Relationship of Personality With Job Performance Motivation and Organizational Citizenship Behavior
INTRODUCTION:
According to Goldberg (1990) a five factor model of personality has been proved to be the case within last 20 years, commonly termed big five, can be used to narrate the major characteristics of personality.
Job satisfaction can be defined as “the extent to which people are satisfied with their work” (Warr, 2002, p. 1).
Motivation is defined as “an internal state . . . giving rise to a desire or pressure to act” (Westwood, 1992, p. 288). According to Porter and Stress (1991, p. 8) earlier psychological perspective to motivation conceptualized the impulse to act as a goal to “maximise positive results and minimise negative results”.
Organ (1977) described the extra-role activities as organizational citizenship behavior. Organ’s definition was a key to research more studies of considering motivational base of OCB (Smith, Organ, & Near, 1983)
Personality & Job satisfaction:
The big five traits have a combined correlation of 0.41 with job satisfaction, although only Neuroticism and Extraversion is generalized with Job satisfaction (Judge, T. A., Heller, D. and Mount, M. K. 2002). Consciousness has significant positive impact on Job satisfaction (Furnham, A., Eracleous, A. and Chamorro-Premuzic, T. 2002). 12.7% of the varience in Job satisfaction could be because of demographic variables and personality (Furnham, A., Eracleous, A. and Chamorro-Premuzic, T. 2002)
Personality & Motivation:
A meta-analysis study carried out by Judge & Illies (2002), the study was carried out to investigate the relationship among the “Big Five” & the three models of motivation: expectancy theory, goal setting theory and self-efficacy. The results shows that neuroticism & conscientiousness are the most strongest predictors of performance motivation under three theories. The author further figures that using the result of meta-analysis; explore the impact of “Big Five” on other models of motivation like two factor theory will also be useful. 9 to 15 percent of the
According to Goldberg (1990) a five factor model of personality has been proved to be the case within last 20 years, commonly termed big five, can be used to narrate the major characteristics of personality.
Job satisfaction can be defined as “the extent to which people are satisfied with their work” (Warr, 2002, p. 1).
Motivation is defined as “an internal state . . . giving rise to a desire or pressure to act” (Westwood, 1992, p. 288). According to Porter and Stress (1991, p. 8) earlier psychological perspective to motivation conceptualized the impulse to act as a goal to “maximise positive results and minimise negative results”.
Organ (1977) described the extra-role activities as organizational citizenship behavior. Organ’s definition was a key to research more studies of considering motivational base of OCB (Smith, Organ, & Near, 1983)
Personality & Job satisfaction:
The big five traits have a combined correlation of 0.41 with job satisfaction, although only Neuroticism and Extraversion is generalized with Job satisfaction (Judge, T. A., Heller, D. and Mount, M. K. 2002). Consciousness has significant positive impact on Job satisfaction (Furnham, A., Eracleous, A. and Chamorro-Premuzic, T. 2002). 12.7% of the varience in Job satisfaction could be because of demographic variables and personality (Furnham, A., Eracleous, A. and Chamorro-Premuzic, T. 2002)
Personality & Motivation:
A meta-analysis study carried out by Judge & Illies (2002), the study was carried out to investigate the relationship among the “Big Five” & the three models of motivation: expectancy theory, goal setting theory and self-efficacy. The results shows that neuroticism & conscientiousness are the most strongest predictors of performance motivation under three theories. The author further figures that using the result of meta-analysis; explore the impact of “Big Five” on other models of motivation like two factor theory will also be useful. 9 to 15 percent of the
References: Furnham, A. (2002), The Psychology of Behaviour at Work, 2nd ed., Psychology Press, London Goldberg, L Hill, T. M. (2002), Job Attitudes and Personality: Predictors of Organizational Citizenship Behaviour. Judge, T.A., Heller, D. and Mount, M.K. (2002), “Five-factor model of personality and job satisfaction: a meta-analysis”, Journal of Applied Psychology, Vol. 87, pp. 530-41. Judge, T. and Illies, R. (2002), “Relationship of personality to performance motivation”, Journal of Applied Psychology, Vol. 87, pp. 797-807. Organ, D.W. (1977). A reappraisal and reinterpretation of the satisfaction-causes performance hypothesis. Academy of Management Review. 2. (1), 46-53. Smith, C.A., Organ, D.W., & Near, J.P. (1983). Organizational citizenship behavior: Its nature and antecedents. Joumal of Applied Psvchologv. 68 (4), 653-663. Stress, R.M. and Porter, L.W. (1991), Motivation and Work Behaviour, 5th ed., McGraw-Hill, New York, NY. Warr, P.B. (2002), Psychology at Work, 5th ed., Penguin, Harmondsworth. Westwood, R. (1992), Organizational Behaviour: South East Asian Perspective, Longman, Hong Kong.