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Applied mathematics in Engineering, Management and Technology 2 (2) 2014:363-369
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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)
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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)
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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).
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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
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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
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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.
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