scholarly journals Linking the Big Five personality domains to Organizational citizenship behavior

2009 ◽  
Vol 1 (2) ◽  
pp. 73 ◽  
Author(s):  
Kuldeep Kumar ◽  
Arti Bakhshi ◽  
Ekta Rani
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
North India ◽  
Citizenship Behavior ◽  
Hierarchical Regression ◽  
Big Five Personality ◽  
Medical College ◽  
Organization Citizenship Behavior ◽  
Five Factors

The aim of the present study is to explore the linkages between personality and organization citizenship behavior (OCB) using a field sample. Big-Five personality model was used to explore the relationship between personality and OCB. The participants in the study were 187 doctors working in medical college in north India.  Four of the big five factors except Neuroticism were positively correlated with OCB. Hierarchical regression analysis on data after controlling for demographic variables indicated that, Conscientiousness, Extraversion, Agreeableness and Neuroticism were valid predictors for OCB. However, Openness to experience showed no significant relationship with overall measure of OCB. Theoretical and practical implications of the study are discussed. Keywords: Personality, OCB, Conscientiousness, Extraversion, Agreeableness, Neuroticism, India

scholarly journals ANALISIS PENGARUH THE BIG FIVE PERSONALITY TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DAN KINERJA PERAWAT DI RS SANTA CLARA MADIUN

2017 ◽  
Vol 15 (1) ◽  
pp. 51
Author(s):  
Desi Natalia Soepono ◽  
Veronika Agustini Srimulyani
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Hierarchical Regression ◽  
Big Five Personality ◽  
Significant Positive Effect ◽  
Hospital Data ◽  
Positive Effect

Nurse performance shows the magnitude of the contribution made by nurses to hospital and reflects the performance of a hospital because patient will often relates and meets the nurse. One factor that affect the nurses performance is organizational citizenship behavior (OCB). OCB is extra-role behavior that nurses are willing to do tasks outside of their job discription and the big five personality is one of the factors that significantly influence the OCB. This study aims to examine the direct and indirect influence of the big five personality to the performance of nurses at Santa Clara Madiun Hospital through OCB as intervening variable. The sampel of this research were all nurses at Santa Clara Madiun Hospital. Data collection instruments using questionnaires. Data analysis techniques in this study included descriptive statistics, test data quality, classical assumption, hierarchical regression analysis, and path analysis using SPSS 17.0. The result showed that the big five personality significant positive effect on nurses performance, the big five personality significant positive effect on OCB, and OCB significant positive effect on the nurses performance. OCB has a full mediation effect to influence of the big five personality to the nurses performance

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

scholarly journals The Personality Traits in the Defense Industry: The Mediating Role of Organizational Citizenship Behavior

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402098228
Author(s):  
Edip Sabahattin Mete
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Big Five Personality Traits ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Innovative Work Behavior

Employees display various behaviors which also include work-related behaviors such as Job Satisfaction, Organizational Citizenship Behavior, and Innovative Work Behavior. The exploration of the relationship among the Big Five Personality Traits, Job Satisfaction, Organizational Citizenship Behavior, and Innovative Work Behavior of the employees working in the companies providing services for the Turkish Defense Industry serves as the primary aim of this study. Hence, the study was conducted on the employees of defense companies through face-to-face interviews and questionnaire forms. The results of this study demonstrate that the Big Five Personality Traits directly affects the changes in Job Satisfaction and Organizational Citizenship Behavior. Besides, Organizational Citizenship Behavior has a mediating role in the relationship between Big Five personality Traits and Job Satisfaction, which directly affects the changes in Innovative Work Behavior. This study primarily targeted to provide evidence and create an understanding of how employees’ intrinsic characteristics shape the attitudes and behaviors in the workplace according to the scores of Big Five Inventory as well as statistical research techniques. This study contributes to the literature by investigating the defense employees’ personality traits and the results show that personality traits are a pivotal factor in achieving corporate’s strategic goals.

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI TINJAU DARI BIG FIVE PERSONALITY DAN KOMITMEN ORGANISASI PADA KARYAWAN PT. X

2018 ◽  
Vol 12 (2) ◽  
pp. 76-84
Author(s):  
Citra Nofariyanti Farida ◽  
Emmy Mariatin ◽  
Ferry Novliadi
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
One Way Anova

Keberhasilan perusahaan dalam mencapai tujuan tidak dapat dilepaskan dari peran karyawannya. Karyawan dalam suatu perusahaan bukan semata – mata obyek dalam pencapaian tujuan saja tetapi lebih dari itu, karyawan sekaligus menjadi obyek pelaku. Tanpa karyawan, perusahaan dan organisasi tidak dapat mewujudkan semua rencana yang telah dibuatnya, karena ditangan karyawanlah semua itu akan dapat berkembang. Tujuan dari penelitian ini adalah untuk mengetahui tingkat Big Five Personality karyawan dan pengaruh Komitmen Organisasi karyawan terhadap Organizational Citizenship Behavior. Data dikumpulkan menggunakan skala dari Organizational Citizenship Behavior, Big Five Personality dan Komitmen Organisasi. Analisa data menggunakan analisa One Way Anova dan Regresi Berganda Sederhana dengan program SPSS version 16.0 For Windows. Terbukti tidak terdapat perbedaan tingkat OCB pada kelima Tipe Big Five Personality pada karyawan. Dan terdapat Pengaruh Positif komitmen organisasi terhadap OCB pada karyawan PT. X. Dimana semakin tinggi pengaruh komitmen yang dimiliki semakin tinggi OCB nya.

scholarly journals PENGARUH DIMENSI KEPRIBADIAN THE BIG FIVE PERSONALITY TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

2018 ◽  
Vol 3 (1) ◽  
pp. 88
Author(s):  
Ria Lestari Pangastuti
Keyword(s):  
Student Affairs ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Sem Analysis ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Personality Dimension

The reasearch aim is for analizing the influence of personality dimension “The Big Five Personality” towards ORGANIZATIONAL Citizenship Behavior (OCB) (Studi Case Of Student Affairs Employees At X University). Population of this research is all employees of X University and sample is the employees who are at student affairs unit (50 people). The data were collected by sharing the quesioner to 50 respondents. The analysis of this research is Partial Least Square Structural EQUTION Model (PLS-SEM). Analysis result of PLS-SEM is there is significant influence of personality dimension, “The Big Five Personality” among five personality dimensions, alturism has the highest significance.

HUBUNGAN BIG FIVE PERSONALITY DENGAN OCB PADA PNS GEN Y DI INSTANSI X

2020 ◽  
Vol 6 (1) ◽  
pp. 13-30
Author(s):  
Kurniyadi Kurniyadi ◽  
Seta Aryawuri Wicaksana ◽  
Aisyah Pia Asrunputri
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Gen Y ◽  
Correlational Research ◽  
The Relationship ◽  
Research Type

This study aims to determine the relationship between Big Five Personality with Organizational Citizenship Behavior (OCB). This research uses a quantitative research method with a correlational research type. The population in this research were 90 civil servants working at X Agency. Big Five Personality in this study was measured by the Big Five Inventory (BFI) and Organizational Citizenship Behavior (OCB) was measured by the Organizational Citizenship Behavior Scale (OCBS). Data analyzed by the Pearson Product Moment correlation. The results of this study showed that there is positive and significant correlation between agreeableness with OCB, there is positive and significant correlation between conscientiousness with OCB, there is positive and significant correlation between openness to experience with OCB, whereas neuroticism showed negative and significant correlation with OCB, but extraversion did not show significant correlation with OCB. The implication of this study is that organization can choose between training its employees to suit with the organizational culture or developing people management that suits with the character of its employees.

scholarly journals Antecedents of Organizational Citizenship Behavior Analysis and its Impact Toward Organizational Effectiveness on A Fruit Ice Cream Manufacture

The Winners ◽  
2012 ◽  
Vol 13 (1) ◽  
pp. 66
Author(s):  
Annetta Gunawan ◽  
Natalia Natalia
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Effectiveness ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Structural Equations ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Internal Factor

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%.

PERAN MEDIASI KOMITMEN ORGANISASIONAL PADA PENGARUH BIG FIVE PERSONALITY DAN PERSEPSI DUKUNGAN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
ABDUN SYAKIR B2041171001
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Applied Psychology

 Penelitian ini bertujuan untuk mengetahui Peran Mediasi  Komitmen Organisasional pada Pengaruh Big Five Personality dan Persepsi Dukungan Organisasi Terhadap Organizational Citizenship Behavior. Metode penelitian yang digunakan dalam penelitian ini adalah menggunakan metode deskriptif kuantitatif. Sampel yang digunakan dalam penelitian ini yakni perawat dan bidan pada RSUD Sultan Syarif Mohamad Alkadrie. Data diperoleh dari kuesioner yang kemudian diolah dan dianalisis dengan menggunakan analiais jalur melalui Doftware SPSS 17.00.Hasil penelitian menunjukkan bahwa Big FivePersonality dan Persepsi Dukungan Organisasi berpengaruh signifikan terhadap Komitmen Organisasional. Sementara itu  Big Five Personality dan Persepsi Dukungan Organisasi juga berpengaruh langsung terhadap Organizational Citizenship Behavior. Sementara itu, Komitmen Organisasional berpengaruh terhadap Organizational Citizenship Behavior. Dari hasil analisis jalur diketahui bahwa variabel Komitmen Organisasional merupakan variabel mediasi antara Big FivePersonality dan Persepsi Dukungan Organisasi terhadap Organizational Citizenship Behavior. Kata Kunci : Komitmen Organisasional, Big Five Personality, Persepsi Dukungan Organisasi  dan Organizational  Citizenship BehaviorDAFTAR PUSTAKA Abdullah, I., Omar, R. & Rashid, Y. (2013). Effect of personality on organizational commitment and employees' performance: Empirical evidence from banking sector of Pakistan. World Applied Sciences Journal. 27. 140-147. Ali H. Muhammad, A. H., (2014). Perceived Organizational Support and Organizational Citizenship Behavior: The Case of Kuwait. International Journal of Business Administration, 5(3), 59-72. Ali, F.H., Rizavi, S. S., Ahmed, I., Rasheed, M. (2018). Effects of perceived organizational support on organizational citizenship behavior-Sequential mediation by well-being and work engagement. Journal of the Punjab University Historical Society, 31 (1). Aube, C., Rousseau, V. & Morin, E.M. (2007) "Perceived organizational support and organizational commitment: The moderating effect of locus of control and work autonomy", Journal of Managerial Psychology, 22 (5), 479-495.Chiaburu, D. S., Oh, I.-S., Berry, C. M., Li, N., & Gardner, R. G. (2011). The five- factor model of personality traits and organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 96, 1140-1166.Denalia & Sunjoyo, “Pengaruh The Big Five Personality dan Komitmen Organanisasional Citizenship”, Jurnal Manajemen, vol. 11, No. 1, (November, 2011), hlm, 25.Donald, F., Hlanganipai, & Richard. (2016). The relationship between perceived organizational support and organizational commitment among academics: The mediating effect of job satisfaction. Investment Management and Financial Innovations, 13, 267-273. Eisenberger, R., Huntington, R., Hutchinson, S. & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, Vol.82 (5), 812-820Erdheim, J., Wang, M., & Zickar, M. J. (2006) Linking the Big Five personality constructs to organizational commitment. Personality and Individual Differences, 41, 959-970. Kumar, K., Bakhshi, A. and Rani, E. (2009) Linking the ‘big five’ personality domains to organizational citizenship behavior. International Journal of Psychological Studies 1(2): 73–81.Kuldep, Et. al, “Linking The Big Five Personality to Organizantional Citizenship Behavior”, International Journal of Psychological Studies, vol. 1, No. 2, (Desember, 2009), hlm, 74.Kurniawan Albert, “Pengaruh Komitmen Organisasi Terhadap Organizational Citizenship Behavior” Jurnal Manajemen, vol. 15, No. 1, (November, 2015), hlm, 98.Kreitner, R. and Kinicki, A. (2004). Organizational Behavior. Fifth Edition. McGraw Hill. New York.Kreitner, R. and Kinicki, A. (2014). Perilaku Organisasi. Edisi 9. Penerbit Salemba Empat. JakartaLeephaijaroen, S. (2016). Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand. Kasetsart Journal of Social Sciences Luthan, F (2005). Perilaku Organisasi. Edisi ke 10. Yogyakarta : Penerbit AndiWardani & Suseno (2012). Faktor Kepribadian dan Organizational Citizenship Behavior pada Polisi Pariwisata. Humanitas, 9(2), 193-204.Luthans, F. (2006), Perilaku Organisasi. Edisi Sepuluh, PT. Andi: Yogyakarta.Mushraf, A.M., Al-Saqry, R., & Obaid, H. J. (2015). The Impact of Big FivePersonality Factors on Organizational Citizenship Behaviour.International Journal of Management Science, 2 (5), 93-97Mrs Eta Wahab, E., Quaddus, M. & Nowak, M. (2009). Perceived organizational support and organizational commitment: a study of medium enterprises in malaysia. International Conference on Human Capital Development (ICONHCD 2009), 25-27 May 2009, Kuantan Pahang ISBN 978-967-5080-51-7. Organ, D. W. (1990). The motivational basis of organizational citizen ship behavior. In B. M. Staw, & L. L. Cummings (Eds.), Research in organizational behavior (pp. 43-72). Greenwich, CT: JAI Press. Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006). Organizational citizenship behavior: Its nature, antecedents, and consequences. Thousand Oaks, CA: SAGE. Pala, Fikri, Eker, Semith dkk. 2008. The Effect Of Demographic Characteristic on Organizational Commitment And Job Satisfaction: An Empirical Study On Turkish Health Care Staff. The Journal of Industrial Relations and Human Resources Vol: 10 No:2 April 2008, ISSN: 1303-286Podsakoff P.M, Michae Ahearne, MacKenzie S.B (1997) Organizational Citizenship Behavior and the Quantity of Work Group Perpormance. American Psychological Association. Vol.82, No. 2, 262-270Priyatno, Duwi. (2011). Buku Saku Analisis Statistik Data. Penerbit Media Kom. YogyakartaRaka, Ketut Sudarma (2015) Pengaruh Persepsi Dukungan Dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior Dengan Komitmen Organisasional Sebagai Variabel Intervening. Management Analysis JournalRhoades, L, Eisenberger, R. And Armeli, S. 2001. Affective Commitmen to the Organization: The Contribution of Perceived Organizational Support. Journal of Applied Psychologi, 86(5): 825-836Robbins, S. P. & A. Judge, T. (2008). Perilaku Organisasi. Jakarta : PT. IndexRobbins, S. P. & A. Judge, T. (2011). Organizational behavior. Fourteenth Edition. Pearson education. New JerseyRoby & Iring, “Pengaruh The Big Five Personality’’, Journal Manajemen dan Akuntansi, vol. 3, No 1, (April, 2014), hlm, 3.Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87, 698-714.

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