Effect of Personality on Organizational Commitment
Transcription
Effect of Personality on Organizational Commitment
Applied mathematics in Engineering, Management and Technology 2 (2) 2014:363-369 www.amiemt-journal.com Effect of Personality on Organizational Commitment Reza Sepahvand , Ali Pirzad, Seyed Ramezan Mosavi Department of management, Lorestan University, lorestan, iran Department of Accounting, Dehdasht Branch, Islamic Azad University, Dehdasht, Iran Department of Accounting, College of Graduate Studies, Science and Research Branch of Kohgiluyeh and Boyer-ahmad, Islamic Azad University, Yasouj, Iran Abstract The purpose of this study was to determine relation personality types according to three types such as aggressive, unassertive and healthy to organizational commitment. Statistical society included 750 people in this study and wad determined about 125 people as sample. 19 questionnaires were gathered and analyzed. Results showed that there is positive relation between personality and organizational commitment. Healthy organization has commitment in the range of middle to high. Aggressive personality has organizational commitment in range of middle and low. According to results, unassertive personality doesn’t have significant organizational commitment at certainty level of 95%. KEYWORDS: Organizational Commitment, Kind of Personality, Aggressive, Unassertive and Healthy Personality 1. Introduction Human resource is one of most assets of organizations and whatever this asset is desirable; success is increased at organizations (Pour Soltani et al, 2010, Page 138). So efforts should be increased in order to improve human resource. This action will benefit both the organization and individuals. Loyal human resource and consistency to organizational purpose and values could be an important factor at organizational efficiency. Such forces at organization cause to improve performance level and decreasing rate of absence, delay and leaving work and provide individual and organizational purpose development (shahamat, 2007, p 25) Researches shows that organizational commitment lead to desirable results such as better performance, less job leaving and absence (Amirkabiri et al, 2006, p.128). Depending on the nature of an organization's, level of commitment affects the fate and survival of that organization. If the organization due to the nature is facing to critical, extended and important duties, so importance of organizational commitment will be doubled (Moghadami Pour, Morteza, 2003, 17). Therefore, organization could realize purposes by recognizing organizational commitment of employees as well as changing at effective factors (Madani et al, 2005, page 33). Organizational commitment is a psychology relation which is formed among employee and organization and enables them to continue activities (Altoz, 2012, page 324) Oberholster and Taylor showed that employee with high organizational commitment try more than others to achieve organizational purpose (Attak, 2010, page 3473). Research shows that commitment cause to more knowledge about organization purpose and values and increasing tendency to stay at organization and high effort (Bahrololomi, 1999, page 34) “Personality” term has been defined at different ways and Allport (1949) has explained 50 definitions. These differences are not related to origin of personality and are conceptual definition and reflect Non-convergent ideas of Authors. Personality in simple word is real human-being with same situation at street, work or leisure time. So personality is a comprehensive psychology that is determined a specific human-being. As a result, this is not an abstract concept but show a live creature that observes from outside and feel internally. Approach and feeling is different at people. (R. Mailee, P. Roberto, 2011, page 17) 363 Applied mathematics in Engineering, Management and Technology 2 (2) 2014 R. Sepahvand et al 2. Background Kelman has distinguished among “Compliance” means commitment which employees determine behavioral pattern and specific ideas versus award, “identification” means valuable behavior and ideas due to dependency with third party and “Internalized” means following to specific behavior and ideas due to valuable system (Gholi Pour et al, 2009, page 110) In the early 1980s, organizational commitment is one of the most important issues that researchers long have attracted the extensive research on this subject, so that in 1985, Walton published his famous essay entitled "Management-Based Commitment". In this study, movement from "control-based management" to the "commitment-based management" is mentioned (Gholipour et al, 2009, p.110). O'Reilly and Chatman according to kelman idea have recognized mental dependency “mental dependency of individual with organization” as main issues at employee’s commitment. They determined mental dependency as degree reflection of individual approaches. O’reilly and chatman have determined following issues as basis of employees mental dependency: 1- Presence of employees at organization due to determined external awards 2- Recognize or presence of employees at organization according to tendency to correlation Internalized or active participation at organization based on organizational and individual values (Gholipour et al, 2009, p. 110) Jaros et al (1993) confirmed multifactor approach using factor analysis and is resulted that single model is not acceptable in term of conceptual or empirical. Each of mentioned dimension “internalized, identification and Compliance” are related to organizational process. In fact, employee’s commitment plays key role at managing changing process. In other hand, high commitment of employees causes to support changing and guaranty changing programs. (Gholipour et al, 2009, page 110) One of most important studies about multifactor commitment was done by Meyer and Allen(1997). Meyer and allen has divided organization commitment to Affective commitment Continuance commitment and normality commitment (Gholipor et al, 2009,page 110). Meyer and Allen (1991) believed that employees could experience all three form of commitment. (Nordin, 2011, page 131). Affective commitment includes emotional dependency of employees to organization and engagement at organizational activities. Continuance commitment includes commitment based on organization value and employee is participated at this commitment. Someone who has good continence commitment stays at organization because they need it. Normality commitment includes individual feeling based on necessity to stay at organization. Someone who has strong normality commitment stay at organization because they feel about moral ideas (linkvin, 1991, page 24) Psychologists have studied personality from different aspects. Some of them have studied in term of characters (Gordon Allport, Rimon Kattle, Goldberg), some on in term of Psychoanalysis approach (Feroid) and finally someone in term of biological (Kerchmer, William Sheldon), humanity (Abraham Mozlo, Karl Rajerx) and social (Eric Ericson). (Moghadami Pour Morteza, 2003, page 18), (Karimi et al, 2005, page 284) Background shows that there have not been studied about relation among personality and organizational commitment. So in this study relation of items is analyzed. 3. Organizational commitment definition Organizational commitment is a construct which has different meaning. Marrow at 1983 has determined more than 25 meaning related to organizational commitment (amir kabir et al, 2006, page 128). Porter et al at 1974 defined meaning of commitment “rate of individual dependency to an organization. They used motivation, organizational value identification and tendency of employees to membership at organization (norouzi seyed hossini, 2011, page 89) Buchanan defined commitment at 1974 “Affective dependency of partial to value and purpose of organization rather to their role at relation to these purposes and to benefits (amirkabiri el al, 2006, page 128). It should be noted that dependency in this definition is because of external awards and moral dependency. Makal (1995) defined organizational commitment to different forms as Affective dependency to organization, compliance and identification to organization. So organization commitment among employees cause to improve organization and positive approach amplifier (linkevin, 1991, page 24) 364 Applied mathematics in Engineering, Management and Technology 2 (2) 2014 R. Sepahvand et al Organizational commitment causes to different variables and factor. Figure 1 show effective factor on organizational and result of organizational commitment. This model have established by Richard M. Steers (moghimi, 2010, page 289) Personality Need to success, age, education Job characters Identification job identity, opportunity to interaction, feedback Organizational commitment Results Tendency to survival Stay Presence Employee maintaining Job performance Team experiences Group approach, organizational trust Fig. 1: effective factor on organizational commitment 4. Personality Personality is a term that people use of it routine. Salvatore defines personality as “a set of characters and tendencies that determine difference and common point at mental behavior “thought, feeling and actions, maybe at same time is not understood as social pressure income (R. maee lee, P.roberto, 2011, page 12) Personality plays important role on individual behavior. Allport determine personality as a dynamic organization of mental-physiological system of individual. Hilgar determine personality as a curtained pattern of way of thinking which identify individual consistency with environment (R. maee lee, P.roberto, 2011, page 12) Nature is created by innate basis which formed mental SKELETON of an individual. All Acquisitive factors during life is added to this skeleton to inform personality. Personality of an individual is meant private strain. (R. maee lee, P.roberto, 2011, page 13) 5. Kind of personality 5.1. Compliant personality: Unassertive personality Needing to others amour and being loved by others and being supported are compliant personality. These people tend to operate as other demand, so supposed to be Self-giving, thoughtful and generous people. Compliant personality is friend. These people deserve to be blamed and they easily never criticize others Always try to have no expectations of others; ultimately do anything to gain the love and approval while others do not. Additionally, these people have a permanent attitude towards their own helplessness and weakness of the core of this approach is that it is easily the most attractive admit they love. For this reason, even in the absence of more efficient and more capable than others act, think it’s still better than others. The figures give a sense of security -oriented approach and attitude to totally depend on them. It is therefore strongly dependent on others and always has a need for love and approval. These figures suggest that any evidence is being excluded from others - whether real or imagined - are desperately afraid of loving all costs and try to attract them ( Karimifar , et al , 2005 , p. 181-180 ) . It should be noted that the basis for this behavior is self- repressed feelings of hostility. The flexibility of dominance and subservience in others and others do whatever they want, try to control their impulses repressed (Karimi et al, 2005, pp. 181-180). 365 Applied mathematics in Engineering, Management and Technology 2 (2) 2014 R. Sepahvand et al 5.2. Aggressive personality: moves against others Aggressive character as the name implies, is oriented opposite kind of surrender. In their world only the most qualified and cunning enemy are living. The world is like a jungle where superior strength and ferocity are dominant virtues. The main motivation for the aggressive, like the surrender is to decrease anxiety. Aggressive personalities are afraid of rejection by others and are very violent and aggressive behavior. Have power to overcome than others so it is important that they should always act in a very high level. They are satisfied by outshine others and being recognized by others, especially by the power and majesty that has been confirmed (Karimi et al, 2005, pp. 182-181). They should take precedence over others and, therefore they are judged on every one of the benefits upon them (karimi et al, 2005, pp. 182-181). Although they are not satisfied by their job, by they try to be qualified and maybe they can achieve goals. (karimi et al, 2005 , pp. 182-181 ). 5.3. Healthy personality There are many effective factors on healthy personality and it is extended due to different ideas. This difference is due to different definition and knowledge about needs and characters of a healthy human. At most of approach, attending to human personality is focused and if healthy of thought and mental balance doesn’t improve, human relation is not promoted. (karimi et al, 2005, page 251) Allport quoted by experts of personality science: people who are mental health try to achieve their purpose and commitment. Following purpose never finishes. If a purpose should be leaved, so a new motivation should be created. Allport believed that main aspect of human personality is suitable purpose. These purposes are motivation of healthy personality. Frankel believed that healthy people try to achieve purposes which make their life meaningful. Eric frum knows healthy personality as a directed purpose and know direction as a total purpose to cover all aspect of life. Rogers believed that all people have reaction and complete performance. Allport believed that healthy people operate at wise and knowledge level. We could not find a healthy people that not focused their skill on work. Responsibilities make life strong. Mental health is not accessed without important and valuable work. Frankel said that healthy personality is in curtained level of tension, this level is among working and something should be done. Allport know growing conscience as a loyalty feeling to others and their selves. He believed that healthy personality think about others and don’t focus just in its self (kosari, 2006, page 123) Effective factors on personality There are two effective on forming and improving personality. These two factors include Heredity factor and environmental factors. Effectiveness of each factor should be measured. Some behavioral science experts believe that personality characters are due to heredity factors and suitable environment provide way to accruing them. Others believe that environment effects are stronger than heredity factors. One hypothesis believes that heredity and environmental factors are equal. Figure 2 show heredity and environmental factors on personality: Factors Culture Factors Family Personality Society Factors Fig. 2: effective factors on forming personality 366 Applied mathematics in Engineering, Management and Technology 2 (2) 2014 R. Sepahvand et al 6.Study method Statistical society in this study includes all managers, assistant and employees at different department of Lorestan University. All samples have been tried to reply questionnaire, so 125 questionnaires is distributed and 199 samples were gathered and analyzed. SPSS21 software is used to analysis of this study. So dubrin questionnaire for identification kind of personality and stizer and porter questionnaire for determine organizational commitment levels are used in this study. Pierson relation is used to analyse relation between dependent and independent variables. In this study, organizational commitment is independent and kind of personality is dependent variables. Ranking and kind of personality is presented according to domains at table no. 1 Table 1- ranking and determination kind of personality and organizational commitment organizational commitment kind of personality Low commitment Middle commitment High commitment 10 Unassertive 24≤incisive ≤11 25 ≥aggressive 15-45 46-75 76-105 Kind of personality Aggressive personality Organizational commitment Unassertive personality Healthy personality 7. Study model 7.1. Study hypothesis In this study, relation between organizational commitment and kind of personality is assessed. Hypothesis of this study include: 7.2. Main hypothesis There is significant meaning between organizational commitment and personality. Accessory hypothesis 1. Person with Unassertive personality have middle and less than middle organizational commitment. 2. Person with incisive personality have middle to high organizational commitment. 7.3. Data analysis 367 Applied mathematics in Engineering, Management and Technology 2 (2) 2014 R. Sepahvand et al Statistical results showed that there is positive correlation between people personality and their commitment. Table 2- statistical result for study hypothesis Result Confirmed hypothesis Refused hypothesis Confirmed hypothesis Confirmed hypothesis Correlation coefficient 0.153 Significant level 0.048 -0.269 0.113 0.190 0.045 0.479 0.030 Variable 2 Organizational commitment Organizational commitment Organizational commitment Organizational commitment Variable 1 Hypothesis Personality Main hypothesis Unassertive personality Incisive personality Aggressive personality Accessory hypothesis 1 Accessory hypothesis 2 Accessory hypothesis 3 So, it could resulted that main hypothesis is confirmed according to positive relation between personality and organizational commitment. Other results of study include: According to table no. 2 there is no significant level among Incisive personality and organizational commitment, so first hypothesis is refused. Second accessory hypothesis is confirmed with 0.190 relation coefficient at 95%, so that Decisive people have middle to high organizational commitment. Finally, according to third accessory hypothesis, there is positive meaning between aggressive personality and organizational commitment and person who are aggressive have middle and less organizational commitment 8. Conclusion According to current study, organizational commitment and kind of personality as well as attention to their importance in order to develop and promote organization and %95. So it can be resulted than there is significant meaning between people personality and organizational commitment. Other result includes directed relation between incisive personality and organizational commitment but this result is not confirmed for Unassertive personality. Finally, people with aggressive personality have less middle organizational commitment. Organizational commitment is more important issues which most of researchers are focused on it (zafer, 2012, page 217). In this study all scientist basis is regarded to achieve a valuable result. This study includes some limitation and shortage and we hope to compensate these shortages in next study. This study was done at a small society and probably all dimension was not covered. So this study can be done at bigger society and achieve more reliable results. In other hand organizational commitment and personality dimension can be considered from others prospective. It is recommended that managers determine kind of people personality and relate relation together. References 1. 2. 3. 4. Amir Kabir, Alireza. 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