction and personality have a positive and significant effect on organizational commitment. Job satisfaction and personality have a positive and significant effect on organizational citizenship behavior. Organizational commitment is able to mediate the relationship between job satisfaction and personality on organizational citizenship behavior. Suggestions from this research are that company management needs to reinforce rules and give verbal sanctions to gradual warning letters to employees who are often late, also applies to employees who leave work before the due time.

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Tursanurohmad, Noviana. "PENGARUH KEPRIBADIAN DAN DUKUNGAN ORGANISASI TERHADAP PROFESIONALISME, ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DAN KINERJA." Jurnal Litbang Polri 22, no. 4 (December 20, 2019): 1–33. http://dx.doi.org/10.46976/litbangpolri.v22i4.34.

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This study aims to examine a theoretical model that describes the influence between Personality, organizational support influence on professionalism, Organizational Citizenship Behavior (OCB) and performance at the Makassar Polrestabes in Makassar City. Data collection using questionnaires, sampling techniques using simple random sampling which is adjusted to the proportion of each function. The number of samples is 299 respondents. Data was analyzed by using Warp PLS. The results of the study prove that (1) Personality has a significant positive effect on professionalism. (2). organizational support has a significant positive effect on professionalism. (3) Personality has a significant positive effect on Organizational Citizenship Behavior (OCB). (4) organizational support has a positive and insignificant effect on Organizational Citizenship Behavior (OCB). But organizational support has an indirect effect on Organizational Citizenship Behavior through professionalism (5) professionalism has a significant positive effect on Organizational Citizenship Behavior (OCB). (6) Personality has no significant positive effect on performance. But Personality has an indirect effect on performance through professionalism and Organizational Citizenship Behavior (OCB). (7) organizational support has no significant positive effect on performance. But organizational support has an indirect effect on performance through professionalism and Organizational Citizenship Behavior (OCB). (8) professionalism has a significant positive effect on performance. (9) Organizational Citizenship Behavior (OCB) has a significant positive effect on performance.

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Yusnita, Nancy, Widodo Sunaryo, and Sri Yulianti. "IMPROVING ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) THROUGH STRENGTHENING ORGANIZATIONAL CLIMATE AND PERSONALITY." Sosiohumaniora 23, no. 1 (March 2, 2021): 19. http://dx.doi.org/10.24198/sosiohumaniora.v23i1.30284.

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Many kinds of research on Organizational Citizenship Behavior (OCB) had generated findings that OCB is considered one of the main ways to increase organizations’ effectiveness. This study examines factors that have a relationship with OCB, namely, organizational climate and personality. This study was conducted among Primary School teachers at Cileungsi District, Bogor, Indonesia. The sample for the study consisted of 152 permanent teachers derived randomly from its population which is 245 Primary School teachers. The study mainly utilized quantitative data (from questionnaires). Regression and correlational analysis were applied, with that the relationship among variables found. The findings revealed that the school organizational climate had a positive and significant relationship with OCB. Similarly, teachers’ personalities had a positive and significant relationship with OCB. Both school organizational climate and teachers’ personalities simultaneously had a strong positive and significant relationship with OCB. Further analysis was conducted to find out which indicators of those variables that had a dominant influence on OCB. Based on the indicator analysis results, this study proposed some recommendations toward Primary School Principals at Cileungsi District, Bogor to strengthen indicators of Organizational Climate and Personality that have a high coefficient of correlation with OCB. By strengthening those indicators it can be predicted will improve teachers’ OCB.

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Ambarwaty yusuf, Shinta dewi. "PENGARUH BIG FIVE PERSONALITY TERHADAP KINERJA PEGAWAI MELALUI BUDAYA ORGANISASI." Jurnal Khazanah Intelektual 5, no. 1 (July 6, 2021): 1066–85. http://dx.doi.org/10.37250/newkiki.v5i1.106.

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So far, the culture of civil servants is still at issue especially supported by personalities that are in the public spotlight in providing services to the community. The purpose of this study was to determine the description of a person's personality through Big Culture, Organizational Culture Overview and Balitbangda Employee Performance in Jambi Province and determine the relationship of influence between big five personality and organizational culture on employee performance both simultaneously and partially and to test organizational culture as a moderating variable on the influence Big five personality on performance. This study uses survey research techniques, census sampling techniques that are all Balitbangda employees as samples and data analysis is done descriptively and perivikatip. Descriptively describe the variables studied from the variables without testing. Perivikatip examine the relationship of influence between the independent variable and the dependent variable. The results of data processing indicate that descriptively Big Five Personality, organizational culture and performance are in the quite good category. The perivikatip test shows that there is a significant significant influence on the Big Five Personality of organizational culture and has a positive relationship. Organizational culture has a positive and significant influence on organizational performance, Big Five Personality has a positive and significant influence on performance. There is a significant mediating effect of the interaction of the Big Five Personality and Organizational Culture on the influence of the Big Five Personality on the Performance of Balitbangda Jambi Province Employees

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Sutan Ardani, Dedi. "INFLUENCE OF ORGANIZATIONAL CULTURE, TEAM CONDUCTIVITY, PERSONALITY, AND TRUST TO THE OUTLET LEADING ORGANIZATION COMMITMENT." IJHCM (International Journal of Human Capital Management) 1, no. 02 (December 1, 2017): 10–18. http://dx.doi.org/10.21009/ijhcm.01.02.02.

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The purpose of this study was to Determine the effect of organizational culture, cohevision team, persoanlity, and trust of organizational commitment outlet leader in Bank Negara Indonesia, Regional offices, Senayan Jakarta. This research tried to answer problems about the organizational comitment with increasing evidence of service employee. The research was conducted on organizational commitment involving of 98 outlet leader had been selected from a target Populations of 130 outlet leader by using the quantitative approach with path analysis methods. The research of hypothesis testing show: (1) organizational culture had a direct positive effect on organizational commitment; (2) personality had a direct positive effect on organizational commitment; (3) trust had a direct positive effect on organizational commitment; (4) organizational culture had a direct positive effect on trust: (5) cohevision team had a direct positive effect on trust: (6) personality had a direct positive effect on trust: (7) organizational culture had a direct positive effect on cohevision team (8) personality had a direct positive effect on cohevision team: Therefore to improve the organizational commitment of outlet leader in Bank Negara Indonesia, Regional Offices Senayan Jakarta. Need to increase is organizational culture, cohevision team, personality and trust. Keywords:Organzational Culture, Cohevision Team, Personality, Trust, OrganizationalCommitment.

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Sutan Ardani, Dedi. "INFLUENCE OF ORGANIZATIONAL CULTURE, TEAM CONDUCTIVITY, PERSONALITY, AND TRUST TO THE OUTLET LEADING ORGANIZATION COMMITMENT." IJHCM (International Journal of Human Capital Management) 1, no. 02 (December 1, 2017): 10–18. http://dx.doi.org/10.21009/ijhcm.012.02.

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The purpose of this study was to Determine the effect of organizational culture, cohevision team, persoanlity, and trust of organizational commitment outlet leader in Bank Negara Indonesia, Regional offices, Senayan Jakarta. This research tried to answer problems about the organizational comitment with increasing evidence of service employee. The research was conducted on organizational commitment involving of 98 outlet leader had been selected from a target Populations of 130 outlet leader by using the quantitative approach with path analysis methods. The research of hypothesis testing show: (1) organizational culture had a direct positive effect on organizational commitment; (2) personality had a direct positive effect on organizational commitment; (3) trust had a direct positive effect on organizational commitment; (4) organizational culture had a direct positive effect on trust: (5) cohevision team had a direct positive effect on trust: (6) personality had a direct positive effect on trust: (7) organizational culture had a direct positive effect on cohevision team (8) personality had a direct positive effect on cohevision team: Therefore to improve the organizational commitment of outlet leader in Bank Negara Indonesia, Regional Offices Senayan Jakarta. Need to increase is organizational culture, cohevision team, personality and trust. Keywords:Organzational Culture, Cohevision Team, Personality, Trust, OrganizationalCommitment.

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Hough, Leaetta M., and Frederick L. Oswald. "Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects." Industrial and Organizational Psychology 1, no. 3 (September 2008): 272–90. http://dx.doi.org/10.1111/j.1754-9434.2008.00048.x.

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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five-factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

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Schaufeli, Wilmar B. "Heavy work investment, personality and organizational climate." Journal of Managerial Psychology 31, no. 6 (August 8, 2016): 1057–73. http://dx.doi.org/10.1108/jmp-07-2015-0259.

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Purpose – The purpose of this paper is to assess the relative importance of personality and organizational climate for two forms of heavy work investment; workaholism, a “bad” and work engagement, which represents a “good” kind of heavy work investment. More specifically, it is hypothesized that workaholism is positively related to neuroticism (H1) and that work engagement is negatively related to neuroticism and positively to the remaining Big Five personality traits (H2). In addition it is hypothesized that workaholism is positively related to an overwork climate (H3), whereas work engagement is positively related to an employee growth climate (H4). Design/methodology/approach – An online survey was conducted among a sample of the Dutch workforce (n=1,973) and the research model was tested using structural equation modeling. Findings – It appeared that, in accordance to H1 and H2, particularly neuroticism is related to workaholism, while all personality traits are related to work engagement (predominantly openness to experience and neuroticism). Moreover, and also in accordance with the hypotheses, workaholism is exclusively related to an overwork climate (and not to a growth climate), whereas work engagement is exclusively related to an employee growth climate (and not to an overwork climate). Originality/value – For the first time the simultaneous impact of personality and organizational climate on two different forms of heavy work investment is investigated. Since no interaction effects have been observed it means that of personality and organizational climate have an independent but also specific impact on both forms of heavy work investment.

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Mahdiuon, Rouholla, Mohammad Ghahramani, and Ali Rezaii Sharif. "Explanation of organizational citizenship behavior with personality." Procedia - Social and Behavioral Sciences 5 (2010): 178–84. http://dx.doi.org/10.1016/j.sbspro.2010.07.069.

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ÅMO, BJØRN WILLY, and LARS KOLVEREID. "ORGANIZATIONAL STRATEGY, INDIVIDUAL PERSONALITY AND INNOVATION BEHAVIOR." Journal of Enterprising Culture 13, no. 01 (March 2005): 7–19. http://dx.doi.org/10.1142/s0218495805000033.

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Two competing models of innovation behavior in organizations are tested. The first model is derived from the corporate entrepreneurship literature, suggesting that the extent to which the organization has a deliberate entrepreneurship strategy determine employees' involvement in innovation and change (Kanter, 1984). The competing model is derived from the intrapreneurship literature, primarily Pinchot (1985) and Pinchot and Pellman (1999), where the emphasis is on the employee's individual personality measured by items derived from Pinchot's (1985) test: "Are you an intrapreneur?" Both models are compared to a base model that contains relevant control variables. Finally, a fourth model, which combines all variables are compared to the other three. The models are tested using a sample of 634 business graduates employed in a diverse set of occupations and organizations. The results indicate that both the strategy and personality models outperform the base model. Moreover, the model that combines the personality of the individual and the strategy of the organization performs even better than the each of the two models separately.

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JUDGE, TIMOTHY A., and DANIEL M. CABLE. "APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION." Personnel Psychology 50, no. 2 (June 1997): 359–94. http://dx.doi.org/10.1111/j.1744-6570.1997.tb00912.x.

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Oreg, Shaul. "Personality, context, and resistance to organizational change." European Journal of Work and Organizational Psychology 15, no. 1 (March 2006): 73–101. http://dx.doi.org/10.1080/13594320500451247.

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Comeau, Daniel J., and Richard L. Griffith. "Structural interdependence, personality, and organizational citizenship behavior." Personnel Review 34, no. 3 (June 2005): 310–30. http://dx.doi.org/10.1108/00483480510591453.

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Chalistya, Yuka Agustin, I Made Putrawan, and Supadi. "THE EFFECT OF PERSONALITY AND INTEGRITY TO AFFECTIVE ORGANIZATIONAL COMMITMENT." International Journal of Engineering Technologies and Management Research 6, no. 1 (March 24, 2020): 84–93. http://dx.doi.org/10.29121/ijetmr.v6.i1.2019.348.

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Affective organizational commitment felt by employees in institutions provides benefits to the institution because of the emotional attachment of the individual to the institution influenced by personality and integrity factors. That is why the objective of this research is to find out whether there is a direct effect of personality and integrity on employees affective organizational commitment. A causal survey used by selecting 116 employees at Universitas Negeri Jakarta by using Simple Random Sampling (SRS). There were three instruments developed to measure affective organizational commitment (37 items) with a reliability of 0.961, personality (44 items) with reliability 0.967, and integrity (29 items) with a reliability of 0.94. Data were analyzed using regression, correlation, and path analysis. The results showed that personalityand integrity directly and significantly affect employees affective organizational commitment, however integrity was not a good mediated variable between personality and affective organizational commitment. These findings mean that when employees organizational commitment would be improved, factors such as personality, especially big-five personality and integrity could be taken into account.

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Asri, Asri. "EFFECT OF PERSONALITY, ORGANIZATIONAL CLIMATE, AND WORK SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHER IN SECONDARY HIGH SCHOOL IN THE CITY OF ADMINISTRATION JAKARTA CENTER PROVINCE DKI JAKARTA." IJHCM (International Journal of Human Capital Management) 2, no. 1 (July 13, 2018): 10–16. http://dx.doi.org/10.21009/ijhcm.02.01.02.

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The purpose of this research is to study the influence of personality, organizational climate, and job satisfaction toward the Organizational Citizenship Behavior of teachers at public vocational high school in Central Jakarta Administration city of DKI Jakarta province. This research uses quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. Data collection of research with questionnaires then analyzed descriptive statistics and inferential statistical path analysis. Based on hypothesis testing, 1) there is positive direct effect of personality toward Organizational Citizenship Behavior, 2) there is positive direct effect of organizational culture toward Organizational Citizenship Behavior; 3) there is positive direct effect of job satisfaction toward Organizational Citizenship Behavior; 4) there is positive direct influence Personality to Job Satisfaction, and 5) there is a direct positive influence of organizational climate on Job Satisfaction. Thus to improve OCB teachers in vocational high schools by improving teacher personality, quality organizational climate, increasing teacher job satisfaction. Keywords: Organizational Citizenship Behavior, Personality, Organizational Climate and job saticfication

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Asri, Asri. "EFFECT OF PERSONALITY, ORGANIZATIONAL CLIMATE, AND WORK SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHER IN SECONDARY HIGH SCHOOL IN THE CITY OF ADMINISTRATION JAKARTA CENTER PROVINCE DKI JAKARTA." IJHCM (International Journal of Human Capital Management) 2, no. 1 (July 13, 2018): 10–16. http://dx.doi.org/10.21009/ijhcm.021.02.

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The purpose of this research is to study the influence of personality, organizational climate, and job satisfaction toward the Organizational Citizenship Behavior of teachers at public vocational high school in Central Jakarta Administration city of DKI Jakarta province. This research uses quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. Data collection of research with questionnaires then analyzed descriptive statistics and inferential statistical path analysis. Based on hypothesis testing, 1) there is positive direct effect of personality toward Organizational Citizenship Behavior, 2) there is positive direct effect of organizational culture toward Organizational Citizenship Behavior; 3) there is positive direct effect of job satisfaction toward Organizational Citizenship Behavior; 4) there is positive direct influence Personality to Job Satisfaction, and 5) there is a direct positive influence of organizational climate on Job Satisfaction. Thus to improve OCB teachers in vocational high schools by improving teacher personality, quality organizational climate, increasing teacher job satisfaction. Keywords: Organizational Citizenship Behavior, Personality, Organizational Climate and job saticfication

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Khoeini, Fatemeh, and Bahare Nazarizade Attar. "Personality characteristics and organizational commitment in Iranian employees." International Journal of Scientific Reports 1, no. 1 (April 5, 2015): 61. http://dx.doi.org/10.18203/issn.2454-2156.intjscirep20150203.

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Background: Individual differences in personality can be a source of creativity and the root of many problems in organization. This study aimed to determine the relationship between organizational commitment and personality among staff in South Naft Company.Methods: This research is descriptive and analytical study. The population study selected from nurses’ of Labbafi hospital according to the Morgan table. Finally 103 persons selected. In the present study data was collected by questionnaires. According the two variables used two standard questionnaires in this study. Questionnaire to measure personality traits “neo” which measures features of the character including mental ill, outward orientation, openness, consensus and commitment to taking knows. Organizational commitment questionnaire “Alain and Pierre” measure the three dimensions of emotional, rational and normative for analyzed using the software-SPSS version 19 software.Results: There was a relationship between agreement personality and commitment to rational. Also, between externally personality with affective and normative commitment are positively related. Relationship does not exist between openness and commitment to the rational, emotional and normative. There is not relationship between neuroticism personality and affective normative and rational commitment.Conclusion: There was a relationship between personality characteristics with the three dimensions of organizational commitment. Keywords: Organizational commitment, Personality characteristics, Staffs

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Anderson, Marc H., Jarrod Haar, and Jenny Gibb. "Personality trait inferences about organizations and organizational attraction: An organizational-level analysis based on a multi-cultural sample." Journal of Management & Organization 16, no. 1 (March 2010): 140–50. http://dx.doi.org/10.1017/s1833367200002327.

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AbstractResearch has shown that people make inferences about the personality traits organizations possess, and that these inferences affect their perceptions of organizational attraction. The nature of the relationship between personality trait inferences and organizational attraction is unclear, however, as the results of prior studies have been somewhat inconsistent, have had several distinct limitations, and have only been conducted using US samples. We present new evidence regarding the nature of this relationship, with data on a much larger number of firms, using a multi-cultural sample. Our exploratory and confirmatory factor analyses find a seven-factor structure of personality trait inferences that includes the five factors identified by previous researchers, suggesting that while the five factors have some generalizability outside the US, there may also be important differences. Our results also provide additional support that personality trait inferences are related to perceptions of organizational attraction.

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Anderson, Marc H., Jarrod Haar, and Jenny Gibb. "Personality trait inferences about organizations and organizational attraction: An organizational-level analysis based on a multi-cultural sample." Journal of Management & Organization 16, no. 1 (March 2010): 140–50. http://dx.doi.org/10.5172/jmo.16.1.140.

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AbstractResearch has shown that people make inferences about the personality traits organizations possess, and that these inferences affect their perceptions of organizational attraction. The nature of the relationship between personality trait inferences and organizational attraction is unclear, however, as the results of prior studies have been somewhat inconsistent, have had several distinct limitations, and have only been conducted using US samples. We present new evidence regarding the nature of this relationship, with data on a much larger number of firms, using a multi-cultural sample. Our exploratory and confirmatory factor analyses find a seven-factor structure of personality trait inferences that includes the five factors identified by previous researchers, suggesting that while the five factors have some generalizability outside the US, there may also be important differences. Our results also provide additional support that personality trait inferences are related to perceptions of organizational attraction.

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ANA-MARIA, TRANDAFIRESCU, TUDOSE CORNELIA ELENA, and MIHĂILĂ TEODORA. "PERSONALITY TRAITS IN ORGANIZATIONAL CONTEXT: OCCUPATIONAL PERSONALITY PROFILE OF THE GAME- TESTER." Romanian Journal of Experimental Applied Psychology 7, no. 1 (February 15, 2016): 17–25. http://dx.doi.org/10.15303/rjeap.2016.v7i1.a3.

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Aliyu, Ibrahim, and O. D. Y. Malacky. "Organizational Culture and Personality Trait Inferences about Organizations." Asian Finance & Banking Review 1, no. 1 (October 26, 2017): 48–54. http://dx.doi.org/10.46281/asfbr.v1i1.4.

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The use of personality traits to describe organization left managers and researchers with the problem of identifying its source in order to take advantages of positive ones and avoid the disadvantages of negative ones. One of the possible sources of personality inference about an organization is organizational culture. Thus, the study identifies the influence of organizational culture on personality trait inference about organizations. Data were collected from 210 staff members of SAJ Food Limited Zaria and analyzed using Multiple Regression on SPSS version 18. The result revealed that organizational culture leads to personality trait inference about an organization. It was also recommended that managers should mind the way policies are design and decision are made in their organizations because it decides the image of the organization in the eyes of the members of the public.

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Utami, Purwani Puji, Alexius Dwi Widiatna, Syamzah Ayuningrum, Arbiana Putri, Herlyna Herlyna, and Adisel Adisel. "PERSONALITY: HOW DOES IT IMPACT TEACHERS’ ORGANIZATIONAL COMMITMENT?" Jurnal Cakrawala Pendidikan 40, no. 1 (February 17, 2021): 120–32. http://dx.doi.org/10.21831/cp.v40i1.33766.

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Teacher organizational commitment is a determining factor for achieving quality education. It is believed that teacher personality is one of the main factors which either increase or decrease organizational commitment. This research aims to examine the effects of teacher personality on their organizational commitment. The quantitative approach was employed with the survey method. The samples were selected using the simple random technique by applying the Slovin formula. The participants of this study were 83 civil servant teachers at public senior high schools located in East Jakarta. The data of this study were collected through a survey and then analyzed using Path analysis. The results of the analysis show that tcount is higher than ttable (4.329 > 2.64). This result means that H0 is rejected while H1 is accepted. The hypothesis testing shows that personality has a positive direct effect on teacher organizational commitment. Furthermore, it is proven that there are three traits influencing teacher personality, namely emotional stability (33.98%), extroversion (33.56%), and openness to experience (32.46%). Meanwhile, the main factors influencing organizational commitment are employee engagement (33.74%), moral responsibility (33.55%), and loyalty (32.71%). Based on the result of this study, it is suggested that school principals take teacher personality into account in order to improve teacher organizational commitment at schools.

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Farida, Ida, Syarifudin Tippe, and Billy Tunas. "The Effect of Organizational Culture, Personality, Teamwork, Procedural Justice, and Organizational Citizenship Behavior on Job Tomori Pertamina North Sulawesi." Journal of Business and Behavioural Entrepreneurship 3, no. 1 (October 21, 2019): 46–54. http://dx.doi.org/10.21009/jobbe.003.1.05.

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Organizational Citizenship Behavior was a part of the development concept in human resources management. This concept can support an organization’s progress in a positive direction. So the role of OCB becomes very important for the development of the organization. The research was aimed at finding out the information about the effect of organizational culture, personality, teamwork, procedural justice, and organizational citizenship behavior on Job Tomori Pertamina North Sulawesi. A survey was used by involving 250 employees as a sample. There were five instruments for measuring, organizational culture (31 items, rel .705, personality (25 items rel .969), teamwork (36 items rel .635), procedural justice (20 items rel .660), and organizational citizenship behavior (27 items rel .959). Data were analyzed by descriptive statistical analysis, inferential statistics for linearity test and path analysis. Organizational citizenship behavior significantly affected directly by organizational culture. Moreover, procedural justice directly significantly affected organizational citizenship behavior. Based on those findings, it can be concluded that it was personality and teamwork only which should be considered if organizational citizenship behavior would be improved. It can be stated that considering those findings, personality and teamwork could not be neglected in enhancing organizational citizenship behavior.

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Darr, Wendy, and E. Kevin Kelloway. "Sifting the Big Five: examining the criterion-related validity of facets." Journal of Organizational Effectiveness: People and Performance 3, no. 1 (March 14, 2016): 2–22. http://dx.doi.org/10.1108/joepp-11-2015-0038.

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Purpose – The purpose of this paper is to review organizational research on the criterion-related validity of the Big Five model of personality with a view to examine the organizational utility of facet measures of personality. Design/methodology/approach – A literature review of studies that use personality traits to predict organizational outcomes in three domains: performance (task and contextual), deviance, and interpersonal dynamics (leadership, team cohesion). Findings – The authors identify 15 specific facets drawn from the Big Five model that appear to have demonstrated criterion-related validity in the prediction of organizational outcomes. Practical implications – Results of the analysis suggest the utility of using facet-specific measures in organizational applications such as personnel selection. Originality/value – Although there is a substantial literature speaking to the validity of the Big Five traits, the study identifies specific facets that may provide a basis for more focused use of personality variables in organizations. The work also provides the basis for further measurement development of occupationally relevant personality measures.

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Gunawan, Annetta, and Natalia Natalia. "Antecedents of Organizational Citizenship Behavior Analysis and its Impact Toward Organizational Effectiveness on A Fruit Ice Cream Manufacture." Winners 13, no. 1 (March 30, 2012): 66. http://dx.doi.org/10.21512/tw.v13i1.669.

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To achieve organizational effectiveness, every company needs not only qualified human resources, but also employees who perform organizational citizenship behavior (OCB), which is influenced by individual internal factor i.e. big five personality and its external factor i.e. job satisfaction and organizational commitment. PT Harapan Surya Lestari also needs employees with high OCB level to maintain the sustainability of the company. The purpose of this research is to analyse the effects of big five personality, job satisfaction, and organizational commitment of the employees to organizational citizenship behavior and its impact toward organizational effectiveness on PT Harapan Surya Lestari (HSL). The method used in the research is Path Analysis. The data is obtained from questionnaire disseminated to all the employees of PT HSL in order to measure the level of big five personality, job satisfaction, and organizational commitment of the employees and organizational effectiveness from the perception of each employee, using likert scale. Results from the data analysis obtained structural equations Y = 0,240 X1 + 0,166 X2 + 0,502 X3 + 0,6671 ε1 where simultaneously big five personality, job satisfaction, and organizational commitment contribute significantly to organizational citizenship behavior of 55,5% and Z = 0,461 X2 + 0,374 Y + 0,6921 ε2 where simultaneously job satisfaction and organizational commitment contribute significantly to organizational effectiveness of 52,1%.

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Jelavić, Sanda Rašić, Ana Aleksić, and Ivana Načinović Braje. "Behind the Curtain: Workplace Incivility—Individual Actors in Cultural Settings." Sustainability 13, no. 3 (January 25, 2021): 1249. http://dx.doi.org/10.3390/su13031249.

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Uncivil behavior at work can have numerous consequences for individuals and the organization. This paper examines the interplay of personality traits and organizational culture as antecedents of workplace incivility. Empirical research on a sample of 251 employees has shown that the perceptions and occurrence of workplace incivility can be significantly related to personality traits and features of organizational culture. When looking at the combined effect of personality and organizational culture, culture determines one’s perception and experience of incivility stronger than personality traits alone. The research showed that personality trait agreeableness and emphasizing values related to clan, market or adhocracy culture could reduce the odds of workplace incivility.

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Fahrenbach, Florian, and Florian Kragulj. "The ever-changing personality: revisiting the concept of triple-loop learning." Learning Organization 27, no. 6 (June 15, 2019): 499–512. http://dx.doi.org/10.1108/tlo-01-2019-0016.

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PurposeConsidering personality as changeable through a bottom-up process of altering states, habits and traits, constitutes a shift in the predominant paradigm within personality psychology. The purpose of this paper is to reconsider Bateson’s theory of learning and organizational triple-loop learning in light of this recent empirical evidence.Design/methodology/approachThis paper uses a multi-disciplinary conceptual approach. Based on an integrative analysis of literature from recent work in personality psychology, four dimensions (process, content, time and context) are identified that allow linking personality change and triple-loop learning.FindingsIdentifying a bottom-up process of changing states, habits and traits as being central to change personality, allows for reconsidering Bateson’s theory of learning as a theory of personality development (Learning II) and personality change (Learning III). Functionally equivalent, organizational triple-loop learning is conceptualized as a change in an organization’s identity over time that may be facilitated through a change in responding to events and a change in the organization’s routines.Practical implicationsInterventions that change how organizations respond to events and that change the routines within an organization may be suitable to facilitate triple-loop learning in terms of changing organizational identity over time.Originality/valueThis paper contributes to the discussion on Bateson’s theory of learning and organizational triple-loop learning. As interest in personality change grows in organization studies, this paper aims to transfer these findings to organizational learning.

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Sripongpun, Kullanun, and Nattanan Saksamrit. "Developing the Organizational Strategy: A study of University Personality." 11th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 11, no. 1 (December 9, 2020): 16. http://dx.doi.org/10.35609/gcbssproceeding.2020.11(16).

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Nowadays, the competition can occur in various fields even in the educational institution (Judson et al., 2009). Many universities have adjusted and prepared their organizational image to encounter the radical change. (Lee et al, 2008). In order to differentiate themselves from the competitors, they decided to spend a budget to improve and develop their organizational image (Palacio, Meneses and Perez, 2002). Brand personality concept, one of the important dimension of brand image (Plummer, 1985), is an useful element which universities can apply it to make their brand distinctive (Watkins and Gonzenbach, 2013). Although brand personality concept has received increasing attention among researchers (SHYLE and HYSI, 2013), the research that examine how the brand personality concept can be applicable when the organization is used as a brand is insufficient. To fill this gap, Kasetsart University Chalermphrakiat Sakonnakhon Province Campus, Thailand (the fourth campus of Kasetsart University, Thailand and it was established to response government's policy in distribute education opportunities into the Northeast of Thailand) was selected to uncover how Aaker (1997)'s five dimensions of brand personality are applicable for an organization as a brand. Keywords: University Personality; Organizational Strategy; Personality

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Ohshima, Remi, Keiko Hirokawa, and Takashi Oguchi. "Self-Monitoring to Reduces the Impact of Neuroticism on Job Satisfaction and Organizational Citizenship Behavior." Japanese Journal of Personality 22, no. 3 (2014): 262–72. http://dx.doi.org/10.2132/personality.22.262.

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Journal articles on the topic 'Organizational Personality'

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