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CHAPTER 2
REVIEW OF LITERATURE
21 INTRODUCTION
Interest in the role of personality in work and organizational behaviour has
increased over recent years To a large extent this is due to the emergence of the lsquoBig
Fiversquo taxonomy for personality structure A particular focus has been on discovering
the role of personality testing in employee selection and applying a variety of
personality assessments in the workplace (Sears amp Rowe 2003) Within the last 20
years the big five framework or five-factor model of personality has emerged as
possibly the most extensively established structure used to describe the most salient
aspects of an individualrsquos personality (Digman 1990 Goldberg 1993 Judge et al
2002) Its validity is strongly supported by empirical evidence across different
theoretical frameworks measures occupations cultures and sources of ratings
(egBarrick amp Mount 1991 De Raad amp Doddema-Winsemius 1999 Liao amp
Chuang 2004 Matzler amp Renzl 2007) Earlier Norman (1963) attempted to find
adequate taxonomy of personality attributes to explain personality traits About Big-
Five it was said that ldquorapid progress has been made towards a consensus on
personality structurerdquo (Digman 1990 Costa amp McCrae 1992 McCrae amp John
1992) Consensus emerged that five-factor model of personality often termed the
lsquoBig Fiversquo (Goldberg 1990) can be used to describe many salient aspects of
personality The five-factor approach (FFA) has achieved appreciable popularity as
the Big Five can be found in virtually any measures of personality (eg McCrae amp
John 1992) including the analysis of trait adjectives in many languages and
decisions made by expert judges based on existing measures (Mount amp Barrick
86
1995) Evidence indicated that the Big Five is fairly heritable and stable over time
(Costa amp McCrae 1988) although the environment undoubtedly plays a role
McCrae amp John (1992) claimed that ldquowe believe its long history cross-cultural
replication and empirical validation across many methods and instruments that make
the five-factor model a basic discovery of personality psychology- core knowledge
upon which other findings can be builtrdquo The big five model suggests that virtually all
personality measures can be reduced to five broad factors which are usually labelled
as extraversion (sociable vs introverted) agreeableness (cooperative vs competitive)
conscientiousness (organized and conscientious vs disorganized and careless)
neuroticism (emotional stability vs instability) and openness (intellectual curiosity
vs preference for routine) (Costa amp McCrae 1989 Judge et al 1999) As stated by
Smith and Canger (2004) the model is important for following reasons ldquo(1) it
permits the sorting of personality characteristics into meaningful categories (2) it
provides a common framework and vernacular for doing research and (3) it is
supposed to cover virtually all of the personality space
A large amount of research has shown that the Big Five personality traits are
strongly related to job-related attitudes and behaviours (eg Barrick amp Mount 1991
Tett et al 1991 Judge et al 2002) Barrick and Mount (1991) found that
extraversion agreeableness and conscientiousness correlated with job performance
and conscientiousness was the most valid and robust predictor across all work groups
and job-related criteria Helton amp Street (1992) in their research on ldquothe five-factor
personality model and naval aviation candidatesrdquo conducted a joint factor analysis on
the Pilot Personality Questionnaire (PPO) and the Edwards Personal Preference
Schedule (EPPS) taken by Navy and Marine Corps student aviators Although
investigations of personality in pilot selection have yielded mixed results their
87
findings suggest that the five-factor personality model may be useful in personality
testing in aviation selection decisions Schuerger and Ekeberg (1994) in their study
found correlations between performance and extraversion anxiety tough-mindedness
independence and self-control Further Morrison (1997) found neuroticism to be
significantly associated with an individualrsquos intention to remain in an organization
Extraversion conscientiousness and neuroticism have been found to be related to
career success (Judge et al 1999) Goffin et al (2000) cited that personality is
related to job performance Goffin et al noted that both extroversion and dominance
were correlated with job performance Various researches have been conducted to
guaze the relationship of personality with a number of work place variables Review
of existing literature regarding the relationship of personality and the Big Five
framework with all the study variables is discussed below
22 PERSONALITY AND JOB SATISFACTION
A longstanding debate exists between psychologists that believe structural
characteristics of the job are the primary determinants of job satisfaction (Kulik
Oldham amp Hackman 1987 OReilly amp Roberts 1975) and those that believe that
personal attributes of the worker are most important (Hackman amp Lawler 1971
Pervin 1968) However thousands of traits have been invented in the history of
personality research and scores of traits have been studied in relation to job
satisfaction Although the five-factor model has been researched in many areas of
industrial-organizational psychology there was a virtual dearth of research that has
linked the complete taxonomy to job satisfaction until recently when few researchers
focussed on this relationship
88
Schneider and Dachler (1978) found that over time satisfaction with a job
remains unusually stable which made them believe that it was peoplersquos personality
that affected their satisfaction with their job rather than other variables Staw et al
(1986) studied peoplersquos job satisfaction over a span of decades and found that
personality assessed in adolescents predicted job satisfaction up to 50 years later
Furnham and Zacherl (1986) in a study examining the relationship between
Eysenckrsquos personality traits and job satisfaction found that extraversion correlated
positively with overall job satisfaction whereas neuroticism showed negative
correlations with some aspects of job satisfaction Hulin (1991) argued that
personality affects job satisfaction but through the mediation of working conditions
Job satisfaction is basically a reaction to working conditions Working conditions
could be improved to increase job satisfaction without manipulating the personality
variables (Cook et al 1995) Tokar and Subich (1997) found that the block of the
Big-Five personality dimensions contributed significantly to the prediction of job
satisfaction where higher extraversion and lower neuroticism were unique predictors
to higher job satisfaction Hart (1999) examined a theoretical model that linked
neuroticism extraversion job satisfaction and non work satisfaction to overall life
satisfaction Structure equation modelling determined that life satisfaction was
affected by neuroticism job satisfaction and extraversion Tanoff (1999) examined the
relationship between personality and job satisfaction in a major international
corporation Personality features were specifically defined by the Five-Factor Model
He concluded that all the factors of the Big Five with the exception of culture were
related to job satisfaction The results indicated that the variable neuroticism played a
decisive role and portrayed inverse relation with job satisfaction in all but one job
category Neuroticism has been described as the primary source of Negative
89
Affectivity and the link between Negative Affectivity and job satisfaction was also
acknowledged in Connolly and Viswesvaranrsquos (2000) meta-analysis Seibert and
Kraimer (2001) ascribe the Big Five factors in connection with the variable job
satisfaction a prognostic validity as well but the effects are rather minor Similarly
the results of meta analysis of stabilities in job satisfaction done by Dormann and
Zapf (2001) also concluded that personality factors play an important role in job
satisfaction Heller et al (2002) in their study found correlations of the personality
traits with self-rated job satisfaction to be moderate and significant especially for
neuroticism They further noted that the essentially negative nature of neurotic
individuals the predisposition of extraverts to the experience of positive emotions and
the general work-involvement tendency that characterizes conscientious individuals
suggest links between these factors and job satisfaction Judge et al (2002) observed
with the help of a meta-analysis that ldquoneuroticismrdquo was significant correlate of job
satisfaction followed closely by Conscientiousness and Extraversion Finally the
other two traits -Agreeableness and Openness to Experience displayed relatively weak
correlations with job satisfaction Nikolaou and Robertson (2001) in their study
found Neuroticism to be negatively correlated to job satisfaction whereas
agreeableness showed no relationship to job satisfaction and extraversion had a
statistically significant relationship The remaining two dimensions of the Big-Five
were also correlated to job satisfaction to a statistically significant level
Conscientiousness correlated positively to job satisfaction and openness to experience
negatively Furnham et al (2002) in two studies investigating the relationships
between personality traits and aspects of job satisfaction found that in both
the studies personality accounted for a small percentage of the total variance both in
importance ratings and in levels of job satisfaction They concluded that personality
90
does not have a strong or consistent influence either on what individuals perceive as
important in their work environment or on their levels of job satisfaction Thomas et
al (2004) conducted a study to investigate the relationship between job
characteristics personality and job satisfaction They concluded that personality had
neither a direct effect on satisfaction nor a moderating effect on the job
characteristics-job satisfaction relation Najafkhani (2007) in his research on relation
between personality traits and job satisfaction noted that there is a relationship
between job satisfaction and personality dimensions Although this relation is
negative for openness variable it is positive for extraversion However no
relationship was reported between job satisfaction and neuroticism agreeableness or
conscientiousness Lounsbury et al (2007) examined personality traits in relation to
job satisfaction They found openness and extraversion to be significantly related to
job satisfaction In a research by Matzler amp Renzl (2007) negative relationship was
revealed between neuroticism and job satisfaction and agreeableness was positively
associated with job satisfaction A study by Acuna et al (2009) analysed
the relationships between personality team processes task characteristics product
quality and satisfaction in software development teams They found that the teams
with the highest job satisfaction were precisely the ones whose members scored
highest for the personality factors agreeableness and conscientiousness Patrick
(2010) found significant positive relationship between extraversion and satisfaction
Significant negative relationship was found between neuroticism and job satisfaction
No significant relationship was found between agreeableness conscientiousness
openness and job satisfaction Husin (2011) in his research studied the correlation
effects between the big five personality traits and employees job satisfaction The
results indicated small positive and significant relationship between the big five
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
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OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
86
1995) Evidence indicated that the Big Five is fairly heritable and stable over time
(Costa amp McCrae 1988) although the environment undoubtedly plays a role
McCrae amp John (1992) claimed that ldquowe believe its long history cross-cultural
replication and empirical validation across many methods and instruments that make
the five-factor model a basic discovery of personality psychology- core knowledge
upon which other findings can be builtrdquo The big five model suggests that virtually all
personality measures can be reduced to five broad factors which are usually labelled
as extraversion (sociable vs introverted) agreeableness (cooperative vs competitive)
conscientiousness (organized and conscientious vs disorganized and careless)
neuroticism (emotional stability vs instability) and openness (intellectual curiosity
vs preference for routine) (Costa amp McCrae 1989 Judge et al 1999) As stated by
Smith and Canger (2004) the model is important for following reasons ldquo(1) it
permits the sorting of personality characteristics into meaningful categories (2) it
provides a common framework and vernacular for doing research and (3) it is
supposed to cover virtually all of the personality space
A large amount of research has shown that the Big Five personality traits are
strongly related to job-related attitudes and behaviours (eg Barrick amp Mount 1991
Tett et al 1991 Judge et al 2002) Barrick and Mount (1991) found that
extraversion agreeableness and conscientiousness correlated with job performance
and conscientiousness was the most valid and robust predictor across all work groups
and job-related criteria Helton amp Street (1992) in their research on ldquothe five-factor
personality model and naval aviation candidatesrdquo conducted a joint factor analysis on
the Pilot Personality Questionnaire (PPO) and the Edwards Personal Preference
Schedule (EPPS) taken by Navy and Marine Corps student aviators Although
investigations of personality in pilot selection have yielded mixed results their
87
findings suggest that the five-factor personality model may be useful in personality
testing in aviation selection decisions Schuerger and Ekeberg (1994) in their study
found correlations between performance and extraversion anxiety tough-mindedness
independence and self-control Further Morrison (1997) found neuroticism to be
significantly associated with an individualrsquos intention to remain in an organization
Extraversion conscientiousness and neuroticism have been found to be related to
career success (Judge et al 1999) Goffin et al (2000) cited that personality is
related to job performance Goffin et al noted that both extroversion and dominance
were correlated with job performance Various researches have been conducted to
guaze the relationship of personality with a number of work place variables Review
of existing literature regarding the relationship of personality and the Big Five
framework with all the study variables is discussed below
22 PERSONALITY AND JOB SATISFACTION
A longstanding debate exists between psychologists that believe structural
characteristics of the job are the primary determinants of job satisfaction (Kulik
Oldham amp Hackman 1987 OReilly amp Roberts 1975) and those that believe that
personal attributes of the worker are most important (Hackman amp Lawler 1971
Pervin 1968) However thousands of traits have been invented in the history of
personality research and scores of traits have been studied in relation to job
satisfaction Although the five-factor model has been researched in many areas of
industrial-organizational psychology there was a virtual dearth of research that has
linked the complete taxonomy to job satisfaction until recently when few researchers
focussed on this relationship
88
Schneider and Dachler (1978) found that over time satisfaction with a job
remains unusually stable which made them believe that it was peoplersquos personality
that affected their satisfaction with their job rather than other variables Staw et al
(1986) studied peoplersquos job satisfaction over a span of decades and found that
personality assessed in adolescents predicted job satisfaction up to 50 years later
Furnham and Zacherl (1986) in a study examining the relationship between
Eysenckrsquos personality traits and job satisfaction found that extraversion correlated
positively with overall job satisfaction whereas neuroticism showed negative
correlations with some aspects of job satisfaction Hulin (1991) argued that
personality affects job satisfaction but through the mediation of working conditions
Job satisfaction is basically a reaction to working conditions Working conditions
could be improved to increase job satisfaction without manipulating the personality
variables (Cook et al 1995) Tokar and Subich (1997) found that the block of the
Big-Five personality dimensions contributed significantly to the prediction of job
satisfaction where higher extraversion and lower neuroticism were unique predictors
to higher job satisfaction Hart (1999) examined a theoretical model that linked
neuroticism extraversion job satisfaction and non work satisfaction to overall life
satisfaction Structure equation modelling determined that life satisfaction was
affected by neuroticism job satisfaction and extraversion Tanoff (1999) examined the
relationship between personality and job satisfaction in a major international
corporation Personality features were specifically defined by the Five-Factor Model
He concluded that all the factors of the Big Five with the exception of culture were
related to job satisfaction The results indicated that the variable neuroticism played a
decisive role and portrayed inverse relation with job satisfaction in all but one job
category Neuroticism has been described as the primary source of Negative
89
Affectivity and the link between Negative Affectivity and job satisfaction was also
acknowledged in Connolly and Viswesvaranrsquos (2000) meta-analysis Seibert and
Kraimer (2001) ascribe the Big Five factors in connection with the variable job
satisfaction a prognostic validity as well but the effects are rather minor Similarly
the results of meta analysis of stabilities in job satisfaction done by Dormann and
Zapf (2001) also concluded that personality factors play an important role in job
satisfaction Heller et al (2002) in their study found correlations of the personality
traits with self-rated job satisfaction to be moderate and significant especially for
neuroticism They further noted that the essentially negative nature of neurotic
individuals the predisposition of extraverts to the experience of positive emotions and
the general work-involvement tendency that characterizes conscientious individuals
suggest links between these factors and job satisfaction Judge et al (2002) observed
with the help of a meta-analysis that ldquoneuroticismrdquo was significant correlate of job
satisfaction followed closely by Conscientiousness and Extraversion Finally the
other two traits -Agreeableness and Openness to Experience displayed relatively weak
correlations with job satisfaction Nikolaou and Robertson (2001) in their study
found Neuroticism to be negatively correlated to job satisfaction whereas
agreeableness showed no relationship to job satisfaction and extraversion had a
statistically significant relationship The remaining two dimensions of the Big-Five
were also correlated to job satisfaction to a statistically significant level
Conscientiousness correlated positively to job satisfaction and openness to experience
negatively Furnham et al (2002) in two studies investigating the relationships
between personality traits and aspects of job satisfaction found that in both
the studies personality accounted for a small percentage of the total variance both in
importance ratings and in levels of job satisfaction They concluded that personality
90
does not have a strong or consistent influence either on what individuals perceive as
important in their work environment or on their levels of job satisfaction Thomas et
al (2004) conducted a study to investigate the relationship between job
characteristics personality and job satisfaction They concluded that personality had
neither a direct effect on satisfaction nor a moderating effect on the job
characteristics-job satisfaction relation Najafkhani (2007) in his research on relation
between personality traits and job satisfaction noted that there is a relationship
between job satisfaction and personality dimensions Although this relation is
negative for openness variable it is positive for extraversion However no
relationship was reported between job satisfaction and neuroticism agreeableness or
conscientiousness Lounsbury et al (2007) examined personality traits in relation to
job satisfaction They found openness and extraversion to be significantly related to
job satisfaction In a research by Matzler amp Renzl (2007) negative relationship was
revealed between neuroticism and job satisfaction and agreeableness was positively
associated with job satisfaction A study by Acuna et al (2009) analysed
the relationships between personality team processes task characteristics product
quality and satisfaction in software development teams They found that the teams
with the highest job satisfaction were precisely the ones whose members scored
highest for the personality factors agreeableness and conscientiousness Patrick
(2010) found significant positive relationship between extraversion and satisfaction
Significant negative relationship was found between neuroticism and job satisfaction
No significant relationship was found between agreeableness conscientiousness
openness and job satisfaction Husin (2011) in his research studied the correlation
effects between the big five personality traits and employees job satisfaction The
results indicated small positive and significant relationship between the big five
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
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Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
87
findings suggest that the five-factor personality model may be useful in personality
testing in aviation selection decisions Schuerger and Ekeberg (1994) in their study
found correlations between performance and extraversion anxiety tough-mindedness
independence and self-control Further Morrison (1997) found neuroticism to be
significantly associated with an individualrsquos intention to remain in an organization
Extraversion conscientiousness and neuroticism have been found to be related to
career success (Judge et al 1999) Goffin et al (2000) cited that personality is
related to job performance Goffin et al noted that both extroversion and dominance
were correlated with job performance Various researches have been conducted to
guaze the relationship of personality with a number of work place variables Review
of existing literature regarding the relationship of personality and the Big Five
framework with all the study variables is discussed below
22 PERSONALITY AND JOB SATISFACTION
A longstanding debate exists between psychologists that believe structural
characteristics of the job are the primary determinants of job satisfaction (Kulik
Oldham amp Hackman 1987 OReilly amp Roberts 1975) and those that believe that
personal attributes of the worker are most important (Hackman amp Lawler 1971
Pervin 1968) However thousands of traits have been invented in the history of
personality research and scores of traits have been studied in relation to job
satisfaction Although the five-factor model has been researched in many areas of
industrial-organizational psychology there was a virtual dearth of research that has
linked the complete taxonomy to job satisfaction until recently when few researchers
focussed on this relationship
88
Schneider and Dachler (1978) found that over time satisfaction with a job
remains unusually stable which made them believe that it was peoplersquos personality
that affected their satisfaction with their job rather than other variables Staw et al
(1986) studied peoplersquos job satisfaction over a span of decades and found that
personality assessed in adolescents predicted job satisfaction up to 50 years later
Furnham and Zacherl (1986) in a study examining the relationship between
Eysenckrsquos personality traits and job satisfaction found that extraversion correlated
positively with overall job satisfaction whereas neuroticism showed negative
correlations with some aspects of job satisfaction Hulin (1991) argued that
personality affects job satisfaction but through the mediation of working conditions
Job satisfaction is basically a reaction to working conditions Working conditions
could be improved to increase job satisfaction without manipulating the personality
variables (Cook et al 1995) Tokar and Subich (1997) found that the block of the
Big-Five personality dimensions contributed significantly to the prediction of job
satisfaction where higher extraversion and lower neuroticism were unique predictors
to higher job satisfaction Hart (1999) examined a theoretical model that linked
neuroticism extraversion job satisfaction and non work satisfaction to overall life
satisfaction Structure equation modelling determined that life satisfaction was
affected by neuroticism job satisfaction and extraversion Tanoff (1999) examined the
relationship between personality and job satisfaction in a major international
corporation Personality features were specifically defined by the Five-Factor Model
He concluded that all the factors of the Big Five with the exception of culture were
related to job satisfaction The results indicated that the variable neuroticism played a
decisive role and portrayed inverse relation with job satisfaction in all but one job
category Neuroticism has been described as the primary source of Negative
89
Affectivity and the link between Negative Affectivity and job satisfaction was also
acknowledged in Connolly and Viswesvaranrsquos (2000) meta-analysis Seibert and
Kraimer (2001) ascribe the Big Five factors in connection with the variable job
satisfaction a prognostic validity as well but the effects are rather minor Similarly
the results of meta analysis of stabilities in job satisfaction done by Dormann and
Zapf (2001) also concluded that personality factors play an important role in job
satisfaction Heller et al (2002) in their study found correlations of the personality
traits with self-rated job satisfaction to be moderate and significant especially for
neuroticism They further noted that the essentially negative nature of neurotic
individuals the predisposition of extraverts to the experience of positive emotions and
the general work-involvement tendency that characterizes conscientious individuals
suggest links between these factors and job satisfaction Judge et al (2002) observed
with the help of a meta-analysis that ldquoneuroticismrdquo was significant correlate of job
satisfaction followed closely by Conscientiousness and Extraversion Finally the
other two traits -Agreeableness and Openness to Experience displayed relatively weak
correlations with job satisfaction Nikolaou and Robertson (2001) in their study
found Neuroticism to be negatively correlated to job satisfaction whereas
agreeableness showed no relationship to job satisfaction and extraversion had a
statistically significant relationship The remaining two dimensions of the Big-Five
were also correlated to job satisfaction to a statistically significant level
Conscientiousness correlated positively to job satisfaction and openness to experience
negatively Furnham et al (2002) in two studies investigating the relationships
between personality traits and aspects of job satisfaction found that in both
the studies personality accounted for a small percentage of the total variance both in
importance ratings and in levels of job satisfaction They concluded that personality
90
does not have a strong or consistent influence either on what individuals perceive as
important in their work environment or on their levels of job satisfaction Thomas et
al (2004) conducted a study to investigate the relationship between job
characteristics personality and job satisfaction They concluded that personality had
neither a direct effect on satisfaction nor a moderating effect on the job
characteristics-job satisfaction relation Najafkhani (2007) in his research on relation
between personality traits and job satisfaction noted that there is a relationship
between job satisfaction and personality dimensions Although this relation is
negative for openness variable it is positive for extraversion However no
relationship was reported between job satisfaction and neuroticism agreeableness or
conscientiousness Lounsbury et al (2007) examined personality traits in relation to
job satisfaction They found openness and extraversion to be significantly related to
job satisfaction In a research by Matzler amp Renzl (2007) negative relationship was
revealed between neuroticism and job satisfaction and agreeableness was positively
associated with job satisfaction A study by Acuna et al (2009) analysed
the relationships between personality team processes task characteristics product
quality and satisfaction in software development teams They found that the teams
with the highest job satisfaction were precisely the ones whose members scored
highest for the personality factors agreeableness and conscientiousness Patrick
(2010) found significant positive relationship between extraversion and satisfaction
Significant negative relationship was found between neuroticism and job satisfaction
No significant relationship was found between agreeableness conscientiousness
openness and job satisfaction Husin (2011) in his research studied the correlation
effects between the big five personality traits and employees job satisfaction The
results indicated small positive and significant relationship between the big five
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Acuna ST Gomez M amp Juristo N (2009) How do personality team processes
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
Five Personality Traits and Job Involvement An Investigation of University
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Applied Psychology 78 111-118
Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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performance and propensity to leave Journal of Personal Selling amp Sales
Management 14(2) 1-16
Becker HS (1960) Notes on the concept of commitment American Journal of
Sociology 66 32-40
Beehr TA Newman JE (1978) Job stress employee health and organizational
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Psychology 31 665-699
Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
Traits Job Characteristics and Work Behaviors Internal Journal of Selection
and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
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Blau GJ (1985) A multiple study investigation of the dimensionality of job
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
and Human Decision Processes 62 55-62
Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
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University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
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229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
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124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
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Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
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Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
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of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
88
Schneider and Dachler (1978) found that over time satisfaction with a job
remains unusually stable which made them believe that it was peoplersquos personality
that affected their satisfaction with their job rather than other variables Staw et al
(1986) studied peoplersquos job satisfaction over a span of decades and found that
personality assessed in adolescents predicted job satisfaction up to 50 years later
Furnham and Zacherl (1986) in a study examining the relationship between
Eysenckrsquos personality traits and job satisfaction found that extraversion correlated
positively with overall job satisfaction whereas neuroticism showed negative
correlations with some aspects of job satisfaction Hulin (1991) argued that
personality affects job satisfaction but through the mediation of working conditions
Job satisfaction is basically a reaction to working conditions Working conditions
could be improved to increase job satisfaction without manipulating the personality
variables (Cook et al 1995) Tokar and Subich (1997) found that the block of the
Big-Five personality dimensions contributed significantly to the prediction of job
satisfaction where higher extraversion and lower neuroticism were unique predictors
to higher job satisfaction Hart (1999) examined a theoretical model that linked
neuroticism extraversion job satisfaction and non work satisfaction to overall life
satisfaction Structure equation modelling determined that life satisfaction was
affected by neuroticism job satisfaction and extraversion Tanoff (1999) examined the
relationship between personality and job satisfaction in a major international
corporation Personality features were specifically defined by the Five-Factor Model
He concluded that all the factors of the Big Five with the exception of culture were
related to job satisfaction The results indicated that the variable neuroticism played a
decisive role and portrayed inverse relation with job satisfaction in all but one job
category Neuroticism has been described as the primary source of Negative
89
Affectivity and the link between Negative Affectivity and job satisfaction was also
acknowledged in Connolly and Viswesvaranrsquos (2000) meta-analysis Seibert and
Kraimer (2001) ascribe the Big Five factors in connection with the variable job
satisfaction a prognostic validity as well but the effects are rather minor Similarly
the results of meta analysis of stabilities in job satisfaction done by Dormann and
Zapf (2001) also concluded that personality factors play an important role in job
satisfaction Heller et al (2002) in their study found correlations of the personality
traits with self-rated job satisfaction to be moderate and significant especially for
neuroticism They further noted that the essentially negative nature of neurotic
individuals the predisposition of extraverts to the experience of positive emotions and
the general work-involvement tendency that characterizes conscientious individuals
suggest links between these factors and job satisfaction Judge et al (2002) observed
with the help of a meta-analysis that ldquoneuroticismrdquo was significant correlate of job
satisfaction followed closely by Conscientiousness and Extraversion Finally the
other two traits -Agreeableness and Openness to Experience displayed relatively weak
correlations with job satisfaction Nikolaou and Robertson (2001) in their study
found Neuroticism to be negatively correlated to job satisfaction whereas
agreeableness showed no relationship to job satisfaction and extraversion had a
statistically significant relationship The remaining two dimensions of the Big-Five
were also correlated to job satisfaction to a statistically significant level
Conscientiousness correlated positively to job satisfaction and openness to experience
negatively Furnham et al (2002) in two studies investigating the relationships
between personality traits and aspects of job satisfaction found that in both
the studies personality accounted for a small percentage of the total variance both in
importance ratings and in levels of job satisfaction They concluded that personality
90
does not have a strong or consistent influence either on what individuals perceive as
important in their work environment or on their levels of job satisfaction Thomas et
al (2004) conducted a study to investigate the relationship between job
characteristics personality and job satisfaction They concluded that personality had
neither a direct effect on satisfaction nor a moderating effect on the job
characteristics-job satisfaction relation Najafkhani (2007) in his research on relation
between personality traits and job satisfaction noted that there is a relationship
between job satisfaction and personality dimensions Although this relation is
negative for openness variable it is positive for extraversion However no
relationship was reported between job satisfaction and neuroticism agreeableness or
conscientiousness Lounsbury et al (2007) examined personality traits in relation to
job satisfaction They found openness and extraversion to be significantly related to
job satisfaction In a research by Matzler amp Renzl (2007) negative relationship was
revealed between neuroticism and job satisfaction and agreeableness was positively
associated with job satisfaction A study by Acuna et al (2009) analysed
the relationships between personality team processes task characteristics product
quality and satisfaction in software development teams They found that the teams
with the highest job satisfaction were precisely the ones whose members scored
highest for the personality factors agreeableness and conscientiousness Patrick
(2010) found significant positive relationship between extraversion and satisfaction
Significant negative relationship was found between neuroticism and job satisfaction
No significant relationship was found between agreeableness conscientiousness
openness and job satisfaction Husin (2011) in his research studied the correlation
effects between the big five personality traits and employees job satisfaction The
results indicated small positive and significant relationship between the big five
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Daneshfard K (2012) The relation between managers personality characteristics and
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Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
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OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
89
Affectivity and the link between Negative Affectivity and job satisfaction was also
acknowledged in Connolly and Viswesvaranrsquos (2000) meta-analysis Seibert and
Kraimer (2001) ascribe the Big Five factors in connection with the variable job
satisfaction a prognostic validity as well but the effects are rather minor Similarly
the results of meta analysis of stabilities in job satisfaction done by Dormann and
Zapf (2001) also concluded that personality factors play an important role in job
satisfaction Heller et al (2002) in their study found correlations of the personality
traits with self-rated job satisfaction to be moderate and significant especially for
neuroticism They further noted that the essentially negative nature of neurotic
individuals the predisposition of extraverts to the experience of positive emotions and
the general work-involvement tendency that characterizes conscientious individuals
suggest links between these factors and job satisfaction Judge et al (2002) observed
with the help of a meta-analysis that ldquoneuroticismrdquo was significant correlate of job
satisfaction followed closely by Conscientiousness and Extraversion Finally the
other two traits -Agreeableness and Openness to Experience displayed relatively weak
correlations with job satisfaction Nikolaou and Robertson (2001) in their study
found Neuroticism to be negatively correlated to job satisfaction whereas
agreeableness showed no relationship to job satisfaction and extraversion had a
statistically significant relationship The remaining two dimensions of the Big-Five
were also correlated to job satisfaction to a statistically significant level
Conscientiousness correlated positively to job satisfaction and openness to experience
negatively Furnham et al (2002) in two studies investigating the relationships
between personality traits and aspects of job satisfaction found that in both
the studies personality accounted for a small percentage of the total variance both in
importance ratings and in levels of job satisfaction They concluded that personality
90
does not have a strong or consistent influence either on what individuals perceive as
important in their work environment or on their levels of job satisfaction Thomas et
al (2004) conducted a study to investigate the relationship between job
characteristics personality and job satisfaction They concluded that personality had
neither a direct effect on satisfaction nor a moderating effect on the job
characteristics-job satisfaction relation Najafkhani (2007) in his research on relation
between personality traits and job satisfaction noted that there is a relationship
between job satisfaction and personality dimensions Although this relation is
negative for openness variable it is positive for extraversion However no
relationship was reported between job satisfaction and neuroticism agreeableness or
conscientiousness Lounsbury et al (2007) examined personality traits in relation to
job satisfaction They found openness and extraversion to be significantly related to
job satisfaction In a research by Matzler amp Renzl (2007) negative relationship was
revealed between neuroticism and job satisfaction and agreeableness was positively
associated with job satisfaction A study by Acuna et al (2009) analysed
the relationships between personality team processes task characteristics product
quality and satisfaction in software development teams They found that the teams
with the highest job satisfaction were precisely the ones whose members scored
highest for the personality factors agreeableness and conscientiousness Patrick
(2010) found significant positive relationship between extraversion and satisfaction
Significant negative relationship was found between neuroticism and job satisfaction
No significant relationship was found between agreeableness conscientiousness
openness and job satisfaction Husin (2011) in his research studied the correlation
effects between the big five personality traits and employees job satisfaction The
results indicated small positive and significant relationship between the big five
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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and Assessment 11 326 ndash 339
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Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Blau GJ (1985) A multiple study investigation of the dimensionality of job
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
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Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
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229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
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citizenship behaviors and job performance Journal of Organizational
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Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
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Edwards JR (1992) A cybernetic theory of stress coping and well-being in
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Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
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Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
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Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
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Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
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124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
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Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
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Goldberg LR (1990) An alternative Description of personality The Big-Five factor
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Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
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Green RG (1977) The psychologist and flying accidents Aviation Space and
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An ecological perspective on the correlates of positive and negative spillover
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Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
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125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
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Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
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Helton KT amp Street DR (1992) The five-factor personality model and naval
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Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
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Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
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Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
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human resources research Journal of Applied Psychology 83 139ndash149
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person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
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Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
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Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
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Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
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Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
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Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
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Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
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130
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remain Journal of Small Business Management 35(3) 39-67
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workaholic behavioral tendencies Journal of Organizational Change
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NajafKhani S (2007) Surrey relationship between personality characteristics and
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Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
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Psychology 10 (2) 16 ndash186
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131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
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OReilly CA and Roberts K H (1975) Individual differences in personality
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Organ DW amp Lingl A (1995) Personality satisfaction and organizational
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Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
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Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
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Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
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Salgado JF (2002) The big five personality dimensions and counterproductive
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125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
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Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
90
does not have a strong or consistent influence either on what individuals perceive as
important in their work environment or on their levels of job satisfaction Thomas et
al (2004) conducted a study to investigate the relationship between job
characteristics personality and job satisfaction They concluded that personality had
neither a direct effect on satisfaction nor a moderating effect on the job
characteristics-job satisfaction relation Najafkhani (2007) in his research on relation
between personality traits and job satisfaction noted that there is a relationship
between job satisfaction and personality dimensions Although this relation is
negative for openness variable it is positive for extraversion However no
relationship was reported between job satisfaction and neuroticism agreeableness or
conscientiousness Lounsbury et al (2007) examined personality traits in relation to
job satisfaction They found openness and extraversion to be significantly related to
job satisfaction In a research by Matzler amp Renzl (2007) negative relationship was
revealed between neuroticism and job satisfaction and agreeableness was positively
associated with job satisfaction A study by Acuna et al (2009) analysed
the relationships between personality team processes task characteristics product
quality and satisfaction in software development teams They found that the teams
with the highest job satisfaction were precisely the ones whose members scored
highest for the personality factors agreeableness and conscientiousness Patrick
(2010) found significant positive relationship between extraversion and satisfaction
Significant negative relationship was found between neuroticism and job satisfaction
No significant relationship was found between agreeableness conscientiousness
openness and job satisfaction Husin (2011) in his research studied the correlation
effects between the big five personality traits and employees job satisfaction The
results indicated small positive and significant relationship between the big five
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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l20PapersIneson20Elizabeth2pdf
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Bergman ME (2006) The relationship between affective commitment and
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Psychological Assessment Resources
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Daniel H Timothy A Judge amp David W (2002) The confounding role of
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satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
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De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
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Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
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Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
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Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
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remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
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Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
91
personality traits as a whole on employees job satisfaction Openness to experience
and extroversion portrayed a significant positive relationship on employees job
satisfaction In a recent research conducted by Zhai et al (2012) to examine the effect
of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB)
extraversion was found to be the strongest predictor of job satisfaction The study
conducted by Kappagoda (2013) indicated that the personality types of extraversion
agreeableness and conscientiousness of non-academic employees had significant
positive relationships with their job satisfaction Results further indicated that
neuroticism had significant negative association with job satisfaction Insignificant
relationships was reported between openness to experience and job satisfaction
Further a brief review of relationship of each of the Big Five traits with job
satisfaction is discussed below
221 Extraversion and Job Satisfaction
The review of literature on Big Five and job satisfaction truly make us
understand that the personality factors extraversion and especially neuroticism have
an indirect as well as a direct influence on job satisfaction DeNeve amp Cooper
(1998) noted that Extravert individuals are emotionally firm and sure thatrsquos why they
possess contented personality Meta-analysis by Connolly and Viswesvaran (2000)
demonstrated that extroverts are more likely to experience positive emotions and
these emotions will then lead to higher level of job satisfaction The research by
Judge et al (2002) indicated that individuals who are extroverted possess blissful
personality seem to perform well in sale customer service and managerial jobs tend
to do better in training programs and usually have higher levels of job and life
satisfaction Berg and Feij (2003) noted that extroverted employees have better
utilisation of their competencies than those with low extroversion hence enabling
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
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Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
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Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
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Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
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Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
92
them to achieve better work efficacy Soni (2003) noted that the employees who are
more stable and introverted tend to be more satisfied with achievement independence
as well as human and technical supervision at the work place It has also been
established that extraverted and sociable individuals in the organization are less
satisfied with human supervision Apart from few results most of the researchers
noted significant positive relationship between extraversion and job satisfaction
(Tokar and Subich 1997 Day et al 1998 Nikolaou and Robertson (2001)
Judge et al 2002 Najafkhani 2007 Lounsbury et al 2007 Patrick 2010
Husin 2011 Zhai et al 2012 Kappagoda 2013) In a recent research Shahamiri
and Namdari (2013) found significant positive correlation between job satisfaction
and introversion personality types but between extraversion personality types and
job satisfaction the relationship was negative and significant
222 Neuroticism and Job Satisfaction
As Magnus et al (1993) noted that Neurotic individuals experience more
negative life events than other individuals they would lead to diminished levels of job
satisfaction Brief et al (1995) found neuroticism to be the strongest negative
correlate of job satisfaction Judge et al (2002) also noted neuroticism to be the
strongest and most consistent correlate of job satisfaction Most researchers have
found neuroticism to be significantly negatively correlated with job satisfaction
(Tokar and Subich 1997 Connolly amp Viswesvaran 2000 Nikolaou and
Robertson 2001 Heller et al 2002 Judge et al 2002 Bowling et al 2006
Matzler amp Renzl 2007 Patrick 2010 amp Kappagoda 2013)
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Acuna ST Gomez M amp Juristo N (2009) How do personality team processes
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
between the Big Five personality dimensions and job performance Journal of
Applied Psychology 78 111-118
Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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performance and propensity to leave Journal of Personal Selling amp Sales
Management 14(2) 1-16
Becker HS (1960) Notes on the concept of commitment American Journal of
Sociology 66 32-40
Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
Traits Job Characteristics and Work Behaviors Internal Journal of Selection
and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
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Blau GJ (1985) A multiple study investigation of the dimensionality of job
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
93
223 Conscientiousness and Job Satisfaction
Conscientiousness seems to be another correlate (though weaker) of job
satisfaction Organ and Lingl (1995) argued that conscientiousness should be related
to job satisfaction because it represents a general work involvement tendency and thus
leads to a greater likelihood of obtaining satisfying work rewards both formal (eg
pay promotions) and informal (eg recognition respect feelings of personal
accomplishment) Indirectly the subjective well-being literature also suggests a
positive relationship between conscientiousness and job satisfaction (DeNeve amp
Cooper 1998) Judge and Iliesrsquos (2002) research indicates that conscientious
individuals exhibit a higher level of motivation and job satisfaction Few empirical
researchers reported a relationship between conscientiousness and job satisfaction
(eg Judge et al (2002) Nikolaou and Robertson (2009) Acuna et al (2009)
Kappagoda (2013)
224 Agreeableness and Job Satisfaction
McCrae and Costa (1991) argued that agreeableness should be related to
happiness because agreeable individuals have greater motivation to achieve
interpersonal intimacy which should lead to greater levels of well-being
Agreeableness individuals get along with co-workers in enjoyable ways (Organ and
Lingl 1995) which should lead to higher levels of job satisfaction Rhodes amp
Hammer (2000) stated that agreeableness is a reliable predictor of job satisfaction
However very few researchers have found relationship between agreeableness and job
satisfaction (Acuna et al 2009 Kappagoda 2013)
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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l20PapersIneson20Elizabeth2pdf
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worrying about significant life stressors Personality and Individual
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citizenship behaviors and job performance Journal of Organizational
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Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
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Edwards JR (1992) A cybernetic theory of stress coping and well-being in
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Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
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Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
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123
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Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
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Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
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Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
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George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
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Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
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Goldberg LR (1990) An alternative Description of personality The Big-Five factor
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Goldberg LR (1992) The development of markers for Big Five Factor Structure
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Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
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Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
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Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
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Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
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Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
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887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
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Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
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Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
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Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
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Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
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Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
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Lodahl TM and Kejner M (1965) The definition and measurement of job
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Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
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Personality and Individual Differences 35 1231-1239
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Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
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Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
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129
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232
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
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Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
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Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
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Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
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Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
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Salgado JF (1997) The five factor model of personality and job performance in the
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Salgado JF (2002) The big five personality dimensions and counterproductive
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Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
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Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
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mediated interpretations and the role of job relevance Canadian Journal of
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Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
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Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
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Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
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Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
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Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
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Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
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Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
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Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
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Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
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inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
94
225 Openness to Experience and Job Satisfaction
Openness to experience seems to be least associated with Job satisfaction
among other Big-Five traits Openness to experience is related to scientific and artistic
creativity (Feist 1998) divergent thinking low religiosity and political liberalism
None of these psychological states seem to be closely related to job satisfaction
Furthermore DeNeve and Cooper (1998) noted that ldquoopenness to experience is a
lsquodouble-edged swordrsquo that predisposes individuals to feel both the good and the bad
more deeplyrdquo rendering its directional influence on affective reactions like subjective
well-being or job satisfaction unclear Not much empirical research establishes this
relationship
23 PERSONALITY AND JOB INVOLVEMENT
In their study Rabinowitz et al (1977) referred personal and environmental
variables to determine job involvement whereas McKelvey and Sekaran (1977)
considered personal attributes to better predict job involvement (as cited in Liao and
Lee 2009) Sekaran and Mowday (1981) believed that job involvement is greatly
influenced by human psychological factors Individual is thought to own a certain
amount of desire or value and hence they tend to work harder or more involved in
their jobs in order to fulfil their demand or values Any changes in individualrsquos
possession of certain values or personal characteristics will drive their level of job
involvement to vary Diefendorff et al (2002) noted that job involvement and
employee happiness are positively correlated According to the study by Mudrack
(2004) most of the researches assume level of job involvement to be highly
dependent on the attribute of employee Freund (as cited in Hung 2008) viewed the
job involvement as a fixed variable which critically control the employeesrsquo working
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
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Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
95
attitude such as job satisfaction tendency to resignation and organisational
commitment Hung (2008) stated that job involvement is onersquos cognitive needsrsquo
fulfilment which assists him or her to work harder and boost up his or her
performance Liao and Lee (2009) noted that a higher degree of job involvement
among the members of an organisation is essential to enhance the organisational
effectiveness
Job involvement has been of immense interest to researchers and has been
related to various workplace variables There are numerous researchers across various
time periods who found that job involvement keeps the employees motivated (Blau
1986 Blau and Boal 1987 Bashaw and Grant 1994 McElroy et al 1995
Hackett et al 2001) There are several studies in which Job Involvement is linked to
absenteeism (Blau 1985 Farrell amp Stamm 1988 Shore et al 1990 Scott amp
McClellan 1990) and to turnover or intention to leave (Baba amp Jamal 1991
Huselid amp Day 1991) One of the most well presented correlations of job
involvement is job satisfaction (Shore et al 1990 Baba amp Jamal 1991) which
states that a person with high job involvement would exhibit a strong level of job
satisfaction
As regards the relationship of personality with job involvement is concerned
not much empirical evidence establishing relationship between Big Five personality
framework and job involvement is available Liao and Lee (2009) research
established the relationship between personality traits and job involvement They
found that neuroticism relates negatively to employee job involvement whereas
extroversion openness agreeableness and conscientiousness relate positively to it
Eswaran and Islam (2011) examined the relationship between the Big Five
Personality Dimensions and job involvement They found extroversion and
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
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Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
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Economics and Management 3(1) 22-36
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Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
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Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
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Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
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Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
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and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
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within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
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Morrison KA (1997) How franchise job satisfaction and personality affects
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Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
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experience and organizational commitment Journal of Research in
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Mount MK amp Barrick MR (1995) Manual for the personal characteristic
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Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
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NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
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Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
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OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
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Organ DW amp Lingl A (1995) Personality satisfaction and organizational
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Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
96
agreeableness to be significantly positively related to job involvement Neuroticism
conscientiousness and openness to experience were not found to be significantly
related to job involvement in their study Overall the findings established the
existence of a relationship between the Big Five personality dimensions and job
involvement although they were not very strong or extensive Agbor et al (2013)
investigated the relationship between Big Five personality traits and job involvement
of university lecturers in south east Nigeria The findings revealed that high scores
on conscientiousness and low scores on neuroticism were significant predictors of job
involvement The relationship of each of the Big Five traits and job involvement can
be best understood from the review of existing literature as under
231 Extraversion and Job Involvement
Extraversion is a prominent factor in personality psychology as evidenced by
its appearance in most personality measures and its significant role in the major
taxonomies of personality (Judge et al 1999) According to Berg and Feij (2003)
extroverts make better use of their competencies than do employees with low
extraversion which enables them to increase their self-efficacy which in turn leads to
better work efficacy and job involvement Smithikrai (2007) found a positive
relationship between extraversion and job success especially in jobs that require
interpersonal contacts Also Eswaran and Islam (2011) found that extraversion is
positively related to job involvement Considering these past and recent analyses and
research results extroversion should be viewed as one of the crucial factors in Big
Five personality model in identifying employeesrsquo level of job involvement
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
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Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
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Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
97
232 Neuroticism and Job Involvement
According to Barrick and Mount (1991) neurotic employees tend to create
negative opinions as they experience anxiety depression anger insecurity and worry
which tend to create negative opinions Individual with high neuroticism may lack
confidence and optimism hence probably will not perform his or her job with positive
attitudes In a study conducted by Suls Green amp Hillis (1998) 48 healthy adult
males were asked to keep detailed diaries of their problems and mood over their job
for an 8 - day period The result showed that those (males) who score high in
neuroticism reported having more frequent daily problems with their involvement in
their job and finding them to be more distressing than did men who scored low in
neuroticism Liao and Lee (2009) found a negative correlation between neuroticism
and psychoticism and job involvement However study by Eswaran and Islam
(2011) established that neuroticism was not related to job involvement All in all
researchers believed that neuroticism appears consistently negatively correlated with
job involvement
233 Conscientiousness and Job Involvement
According to Barrick and Mount (1991) conscientiousness is the ability of
individual to work hard and motivation to pursue goal accomplishment According to
Costa and McCrae (1991) conscientiousness personality dimension is constituted by
competence order self-discipline dutifulness achievement striving and deliberation
These descriptors are similar to the component of work commitment thus
conscientiousness has been found to be associated with work commitment Meta-
analytic studies suggest that conscientiousness is the most potent and consistent
correlate of job performance across all types of jobs and occupations (Barrick and
Mount 1991 Salgado 1997) Judge and Ilies (2002) research reveals that
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
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Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
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Goldberg LR (1990) An alternative Description of personality The Big-Five factor
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Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
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Green RG (1977) The psychologist and flying accidents Aviation Space and
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Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
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Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
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Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
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Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
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Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
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person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
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Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
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Mills LB and Huebner ES (1998) A prospective study of personality
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Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
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of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
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remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
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experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
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Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
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Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
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Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
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131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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OReilly CA and Roberts K H (1975) Individual differences in personality
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Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
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Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
98
conscientiousness is instrumental to peoplersquos work success as well as their motivation
to get along and their desire to be productive Li Lin and Chen (2007) noted that
employees scoring high on conscientiousness are more likely to believe that their
work has special meaning and thus they experience greater psychological attachment
to their jobs Liao ampLee (2009) amp Agbor et al (2013) reported positive significant
relationship between conscientiousness and job involvement
234 Agreeableness and Job Involvement
Individuals with high agreeableness prefer to maintain positive interpersonal
relationships and cooperate with others On the other hand according to Digman
(1990) and Costa and McCrae (1992) individual with low agreeableness can be
described as manipulative self-centered suspicious and ruthless (as cited in Zhao
2006) Barrick and Mount (1991) and Salgado (1997) noted that a high level of
agreeableness has a positive relationship with job involvement Bozionelos (2004)
believed that agreeableness is associated with altruism friendliness and modesty
while low agreeableness includes antagonism impression management and
selfishness Hence individuals who score low on agreeableness must be more
involved in their work because of their antagonistic and impression seeking nature
which must direct them towards seeking advancement and acknowledgment in their
work environment On the other hand because of their altruism modesty and good
nature individuals who score high on agreeableness prioritize relationships with
others over work and career success hence they are less likely to report high
involvement in their work However they further concluded that individuals who
score low on agreeableness may demonstrate the type of involvement in their work
that is detrimental to work performance such as they may be primarily involved in
informal network building as a means to advance their careers at the expense of
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
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Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
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Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
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Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
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Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
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Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
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Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
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Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
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Mount MK amp Barrick MR (1995) Manual for the personal characteristic
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Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
99
engaging in productive activities On the other hand because of their altruism and
modesty those who score high on agreeableness are probably less likely to view their
work as a means to satisfy ambitious needs and hence they are less involved in their
work However Liao amp Lee (2009) found a positive correlation between agreeable
personality and job involvement Also Eswaran Islam and Yusuf (2011) found that
agreeableness is positively related to job involvement
235 Openness to Experience and Job Involvement
Openness one of the least studied of the Big Five personality dimensions in
terms of job behaviour includes the ability to be imaginative unconventional
curious broadminded and cultured (Clarke and Robertson 2005) Most research
studies did not find any relationship between openness and job involvement
However Liao and Lee (2009) in their research noted positive relationship between
openness and job involvement
24 PERSONALITY AND ORGANISATIONAL COMMITMENT
Organizational commitment is one of the most investigated constructs in
organizational research It has become a highly researched job attitude in recent years
including several meta-analyses (Mathieu amp Zajac 1990 Meyer et al 2002
Cooper-Hakim amp Viswesvaran 2005) of commitment constructs However despite
being so well studied several aspects of this construct are underrepresented in the
body of research One deficiency in the research is the potential role of personality
characteristics as antecedents of commitment Studies of personality as it relates to
commitment are few and the results are mixed There are even fewer studies that
deal directly with the relation between the Big Five traits and commitment In the past
decade several researchers have pointed out the correlation between each dimensions
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
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Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
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Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
100
of five factor personality model and organizational commitment (Erdheim et al
2006 Kumar amp Bakhshi 2010 and Chandel et al 2011) Lots of researchers have
only considered the affective component of the commitment because affective
commitment has been considered as the best predictor of individual performance In
a study conducted by Naquin amp Holton (2002) the variables neuroticism
conscientiousness as well as agreeableness show a relation to the variable affective
commitment Generally it can be said that the personality factors extraversion and
especially neuroticism have an indirect as well as a direct influence on affective
commitment In elaborating upon their three-component model of OC Meyer et al
(2002) denoted a variable labelled ldquoPersonal Characteristicsrdquo as the only variable that
influences all three OC sub-components Personal Characteristics are understood to
include personality as a disposition variable Camilleri (2002) in his research on
ldquosome antecedents of organisational commitmentrdquo noted that degree of OC is
dependent on the personality of the individual Erdheim et al (2006) explored the
linkages between the five-factor model of personality and organizational commitment
using a field sample Results indicated that Extraversion was significantly related to
affective commitment continuance commitment and normative commitment
Neuroticism Conscientiousness and Openness to Experience were all significantly
related to continuance commitment Lastly Agreeableness was significantly related to
normative commitment The findings of Barbara Hoffmann et al (2007) study
support the relationship between personality and affective commitment Chandel et
al (2011) noted significant relationship between personality traits and organisational
commitment Extraversion was found to be negatively associated with continuance
commitment and positively associated with normative commitment Correlation
between Neuroticism and organizational commitment varied for three components of
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
101
organizational commitment Correlation between Neuroticism and Affective
Commitment was found to be significantly negative and correlation between
Neuroticism and continuance commitment was reported to be significantly positive
while with normative commitment it was found negative (non significant) Further
conscientiousness displayed positive significant relationship with continuance
commitment while non significant relations with affective and normative
commitments Panaccio amp Vandenberghe (2012) also conducted a study to explore
the relationship between personality variables and commitment Extraversion and
agreeableness were positively related to affective normative and continuance
commitment via enhanced positive affect Agreeableness was also positively linked to
affective commitment and negatively associated with continuance-alternatives
commitment through reduced negative affect Finally neuroticism was negatively
linked to affective commitment and positively related to continuance-alternatives
commitment through increased negative affect The research conducted by
Daneshfard (2012) on relation between personality characteristics and organisational
commitment observed significant correlation between agreeableness and neuroticism
characteristics of managers and employeesrsquo organizational commitment No
significant correlation was found between extraversion and responsibility
characteristics of managers and employeesrsquo organizational commitment Further
reverse correlation between flexibility characteristics of managers and organizational
commitment of employees was found In a recent study Kappagoda (2013) explored
the relationship of Big Five and organisational commitment among school teachers
The results of the study indicated that extraversion agreeableness and
conscientiousness had a significant positive relationship with organizational
commitment Results further indicated that neuroticism and openness to experience
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
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Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
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number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
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Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
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Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
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Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
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characteristics occupational stressors and burnout among school psychology
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Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
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130
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Morrison KA (1997) How franchise job satisfaction and personality affects
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Mount MK amp Barrick MR (1995) Manual for the personal characteristic
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Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
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NajafKhani S (2007) Surrey relationship between personality characteristics and
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Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
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Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
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OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
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Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
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Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
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Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
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Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
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mediated interpretations and the role of job relevance Canadian Journal of
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Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
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Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
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3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
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Smither JW London M amp Richmond KR (2005) The relationship between
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longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
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Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
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Soni TJ (2003) The relationship between the big five personality dimensions and
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Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
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Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
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134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
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Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
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Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
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Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
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Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
102
had insignificant negative association with organizational commitment Next section
provides overview of relationships of each of Big Five traits with organisational
commitment
241 Extraversion and Organisational Commitment
Watson and Clark (1997) stated that those high in extraversion experience
higher affective commitment than those who are less extraverted because extroverts
exhibit positive emotionality As a result they strongly identify the goals of the
organization and desire to remain in the organization They further noted that
Extravert individuals tend to express themselves in positive emotions In general
extraverts have better relations with peers than introverts which may result into better
career options Extraverts believe that their extraordinary service by providing
congenial social environment may enhance the psychological contract with the
organization (Erdheim et al 2006) Researches by Erdheim et al 2006 and Gelade
et al 2006 further support the reasoning that those high in extraversion should have
higher affective commitment than those who are less extraverted Zimmerman
(2008) stated that due to their tendency to be more socially active individuals high in
extraversion may develop more social contacts than those low in this dimension They
tend to build more networks of contacts at other organizations These social networks
in turn could help extraverts to develop more alternate employment opportunities than
introverts Since continuance commitment will be related to an employeersquos
perceptions of viable alternatives once employees find they have more employment
alternatives the continuance commitment of such employees to their organization will
be weaker Empirical researches support the relationship between Extraversion and
Organisational Commitment (Naquin and Holton 2002 Erdheim Wang amp
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
103
Zickar 2006 Chandel Sharma amp Bansal 2011 Panaccio amp Vandenberghe
2012 and Kappagoda (2013)
242 Neuroticism and Organisational Commitment
Neuroticism is a prominent trait in personality psychology as evidenced by its
appearance in nearly every measure of personality (Costa amp McCrae 1988b Judge
et al 1999) Magnus et al (1993) noted that neurotic individuals have a tendency to
experience more negative life events than other individuals Meyer amp Allen (1997)
stated that neuroticism associates with continuance commitment which may develop
out of an employeersquos fear of the costs linked with leaving his or her current position
According to Furnham et al (1999) neurotics are more powerfully motivated by and
attracted to hygiene factors such as job security (permanent job) benefits (good
vacation sick leave etc) pay (the amount of money that is paid) and work conditions
(comfortable and clean) They reasoned that employees will stay with the
organization because of the ldquoside betrdquo they have invested in the organization which
could be in the form of remuneration specificity of skills work security and work
friends and would be lost if they decided to leave Naquin and Holton (2002) found
neuroticism to be significantly and negatively associated with affective commitment
Bozionelos (2004) noted that neuroticism entails attributes such as pessimism
excessive worry low confidence and tendencies to experience negative emotions He
stated that because of their essentially negative nature neurotic individuals are more
likely to develop negative attitudes and behaviours towards their work Similarly
Gelade et al (2006) found that affective commitment was higher in nations where
neuroticism was lower Also employees who score high in neuroticism are expected
to have higher continuance commitment Erdheim et al (2006) and Chandel et al
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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l20PapersIneson20Elizabeth2pdf
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Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
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Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
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Job Involvement in Foreign Based Financial Institutions in Malaysia
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Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
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Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
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Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
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predict job satisfaction Personality and Individual Differences 33 1325-
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Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
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commitment Effect of economy product of personality or consequence of
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differences and behaviour in organizations (pp 145ndash171) San Francisco
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Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
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Goldberg LR (1992) The development of markers for Big Five Factor Structure
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Goldberg LR (1993) The structure of phenotypic personality traits American
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Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
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Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
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Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
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Psychology 76 380-391
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Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
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887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
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job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
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Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
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Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
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Lodahl TM and Kejner M (1965) The definition and measurement of job
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Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
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Personality and Individual Differences 35 1231-1239
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Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
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Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
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129
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232
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
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Replicated factor structure in peer nomination personality ratings Journal of
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Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
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Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
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Salgado JF (1997) The five factor model of personality and job performance in the
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Salgado JF (2002) The big five personality dimensions and counterproductive
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Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
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Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
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Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
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Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
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Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
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Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
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longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
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Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
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Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
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Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
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Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
104
(2011) reported significant correlation between neuroticism and continuous
commitment
243 Conscientiousness and Organisational Commitment
Wiener (1982) believed that normative commitment is a natural tendency for
conscientious people Deci amp Ryan (2000) stated that Conscientiousness could be
related to the development of affective commitment through achievement orientation
Conscientious people tend to be achievement oriented which is consistently rewarded
in the workplace Further highly conscientious people are careful responsible and
thorough and hence would be more hesitant to leave a job because of perceived costs
and thus more likely to develop continuance commitment According to Ciavarella et
al (2004) the dimensions of conscientiousness (dependability industriousness and
efficiency) are the predictors of persevering hardworking and achievement oriented
people Hence conscientiousness may enhance the level to which employees are
involved in their organization by engaging with their job thus they would be more
affectively committed to organization Empirical findings by Naquin amp Holton
(2002) Erdheim et al (2006) Matzler amp Renzl (2007) also established a positive
relationship between conscientiousness and affective component of organisational
commitment
244 Agreeableness and Organisational Commitment
Theoretical as well as empirical findings suggest a positive relationship
between agreeableness and affective commitment Morrison (1997) reported
agreeableness to be significantly correlated with overall organizational commitment
Similar to this Naquin and Holton (2002) found a modest relationship between
agreeableness and affective commitment Interestingly in a research conducted by
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Acuna ST Gomez M amp Juristo N (2009) How do personality team processes
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
Five Personality Traits and Job Involvement An Investigation of University
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
between the Big Five personality dimensions and job performance Journal of
Applied Psychology 78 111-118
Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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performance and propensity to leave Journal of Personal Selling amp Sales
Management 14(2) 1-16
Becker HS (1960) Notes on the concept of commitment American Journal of
Sociology 66 32-40
Beehr TA Newman JE (1978) Job stress employee health and organizational
effectiveness a facet analysis model and literature review Personnel
Psychology 31 665-699
Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
Traits Job Characteristics and Work Behaviors Internal Journal of Selection
and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
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Blau GJ (1985) A multiple study investigation of the dimensionality of job
involvement Journal of Vocational Behavior 27 19-36
Blau GJ (1986) Job involvement and organizational commitment as interactive
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584
Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
105
Chu Cui (2010) on Chinese employees among Big Five traits only agreeableness
was found to be significantly related to employeesrsquo affective commitment The
researcher further mentioned that agreeableness is viewed as an interpersonal factor
that focuses on the quality of relationships through cooperation and trust As
agreeableness helps to build pleasant and satisfying relationship with other
employees it links to emotional warmth and may encourage an employeersquos social
identity with their work environment encourages their sense of belongingness and
identification with values and goals Erdheim et al (2006) Panaccio amp
Vandenberghe (2012) Daneshfard (2012) and Kappagoda (2013) reported a
significant relationship between agreeableness and organisational commitment
245 Openness to Experience and Organisational Commitment
Previous studies have not revealed encouraging or definitive evidence on the
relationship between openness and work-related attitudes Openness has been found
to show a very weak correlation with occupational outcomes (Barrick amp Mount
1991 Matzler amp Renzl 2007 Abu Elanain 2008) According to McCrae amp John
(1992) individuals who are high in openness to experience have a need for variety
aesthetic sensitivity and unconventional values They could be disposed to seek out
work experiences that foster creativity and imagination When a workplace allows for
this opportunity these individuals could develop both affective and normative
commitment because of these conditions Individuals who are high in openness to
experience would not theoretically be likely to develop continuance commitment
because of the conformist nature of this construct DeNeve and Cooper (1998)
explained that ldquoopenness is a double-edged sword that predisposes an individual to
feel both the good and the bad more deeply leaving its directional influence on
affective reactions like affective commitment unclearrdquo However openness has been
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
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Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
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Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
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Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
106
found to be positively related to career search (Boudreau et al 2001) and turnover
(Salgado 2002) These negative behaviours seem to have effect on employeersquos
continuance commitment Lounsbury et al (2003) found that openness to
experience individuals are more likely to expend time and effort to finish projects
meet deadlines and are more productive Therefore it is reasonable to predict that
openness is likely to influence the employeesrsquo affective commitment Maertz and
Griffeth (2004) argued that individuals high in openness would value changing jobs
and thereby are more likely to leave an organization Erdheim et al (2006) found
that such employees are normally average in affective commitment Zimmerman
(2008) reasoned that an open individual may approach turnover from a positive
perspective such as obtaining more experience and personal growth Thus if
employees believe that more alternatives are available their continuance commitment
will be decreased However little empirical evidence on the existence of this
relationship could be found
25 PERSONALITY AND WORK-FAMILY CONFLICT
The studies by Frone et al (1992) Hughes amp Galinsky (1994) Thomas amp
Ganster (1995) Kinnunen amp Mauno (1998) Kossek amp Oseki (1998) Perrewe et
al (1999) have indicated that workndashfamily conflicts are associated with diminished
satisfactions and lower levels of psychological well-being Adams et al (1996) found
that WFC negatively impacts family marital and life satisfaction Though some
researchers have tended to focus on work variables (eg job involvement number of
hours worked job stress) the influence of individual differences have been neglected
in the literature Even fewer is the research on role of personality in predicting WFC
Carlson (1999) noted that dispositional variables such as personality do indeed have
a significant effect on WFC above and beyond situational variables Two people may
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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l20PapersIneson20Elizabeth2pdf
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Bergman ME (2006) The relationship between affective commitment and
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Psychological Assessment Resources
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Daniel H Timothy A Judge amp David W (2002) The confounding role of
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satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
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De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
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Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
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Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
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Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
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remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
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Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
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Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
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Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
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of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
107
experience the same objective work or family situation (eg same number of hours at
work same level of job involvement) yet differ in their experience of WFC That is
though their objective experience is the same onersquos personality may influence how he
or she perceives the situation resulting in different experiences of WFC Noor (2003)
reported that while work-related variables explained for the most variance in WIF
conflict personality variables accounted for the most variance in FIW conflict Also
those with high neuroticism scores and low extraversion scores appear to be less able
to prevent family matters intruding into the workplace Bruck and Allen (2003)
conducted a study on working employees at a university The results demonstrated
that different aspects of WFC related to different personality indicators Negative
affectivity was the dispositional variable that was most consistently related to the
various types of conflict Additionally agreeableness related to time-based conflict
and conscientiousness related to family interfering with work conflict Wayne et al
(2004) used a national random sample (N= 2130) to investigate the relationship
between each of the big five personality traits and conflict and facilitation between
work and family roles They found that Conscientiousness was related to lower levels
of WFC Neuroticism was related to higher levels of WFC and extraversion was not
significantly related to WFC Smoot (2005) conducted a study to explore a model of
work-family conflict that included personality and coping with a sample of university
faculty Several personality traits were significantly correlated with various other
variables in the study There was a significant and positive relationship between
extraversion and problem-focused coping and a negative relationship between
extraversion and WFC There was a significant negative relationship between
conscientiousness and WFC whereas both neuroticism and openness to experience
were found to be positively related to WFC Malekiha et al (2012) examined the
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Blau GJ (1985) A multiple study investigation of the dimensionality of job
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
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Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
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229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
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124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
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Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
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Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
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Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
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Green RG (1977) The psychologist and flying accidents Aviation Space and
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Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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An ecological perspective on the correlates of positive and negative spillover
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126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
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Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
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Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
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Helton KT amp Street DR (1992) The five-factor personality model and naval
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Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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Hung LM (2008) Research on How Training Influences Administrative Staff Job
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Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
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Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
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Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
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Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
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Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
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130
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remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
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NajafKhani S (2007) Surrey relationship between personality characteristics and
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Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
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Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
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Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
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131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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OReilly CA and Roberts K H (1975) Individual differences in personality
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Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
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understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
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Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
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Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
108
relationship between work-family conflict and Big Five personality traits Results
showed that extraversion was not related to both directions of conflict whereas
neuroticism was related to both directions of conflict Conscientiousness was the only
other personality trait related to both directions of conflict such that person higher in
conscientiousness experienced less WFC and FWC despite the fact that
conscientiousness individuals are likely to work hard to achieve their goals in both
domains which could increase the opportunity for conflict No other personality traits
besides conscientiousness and neuroticism were related to FWC Despite this limited
amount of research several predictions can be made based on what is known about
relationship of each of traits and WFC separately
251 Extraversion and Work Family Conflict
Rusting amp Larsen (1998) stated that Individuals scoring high on Extraversion
have been shown to experience more positive affect in their lives than introverts do
and therefore may perceive the influences of their work and family roles more
positively than negatively Mischel amp Shoda (1999) mentioned that the positivity and
energy of extraverts likely results in less strain and fewer time pressures and are hence
predicted to experience less conflict People high on Extraversion may perceive these
situations as less conflicting than someone who scores lower on extraversion does
Extraversion has also been related to the use of social support indicating that
individuals high on Extraversion may have more social support networks helping to
buffer conflict between roles Bruck and Allen (2003) reported null findings among
their sample of 164 university employees They did not found any significant
correlation between extraversion and WFC Smoot (2005) reported a negative
relationship between extraversion and a general measure of WFC Though certain
researchers could not establish relationship between extraversion and WFC overall
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Becker HS (1960) Notes on the concept of commitment American Journal of
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and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
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Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
109
the literature supports the notion that individuals high on extraversion tend to report
lower levels of work-family conflict Moreover by focusing on the positive aspects of
situations they may perceive situations as less stressful
252 Neuroticism and Work Family Conflict
As noted by Rusting amp Larsen (1998) people who score higher on
neuroticism are more likely to experience negative affect in general than the people
scoring lower on neuroticism
Zellars et al (1999) stated that when a person high on neuroticism
experiences time constraints strain in a role or behaviour changes they are more
likely to exaggerate these conflicts Various empirical researches also support the
existence of relationship between neuroticism and work family conflict Stoeva et al
(2002) stated that characteristics of neurotic individuals such as anxiety insecurity
defensiveness tension and worry may lead them to experience more job and family
stress which in turn increases the degree of conflict experienced Neurotics spend time
worrying or focusing on negative affect and may be left with less time available to
accomplish work and family tasks They experience more stress and are bad at
efficient utilisation of time which might be another reason for such individuals to
experience high degree of conflict Bruck amp Allen (2003) found neuroticism to be
significantly positively correlative with WFC whole WIF FIW time-based WFC and
stress-based WFC Noor (2003) found that neuroticism had a direct positive effect on
distress it also influenced well-being indirectly via workndashfamily conflict Study
conducted by Wayne et al (2004) also indicated that neuroticism is significantly
positively correlative with WIF and FIW As stated by Smoot (2005) individuals
high on neuroticism are more likely to perceive their life situations negatively and
then behave accordingly Because negative affectivity is positively related to WFC it
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Acuna ST Gomez M amp Juristo N (2009) How do personality team processes
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
Five Personality Traits and Job Involvement An Investigation of University
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Applied Psychology 78 111-118
Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Beehr TA Newman JE (1978) Job stress employee health and organizational
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Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
Traits Job Characteristics and Work Behaviors Internal Journal of Selection
and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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Blau GJ (1985) A multiple study investigation of the dimensionality of job
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Blau GJ (1986) Job involvement and organizational commitment as interactive
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
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Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
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124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
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Green RG (1977) The psychologist and flying accidents Aviation Space and
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Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
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organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
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Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
110
is likely that neuroticism will be also The negative perceptions that individuals high
on Neuroticism experience should lead them to experience higher levels of WFC
because of their sensitivities to conflicts Andreassi (2006) found out that the relation
of neuroticism and WIF is higher than that of neuroticism and FIW Blanch and
Aluja (2009) noted that neuroticism was the most predictive variables of work
interference with family (WIF) and family interference with work (FIW)
253 Conscientiousness and Work Family Conflict
As far as the relationship between conscientiousness and WFC is concerned
Goldberg (1992) stated that careful planning effective organization and efficient
time management on the part of conscientious individuals may allow an individual to
accomplish more in the time available which should reduce incompatible time
pressures and also possibly reduce stress and strain thereby reducing conflict In a
study conducted by Kinnunen et al (2003) FIW and conscientiousness were found to
be negatively related However that study also did not found a significant relationship
between WIF and conscientiousness as was in case of study conducted by Bruck amp
Allen (2003) They conducted a systematic study to gauze this relationship and found
that conscientiousness is not significantly correlative with the three types of WFC
And the same time they also found that conscientious people experience less FIW
Probably conscientiousness-related plan and organization skill could help them to
avoid FIW Shafirorsquos (2004) research showed that conscientiousness is correlated
with the following four types of conflict time-based FIW stress-based FIW
behavior-based WIF and FIW Conscientiousness has been proposed to lead to high
involvement in both work and family roles due to the fact that it involves being
thorough persevering and efficient Although people who are conscientious are more
involved in their roles they are also more organized and better at planning They may
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
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Becker HS (1960) Notes on the concept of commitment American Journal of
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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584
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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25 spring
Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
Commerce IT and Management 1(3) 19-24
Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
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Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
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Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
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Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
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Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
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134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
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136
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Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
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Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
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Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
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Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
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135
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Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
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Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
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Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
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Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
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Psychology 61 309-348
111
be better than non-conscientious people at balancing the time and energy they have to
spend in their work and family roles Therefore it seems that highly conscientious
people will experience less WFC This prediction is consistent with Wayne et al
(2004) findings Wayne (2004) claimed that highly conscientious people experience
comparatively low WIF and FIW They found that conscientiousness was negatively
related to both WIF and FIW using a national random sample (N=2130) Although
the correlation between FIW and conscientiousness was slightly higher than that of
WIF and conscientiousness they were both significant Additionally Smoot (2005)
reported a negative relationship between a general measure of WFC and
conscientiousness We can thus note that researchers examining conscientiousness as
an antecedent to work-family conflict have generally reported a negative relationship
254 Agreeableness and Work Family Conflict
Bruck and Allen (2003) noticed that agreeableness has significantly negative
correlation with WFC whole WIF FIW time-based WFC and stress-based WFC
Wayne et al (2004) also found that agreeableness has significantly negative
correlation with WIF but not significant with FIW Smoot (2005) stated that
agreeable people may be so intent on pleasing others that they place a lot of
importance on all the roles in their lives trying to please both people at work
(supervisors co-workers) as well as their family Thus more importance placed on all
roles makes it less likely that they will be able to accomplish all goals and
responsibilities associated with each role Because they are not able to fulfil
responsibilities agreeable people may experience more strain associated with their
roles They may be trying to please others associated with their roles and spend more
time on those roles thus enhancing the time-based conflict they experience as well
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Bergman ME (2006) The relationship between affective commitment and
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
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Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
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Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
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Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
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Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
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Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
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Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
112
Not much of the empirical researches supported a significant relationship between
Agreeableness and WFC
255 Openness to Experience and Work Family Conflict
Openness to experience is characterized by intelligence unconventionality
imagination curiosity creativity and originality (Mischel amp Shoda 1999) Much
less is known about the relationship of openness with conflict Bruck and Allen
(2003) Wayne et al (2004) Malekiha et al (2012) and many others did not report
any significant correlation between openness to experience and work family conflict
However Smoot (2005) found that Individuals who scored high on Openness also
experienced higher levels of WFC than those who scored low on Openness Smoot
further stated that the characteristics of open to experience people like imagination
being unconventional and intelligent could perhaps lead them to be more involved in
their careers and therefore less available for their family role which may increase
Work Family Conflict
Frone et al (1992) Hammer et al (1997) and Lundberg et al (1994) found
that although both men and women may experience workndashfamily conflict women
have reported more conflict than men due to women spending more combined time on
work and family activities Among other personality traits the relationship between
neuroticism and WFC has received the most support (eg Bruck amp Allen 2003
Smoot 2005 Wayne et al 2004 Andreassi 2007 Bryant 2009) Despite some
inconsistencies in the literature several researchers have reported significant
associations between conscientiousness extraversion and work-family conflict (eg
Grzywacz amp Marks 2000 Kinnunen et al 2003 Bruck amp Allen 2003 Wayne et
al 2004 Andreassi 2007 Andreassi amp Thompson 2007)
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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Agbor SN Nwankwo BE Iroegbu M Obi TC amp Agu SA (2013) The Big
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Andreassi JK amp Thompson C A (2007) Dispositional and situational sources of
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Angle HL amp Lawson HB (1994) Organizational commitment and employees
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Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
performance a meta-analysis Personnel Psychology 44 1-26
Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
between the Big Five personality dimensions and job performance Journal of
Applied Psychology 78 111-118
Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
commitments their relationships with personal characteristics job
performance and propensity to leave Journal of Personal Selling amp Sales
Management 14(2) 1-16
Becker HS (1960) Notes on the concept of commitment American Journal of
Sociology 66 32-40
Beehr TA Newman JE (1978) Job stress employee health and organizational
effectiveness a facet analysis model and literature review Personnel
Psychology 31 665-699
Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
Traits Job Characteristics and Work Behaviors Internal Journal of Selection
and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
Management Review 12(2)288-300
Blau GJ (1985) A multiple study investigation of the dimensionality of job
involvement Journal of Vocational Behavior 27 19-36
Blau GJ (1986) Job involvement and organizational commitment as interactive
predictors of tardiness and absenteeism Journal of Management 12 (4) 577-
584
Bolger N amp Zuckerman A (1995) A framework for studying personality in the
stress process Journal of Personality and Social Psychology 69 (5) 890-902
Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
years prospective analysis of the dispositional approach to work attitudes
Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
and Human Decision Processes 62 55-62
Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
an Information Systems Public Sector Organisation Bank of Valletta Review
25 spring
Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
Commerce IT and Management 1(3) 19-24
Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
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Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
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52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
113
26 PERSONALITY AND OCCUPATIONAL STRESS
Stress is an important psychological concept that can affect health well-being
and job performance in negative dimensions (Mojoyinola 1984 amp Olaleye 2002)
Lazarus (1966) conceived stress to be a threat of anticipation of future harm either
physical or psychological events that lower an individualrsquos self-esteem Several
researchers have examined a link between pilot personality and stress and accidents
(Reinhardt 1966Christy 1975 Green 1977) Personality inadequacies in coping
with stress seem to result in some form of flying impairment especially when coupled
with affective stress (Yanowitch 1977) Ursano (1980) noted that personality
differences are important determinants of how an individual reacts to role conflict
The typical personality of a pilot may not be an optimum one for handling emotional
problems since heshe is a person who typically denies his her emotional life and may
possess inadequate strategies for coping with emotional situations Researchers offer a
range of frameworks linked to personality and the stress that a person experience
Bolger and Zuckerman (1995) framework pictures illustrate how personality affects
both the display and reactivity to stress health and physiological results Edwards
(1992) suggested a cybernetic framework that links personality with other variables to
understand the work stress This framework specifies that individual characteristics
(such as age) personality factors and environment all play a role each interacting
systemically Studies by Wilson et al (1990) Cooper et al (1994) and Davey
(1994) have provided evidence that individual personality traits play substantial roles
in occupational stress The negative effects of occupational stress include impaired
performance or a reduction in productivity diminishing levels of customer service
health problems absenteeism turnover industrial accidents alcohol and drug use and
purposefully destructive behaviours (Wright amp Smye 1996 Quick et al 1997)
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Adams GA King LA amp King DW (1996) Relationships of job and family
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118
Andreassi JK (2006) The role of personality and coping in work-family conflict
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Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
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Becker HS (1960) Notes on the concept of commitment American Journal of
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and Assessment 11 326 ndash 339
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
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584
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Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
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Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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25 spring
Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
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and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
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Salgado JF (2002) The big five personality dimensions and counterproductive
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133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
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Smither JW London M amp Richmond KR (2005) The relationship between
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longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
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Soni TJ (2003) The relationship between the big five personality dimensions and
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134
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Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
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Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
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Tokar DM amp Subich LM (1997) Relative contributions of congruence and
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135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
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Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
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Williams LJ Gavin MB amp Williams ML (1996) Measurement and
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Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
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Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
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Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
114
Hart (1999) developed a model for relation between personality and work
non work and life satisfaction It was found that job satisfaction and non-work
satisfaction made independent contributions to overall life satisfaction but there was
no significant relationship between work experiences and non-work satisfaction nor
between non-work experiences and job satisfaction These findings support a
segregation model rather than a spill-over model of the links between the work and
non-work domains of employees lives Moreover the total effects showed that life
satisfaction was determined in order of importance by non-work satisfaction
neuroticism non-work hassles job satisfaction non-work uplifts extraversion work
hassles and work uplifts As stated by Jones and Bright (2001) Occupational stress
is associated with increases in negative work-related outcomes such as job
dissatisfaction ill-health absenteeism higher turnover and lower productivity Flaa
et al (2007) stated that Stress reactivity is dependent on different personality traits
without any single trait being clearly dominant Though several researchers have
linked personality with burnout and stress coping strategies very few studies have
investigated the role of Big Five factors in work stress and even fewer studies have
examined the independent effects of each of the five factors individually on work
stress
In the occupational stress literature among other Big Five traits there has
been considerable interest in the role of neuroticism (also known as dispositional
negative affectivity) and to a lesser extent extraversion but there has been very little
interest in the role of openness agreeableness and conscientiousness Fontana amp
Abouserie (1993) used Esyenck model to examine this relationship and found high
degree of correlation between stress and neuroticism introversion and psychoticism
Jamal and Preena (1998) conducted study on job stress and employee well-being
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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l20PapersIneson20Elizabeth2pdf
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Bergman ME (2006) The relationship between affective commitment and
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
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Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
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Christy RL (1975) Personality factors in selection and flight proficiency Aviation
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Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
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Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
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Management Journal 47(1) 41-58
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Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
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(10)
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
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Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
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232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
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Organizational commitment and job performance Its the nature of the
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Salgado JF (1997) The five factor model of personality and job performance in the
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Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
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Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
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135
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Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
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individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
115
among airline personnel in an asian developing country They found Job stress to be
significantly related to organizational commitment and job satisfaction Cano-Garcia
et al (2005) research reveals the role of personality and contextual variable in stress
Grant amp Langan-Fox (2007) investigated the role of the big five traits in the
occupational stressor-strain relationship Direct mediated and moderated effect
models were used to investigate whether the big five affect strain directly
(independently of stress) indirectly (via stress and coping) or interactively with
stress Personality stress coping and strain variables were measured and analyzed
with path analysis and hierarchical regression The neuroticism-physical strain
relationship was partially mediated by perceived role conflict and substance use and
the neuroticism-psychological strain relationship was mediated by perceived stress
Extraversion had a direct positive effect on physical and psychological strain and
there was preliminary support for a moderating role of conscientiousness in the
perceived stressor-strain relationship Agreeableness and openness were unrelated to
strain Leo Jeeva and Chandramohan (2008) in their study on stressors and stress
coping strategies among civil pilots found most of the pilots understudy to be
suffering from mild to moderate level of stress Ozutku and Altindis (2011)
investigated the effect of personality and other elements on work stress among
Turkish health care professionals The results of correlation analysis showed that
extraversion was negatively linked with work stress and neuroticism was positively
linked with work stress The results of regression analysis revealed that neuroticism as
a personality factor gender as a personal characteristic and position variables as a
work environment were the predictors of work stress In a recent study on ldquoBig Five
Personality traits - a tool for managing stressrdquo conducted by Subburaj et al (2012)
personality traits were found to predict occupational stress Occupational stress was
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
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Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
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Occupational settings Journal of Occupational and Organizational
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Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
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Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
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Daneshfard K (2012) The relation between managers personality characteristics and
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Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
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Goldberg LR (1993) The structure of phenotypic personality traits American
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Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
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Green RG (1977) The psychologist and flying accidents Aviation Space and
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Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
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Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
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125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
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Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
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Helton KT amp Street DR (1992) The five-factor personality model and naval
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Hughes DL amp Galinsky E (1994) Gender job and family conditions and
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Hulin CL (1991) Adaptation persistence and commitment in organizations In
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effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
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and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
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Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
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Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
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Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
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Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
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Kinnunen U Vermulst A Gerris
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and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
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Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
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Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
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Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
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Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
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big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
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Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
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Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
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Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
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McCrae RR amp John OP (1992) An introduction to the five-factor model and its
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Replicated factor structure in peer nomination personality ratings Journal of
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Organ DW amp Lingl A (1995) Personality satisfaction and organizational
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Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
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Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
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Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
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Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
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Salgado JF (1997) The five factor model of personality and job performance in the
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Salgado JF (2002) The big five personality dimensions and counterproductive
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Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
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Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
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Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
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mediated interpretations and the role of job relevance Canadian Journal of
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Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
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Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
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Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
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Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
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Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
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Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
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Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
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Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
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Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
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482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
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Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
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25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
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in the work-family experience Relationships of the big five to work-family
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of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
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Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
116
found to be significantly correlated with extraversion openness agreeableness
conscientiousness and neuroticism The researchers further noted that personality
traits have more predicted power than any other contextual variables Rai and
Kumar (2012) investigated the relationship between five factor model of personality
and role stress (role overload role ambiguity and role conflict) among middle level
managers working in public and private manufacturing organizations They found
neuroticism to be positively correlated with all dimensions of role stress ie role
overload role ambiguity and role conflict Agreeableness was negatively correlated
with role ambiguity and overall stress Conscientiousness was negatively correlated
with role ambiguity role conflict and overall stress Results of hierarchical regression
analysis concluded neuroticism to be the significant predictor of role stress along
with its dimensions Garbarino et al (2013) studied the relationship of big five traits
with work related stress in special force police officers The results indicated that
some personality traits of the five-factor model were associated with stress levels and
stress reactivity Neuroticism (low emotional stability) showed the strongest
associations with job strain and was associated with most of the stress variables High
agreeableness was associated with low effortreward imbalance
Because of the paucity of research in this area it is difficult to make prediction
regarding the relationship of each of big five traits and occupational stress However
from the above discussion it seems that neuroticism is the strongest correlate of
occupational stress As neuroticism has been referred to as a mood-dispositional
dimension that reflects a personrsquos tendency to experience negative emotions it is not
surprising therefore that strong relationships have also been found between
neuroticism and other variables such as coping negative work experiences (ie
stressors) and various indices of psycho- logical distress (eg Hart et al 1995)
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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l20PapersIneson20Elizabeth2pdf
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Bergman ME (2006) The relationship between affective commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
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Bolger N amp Zuckerman A (1995) A framework for studying personality in the
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Bozionelos N (2004) The big five of personality and work involvement Journal of
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Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
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Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
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Bryant Rebecca H (2009) Personality and work-family conflict The mediational
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Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
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Carlson DS (1999) Personality and role variables as predictors of three forms of
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Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
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Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
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101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
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Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
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Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
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Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
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citizenship behaviors and job performance Journal of Organizational
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Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
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Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
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Mills LB and Huebner ES (1998) A prospective study of personality
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Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
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of personality theory and research Guilford New York NY pp197-218
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Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
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Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
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Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
117
Ozutku amp Altindis (2011) Subburaj et al (2012) Rai amp Kumar (2012) observed
significant positive relationship between neuroticism and stress Further research has
shown that extraversion is significantly related to occupational stress (Fontana amp
Abouserie 1993 Hart et al 1995 George 1996 Mills amp Huebner 1998 Hart
1999 Cano-Garcia et al 2005 Ozutku and Altindis 2011 Subburaj et al
2012) Very few researches support the relationship between agreeableness and stress
(Subburaj et al (2012) Rai amp Kumar 2012) The role of openness to experience
and conscientiousness in determining employee job stress is less clear It is possible to
theorize about potential relationships but the paucity of empirical evidence makes it
is difficult to argue a firm statement
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Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
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Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
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httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
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l20PapersIneson20Elizabeth2pdf
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Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
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Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
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Blau GJ (1986) Job involvement and organizational commitment as interactive
predictors of tardiness and absenteeism Journal of Management 12 (4) 577-
584
Bolger N amp Zuckerman A (1995) A framework for studying personality in the
stress process Journal of Personality and Social Psychology 69 (5) 890-902
Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
years prospective analysis of the dispositional approach to work attitudes
Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
and Human Decision Processes 62 55-62
Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
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Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
Commerce IT and Management 1(3) 19-24
Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
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Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
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Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
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Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
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Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
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satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
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Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
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132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
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Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
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3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
118
Andreassi JK (2006) The role of personality and coping in work-family conflict
new directions Unpublished Doctoral Dissertation The City University of
New York 99
Angle HL amp Lawson HB (1994) Organizational commitment and employees
performance ratings both type of commitment and type of performance count
Psychological Reports 75 1539-51
Baba VV amp Jamal M (1991) Type A behavior prevalence and consequences
Human Relations 44 1213-1228
Barbara Hoffmann Elizabeth M Ineson and Morag I Stewart (2007) Personality as
an Indicator of Organisational Commitment Retrieved from
httppcparnuee~htoomanEuroChrieWelcome20to20EuroCHRIE
20Leeds202007EuroCHRIE20Leeds20Conference20PreceedingsFul
l20PapersIneson20Elizabeth2pdf
Barrick MR amp Mount MK (1991) The big five personality dimensions and job
performance a meta-analysis Personnel Psychology 44 1-26
Barrick MR amp Mount MK (1993) Autonomy as a moderator of the relationships
between the Big Five personality dimensions and job performance Journal of
Applied Psychology 78 111-118
Bashaw RE amp Grant ES (1994) Exploring the distinctive nature of work
commitments their relationships with personal characteristics job
performance and propensity to leave Journal of Personal Selling amp Sales
Management 14(2) 1-16
Becker HS (1960) Notes on the concept of commitment American Journal of
Sociology 66 32-40
Beehr TA Newman JE (1978) Job stress employee health and organizational
effectiveness a facet analysis model and literature review Personnel
Psychology 31 665-699
Berg PT van den amp Feij JA (2003) Complex Relationships Among Personality
Traits Job Characteristics and Work Behaviors Internal Journal of Selection
and Assessment 11 326 ndash 339
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
Management Review 12(2)288-300
Blau GJ (1985) A multiple study investigation of the dimensionality of job
involvement Journal of Vocational Behavior 27 19-36
Blau GJ (1986) Job involvement and organizational commitment as interactive
predictors of tardiness and absenteeism Journal of Management 12 (4) 577-
584
Bolger N amp Zuckerman A (1995) A framework for studying personality in the
stress process Journal of Personality and Social Psychology 69 (5) 890-902
Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
years prospective analysis of the dispositional approach to work attitudes
Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
and Human Decision Processes 62 55-62
Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
an Information Systems Public Sector Organisation Bank of Valletta Review
25 spring
Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
Commerce IT and Management 1(3) 19-24
Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
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goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
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Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
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Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
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Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
119
Bergman ME (2006) The relationship between affective commitment and
normative commitment Review and research agenda Journal of
Organizational Behavior (Special Issue on workplace Commitment and
Identification) 27 645-663
Blanch A amp Aluja A (2009) Work family and personality A study of workndash
family conflict Personality and Individual Differences 46 (4) 520-524
Blau GJ ampBoul KR (1987)Conceptualizing How job involvement and
organisational commitment affect turnover amp absenteeism Academy of
Management Review 12(2)288-300
Blau GJ (1985) A multiple study investigation of the dimensionality of job
involvement Journal of Vocational Behavior 27 19-36
Blau GJ (1986) Job involvement and organizational commitment as interactive
predictors of tardiness and absenteeism Journal of Management 12 (4) 577-
584
Bolger N amp Zuckerman A (1995) A framework for studying personality in the
stress process Journal of Personality and Social Psychology 69 (5) 890-902
Boudreau JW Boswell WR Judge TA amp Bretz RD (2001) Personality and
cognitive ability as predictors of job search among employed managers
Personnel Psychology 54(1) 25-50
Bowling NA Beehr TA amp Lepisto LR (2006) Beyond job satisfaction A five
years prospective analysis of the dispositional approach to work attitudes
Journal of Vocational Behavior 69 315-330
Bozionelos N (2004) The big five of personality and work involvement Journal of
Managerial Psychology 19(12)
Brief AP Butcher A amp Roberson L (1995) Cookies disposition and job
attitudes The effects of positive mood inducing events and negative
affectivity on job satisfaction in a field experiment Organizational Behavior
and Human Decision Processes 62 55-62
Bruck CS amp Allen TD (2003) The relationship between big five personality traits
negative affectivity type A behavior and workndashfamily conflict Journal of
Vocational Behavior 63 457ndash472
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
an Information Systems Public Sector Organisation Bank of Valletta Review
25 spring
Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
Commerce IT and Management 1(3) 19-24
Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
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Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
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Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
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Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
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(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
120
Bryant Rebecca H (2009) Personality and work-family conflict The mediational
role of coping styles Graduate School Theses and Dissertations
httpscholarcommonsusfeduetd1879
Camilleri E (2002) Some Antecedents of Organisational Commitment Results from
an Information Systems Public Sector Organisation Bank of Valletta Review
25 spring
Cano-Garcia FJ Padilla-Munoz EM and Carrasco-Ortiz MA (2005) Personality
and contextual variables in teacher burnout Personality and Individual
Differences 38 929ndash940
Carlson DS (1999) Personality and role variables as predictors of three forms of
work-family conflict Journal of Vocational Behavior 55 236ndash253
Chandel JK Sharma SK amp Bansal SP (2011) Linking the big five personality
domains to organizational commitment International Journal of Research in
Commerce IT and Management 1(3) 19-24
Christy RL (1975) Personality factors in selection and flight proficiency Aviation
Space and Environmental Medicine 46 309-11
Chu Cui (2010) The Relationship among Personality Traits Job Design
Characteristics and Organizational Commitment An Empirical Study of
Organizations in China Master of Applied Psychology Thesis at The
University of Waikato
Ciavarella MA Buchholtz AK Riordan CM Gatewood RD amp Stokes GS
(2004) The big five and venture survival Is there a linkage Journal of
Business Venturing 19 465-483
Clarke S amp Robertson IT (2005) A Meta-Analytic Review of the Big Five
Personality Factors and Accident Involvement in Occupational and Non
Occupational settings Journal of Occupational and Organizational
Psychology 78 355ndash 376
Connolly JJ amp Viswesvaran C (2000) The role of affectivity in job satisfaction A
meta-analysis Personality and Individual Differences 29 265ndash281
Cook JR and Brown BL (1995 presented in Division 14 (SIOP) at the One-
Hundred and Twelfth Annual Convention Paper presented at the Eightieth
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
121
Annual Convention www3intersciencewileycomresolvedoiDOI=
101111j1365-2834201001066wwwjostororg
Cooper CL Kirkcaldy BD amp Brown J (1994) A model of job stress and physical
health The role of individual differences Personality and Individual
Differences 16653-655
Cooper-Hakim A amp Viswesvaran C (2005) The construct of work commitment
Testing and integrative framework Psychlogical Bulletin 131 241-259
Costa PT amp McCrae RR (1988a) From catalog to classification Murrays needs
and the Five Factor Model Journal of Personality and Social Psychology 49
1266-1282
Costa PT amp McCrae RR (1988b) Personality in adulthood A six-year
longitudinal study of self-reports and spouse ratings on the NEO personality
inventory Journal of Personality and Social Psychology 54 853-863
Costa PT amp McCrae RR (1989) NEO-PI Professional Manual Odessa FL
Psychological Assessment Resources
Costa PT amp McCrae RR (1992) The NEO-PI Personality Inventory Odessa FL
Psychological Assessment Resources
Cropanzano R James K amp Konovsky MA (1993) Dispositional affectivity as a
predictor of work attitudes and job performance Journal of Organizational
Behavior 14 595-606
Daneshfard K (2012) The relation between managers personality characteristics and
organizational commitment and its dimensions in Islamic Azad University
employees (faculty and non-faculty members) Interdisciplinary Journal of
Contemporary Research in Business 4(7)
Daniel H Timothy A Judge amp David W (2002) The confounding role of
personality and trait affectivity in the relationship between job and life
satisfaction Journal of Organizational Behavior 23 815ndash835
Davey G C L (1994) Trait factors and ratings of controllability as predictors of
worrying about significant life stressors Personality and Individual
Differences 16 379-384
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
122
Day DV Bedeian AG amp Conte JM (1998) Personality as predictor of work-
related outcomes Test of a mediated latent structural model Journal of
Applied Social Psychology 28 2068ndash2088
De Raad B amp Doddema-Winsemius M (1999) Instincts and personality
Personality and Individual Differences 27 293-305
Deci EL amp Ryan RM (2000) The what and why of goal pursuits Human needs
and the self-determination of behavior Psychological Inquiry 11 227-268
DeNeve KM amp Cooper H (1998) The happy personality A meta-analysis of 137
personality traits and subjective well-being Psychological Bulletin 124 197-
229
Diefendorff JM Brown DJ Kamin AM amp Lord RG (2002) Examining the
roles of job involvement and work centrality in predicting organizational
citizenship behaviors and job performance Journal of Organizational
Behavior 23 93-108
Digman JM (1990) Personality structure Emergence of the five-factor model
Annual Review of Psychology 41 417-440
Dormann C amp Zapf D (2001) Job satisfaction A meta-analysis of stabilities
Journal of Organizational Behavior 22 483ndash504
Edwards JR (1992) A cybernetic theory of stress coping and well-being in
organizations Academy of Management Review 17 238ndash274
Emmons RA Diener E amp Larsen RJ (1985) Choice of situations and congruence
models of interactionism Personality and Individual Differences 6 693-702
Erdheim J Wang M amp Zickar MJ (2006) Linking the big five personality
constructs to organizational commitment Personality and Individual
Differences 41 (5) 959-70
Eswaran S amp Islam A (2011) The Effect of Big Five Personality Dimensions on
Job Involvement in Foreign Based Financial Institutions in Malaysia
Australian Journal of Basic and Applied Sciences 5(11) 340-353
Eswaran S Islam MA Yusuf DHM (2011) A Study of the Relationship
between the Big Five Personality Dimensions and Job Involvement in a
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
123
Foreign Based Financial Institution in Penang International Business
Research 4(4)
Farrell D amp Stamm CL (1988) Meta-analysis of the correlates of employee
absence Human Relations 41
Feist GJ (1998) A meta-analysis of personality in scientific and artistic creativity
Personality and Social Psychology Bulletin 2 290-309
Flaa A Ekenberg O Kjeldsen SE amp Rostrup M (2007) Study on Personality
May Influences Reactivity to Stress Biopsychosocial Medicine1(5)
httpwwwpubmedcentralnlhgovarticlenderfcgartid=1828739
Fontana D amp Abouserie R (1993) Stress levels gender and personality factors in
teachers British Journal of Educational Psychology 63 261ndash270
Frone MR Russell M amp Cooper L (1992) Prevalence of Work Family Conflict
Are Work and Family Boundaries Permeable Journal of Organizational
Behavior 13 723-729
Furnham A amp Zacherl M (1986) Personality and job satisfaction Personality and
Individual Differences 1 453ndash459
Furnham A Forde L amp Ferrari K (1999) Personality and work motivation
Personality and Individual Differences 26 1035-1043
Furnham A Petrides KV Jackson CJ amp Cotter T (2002) Do personality factors
predict job satisfaction Personality and Individual Differences 33 1325-
1342
Garbarino S Chiorri C and Magnavita N (2013) Personality traits of the Five-
Factor Model are associated with work-related stress in special force police
officers International Archives of Occupational and Environmental Health
87(3)295-306
Gelade GA Dobson P amp Gilbert P (2006) National differences in organizational
commitment Effect of economy product of personality or consequence of
culture Journal of Cross-Cultural Psychology 37(5) 542-556
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
124
George JM (1996) Trait and state affect In KR Murphy (Ed) Individual
differences and behaviour in organizations (pp 145ndash171) San Francisco
Jossey- Bass
Goffin RD Rothstein MG amp Johnston NG (2000) Predicting job performance
using personality constructs Are personality tests created equal Problems
and solutions in human assessment Norwell MA Kluwer Academic
Publishers 249-263
Goldberg LR (1990) An alternative Description of personality The Big-Five factor
structure Journal of Personality and Social Psychology 59 1216-1229
Goldberg LR (1992) The development of markers for Big Five Factor Structure
Psychological Assessment 4 26-42
Goldberg LR (1993) The structure of phenotypic personality traits American
Psychologist 48 26-34
Grant S amp Langan-Fox J (2007) Personality and the occupational stressor-strain
relationship the role of the Big Five Journal of Occupational Health
Psychology 12(1) 20-33
Green RG (1977) The psychologist and flying accidents Aviation Space and
Environmental Medicine 48 922
Greenhaus JH amp Beutell NJ (1985) Sources of conflict between work and family
roles Academy of Management Review 10 76-88
Grzywacz JG amp Marks NF (2000) Reconceptualizing the workndashfamily interface
An ecological perspective on the correlates of positive and negative spillover
between work and family Journal of Occupational Health Psychology 5111-
126
Hackett RD Lapierre LM amp Hausdorf PA (2001) Understanding the links
between work commitment constructs Journal of Vocational Behavior 58
392-413
Hackman JR amp Lawler EE III (1971) Employee reactions to job characteristics
Journal of Applied Psychology 55 259-286
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
125
Hammer LB Allen E amp Grigsby TD (1997) Work-family conflict in dual-earner
couples within-individual and crossover crossover effects of work and family
Journal of Vocational Behavior 50 185ndash203
Hart P M (1999) Predicting employee life satisfaction A coherent model of
personality work and nonwork experiences and domain satisfactions Journal
of Applied Psychology 84 564ndash584
Hart PM Wearing AJ amp Headey B (1995) Police stress and well-being
Integrating personality coping and daily work experiences Journal of
Occupational and Organizational Psychology 68 (2) 133ndash156
Heller D Judge TA amp Watson D (2002) The confounding role of personality and
trait affectivity in the relationship between job and life satisfaction Journal of
Organizational Behavior 23 815ndash835
Helton KT amp Street DR (1992) The five-factor personality model and naval
aviation candidates (NAMRL-1379) Pensacola FL Naval Aerospace
Medical Research Laboratory
Hughes DL amp Galinsky E (1994) Gender job and family conditions and
psychological symptoms Psychology of Women Quarterly 18 251ndash270
Hulin CL (1991) Adaptation persistence and commitment in organizations In
MD Dunnette amp LM Hough (Eds) Handbook of industrial and
organizational psychology (2nd ed Vol 2 pp 445-505) Palo Alto CA
Consulting Psychologists Press
Hung LM (2008) Research on How Training Influences Administrative Staff Job
Involvement and Organizational Commitment The Journal of Human
Resource and Adult Learning 4(2) 115-121
Hurley RF (1998) A customer service behavior in retail settings A study of the
effect of service provider personality Journal of the Academy of Marketing
Sciences 26 115 ndash 227
Huselid MA amp Day NE (1991) Organizational commitment job involvement
and turnover A substantive and methodological analysis Journal of Applied
Psychology 76 380-391
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
126
Husin LIBA amp Zaidi N A (2011) The correlation effects between big five
personality traits and job satisfaction among support staff in an organization
Humanities Science and Engineering (CHUSER) IEEE Colloquium 883 ndash
887
Ishfaq A amp Talat I (2011) Decoding the Relationship between Employeersquos Jobs
Related Behaviors A Study of Telecom Sector of Pakistan International
Journal of Business and Social Science 2(8) 244-252
Iverson RD amp Buttigieg DM (1999) Affective normative and continuance
commitment Can the right kind of commitment be managed Journal of
Management Studies 36 307-333
Jamal M amp Preena S (1998) Job Stress and Employee Well-Being among Airline
Personnel in an Asian Developing Country International Journal of Stress
Management 5 (2) 121-127
Jones F and Bright J (2001) Stress Myth theory and research Harlow England
Prentice-Hall
Judge TA amp Ilies R (2002) Relationship of personality to performance motivation
A meta-analytic review Journal of Applied Psychology 87 797-807
Judge TA Heller D amp Mount MK (2002) Five-factor model of personality and
job satisfaction A meta-analysis Journal of Applied Psychology 87(3) 530-
541
Judge TA Higgins CA Thoresen CJ amp Barrick MR (1999) The big five
personality traits general mental ability and career success across the life
span Personnel Psychology 52(3) 621-652
Kanungo R (1982) Measurement of job and work involvement Journal of Applied
Psychology 67 341-349
Kappagoda S (2013) The impact of five - factor model of personality on
organizational commitment of English teachers in Sri Lankan government
schools International Journal of Physical and Social Sciences3(1)
Kinnunen U Vermulst A Gerris
J Makikangas A (2003) Workndashfamily conflict
and its relations to well-being the role of personality as a moderating factor
Personality and Individual Differences 35 (7) 1669ndash1683
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
127
Kinnunen U amp Mauno S (1998) Antecedents and outcomes of work-family conflict
among employed women and men in Finland Human Relations 51 157ndash177
Klein HJ Becker TE amp Meyer JP (2009) Commitment in organizations
accumulated wisdom and new directions New York Routledge Psychology
Press
Kossek E amp Oseki C (1998) Work-family conflict policies and the job-life
satisfaction relationship a review and directions for organizational behavior-
human resources research Journal of Applied Psychology 83 139ndash149
Kulik CT Oldham GR amp Hackman JR (1987) Work design as an approach to
person-environment fit Journal of Vocational Behavior 31(3) 278-296
Kumar K amp Bakhshi A (2010) The Five-factor model of personality and
organizational commitment Is there any relationship Humanity and Social
Sciences Journal 5(1) 25-34
Lazarus RS (1966) Psychological Stress and the Coping Process New York
McGraw-Hill
Leo Jeeva SP Chandramohan V (2008) Stressors and stress coping strategies
among civil pilots A pilot study Indian Journal of Aerospace Medicine
52(2) 60-64
Li I-chuan Lin Mei-Chih and Chen Ching-Min (2007) Relationship between
personality traits job satisfaction and job involvement among Taiwanese
community health volunteers Public Health Nursing 24 274 ndash 282
Liao CS amp Lee CW (2009) An Empirical Study of Employee Job Involvement
and Personality Traits The Case of Taiwan International Journal of
Economics and Management 3(1) 22-36
Liao H amp Chuang A (2004) A multilevel investigation of factors influencing
employee service performance and customer outcomes Academy of
Management Journal 47(1) 41-58
Lodahl TM and Kejner M (1965) The definition and measurement of job
involvement Journal of Applied Psychology 49 24 ndash 33
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
128
Lounsbury JW Moffitt L Gibson LW Drost AW amp Stevenson MW (2007)
An investigation of personality traits in relation to the job and career
satisfaction of information technology professionals Journal of Information
Technology 22 174 ndash 183
Lounsbury JW Sundstrom E Loveland JM amp Gibson LW (2003) Intelligence
big five personality traits and work drive as predictors of course grade
Personality and Individual Differences 35 1231-1239
Lundberg U Maringrdberg B and Frankenhaeuser M (1994) The total workload of
male and female white collar workers as related to age occupational level and
number of children Scandinavian Journal of Psychology 35 315ndash327
Maertz Jr CP amp Griffeth RW (2004) Eight motivational forces and voluntary
turnover A theoretical synthesis with implications for research Journal of
Management 30(5) 667-683
Magnus K Diener E Fujita F amp Pavot W (1993) Extraversion and neuroticism
as predictors of objective life events A longitudinal analysis Journal of
Personality and Social Psychology 65 1046-1053
Malekiha M Abedi MR amp Baghban I (2012) Interdisciplinary Journal of
Contemporary Research in Business Work-Family Conflict and Personality 3
(10)
Malouff J Schutte N Bauer M Mantelli D Pierce B Cordova G amp Schutte
ER (1990) Development and evaluation of a measure of the tendency to be
goal-oriented Personality and Individual Differences 11 1191 ndash 1200
Mathieu JE amp Zajac DM (1990) A review and meta-analysis of the antecedents
correlates and consequences of organizational commitment Psychological
Bulletin 108(2) 171-194
Matzler K amp Renzl B (2007) Personality Traits Employee Satisfaction and
Affective Commitment Total Quality Management amp Business Excellence
18(5)
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
129
McCrae R amp Costa PT (1991) Adding Liebe und Arbeit The full five-factor
model and well-being Personality and Social Psychology Bulletin 17(2) 227-
232
McCrae RR amp John OP (1992) An introduction to the five-factor model and its
applications Journal of Personality 2 175ndash215
McElroy JC Morrow PC Crum MR amp Dooley FJ (1995) Railroad employee
commitment and work-related attitudes and perceptions Transportation
Journal 3413-24
Mckelvey B amp Sekaran U (1977) Toward a career-based theory of job
involvement A study of scientist and engineers Administrative Science
Quarterly 22(2) 281-305
Meyer JP amp Allen NJ (1991) A Three-Component Conceptualization of
Organizational Commitment Human Resource Management Review 1(1) 61
Meyer JP amp Allen NJ (1997) Commitment in the workplace Theory research
and application Thousand Oaks CA Sage Publications
Meyer JP Paunonen SV Gellatly IR Goffin RD amp Jackson DN (1989)
Organizational commitment and job performance Its the nature of the
commitment that counts Journal of Applied Psychology 74 152-156
Meyer JP Stanley DJ Herscivitch L amp Topolnytsky L (2002) Affective
continuance and normative commitment to the organization A meta-analysis
of antecedents correlates and consequences Journal of Vocational Behavior
61 20ndash52
Mills LB and Huebner ES (1998) A prospective study of personality
characteristics occupational stressors and burnout among school psychology
practitioners Journal of School Psychology 36 103ndash120
Mischel W amp Shoda Y (1999) Integrating dispositions and processing dynamics
within a unified theory of personality In Pervin LA John OP (eds) Handbook
of personality theory and research Guilford New York NY pp197-218
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
130
Mojoyinola JK (1984) Occupational Stress Among The Student Nurses of
University College Hospital (UCH) Ibadan Itrsquos Effects on Their Mental
Health and Well-Being Unpublished BSc Project University of Ibadan
Morrison KA (1997) How franchise job satisfaction and personality affects
performance organizational commitment franchisor relations and intention to
remain Journal of Small Business Management 35(3) 39-67
Moss SA McFarland J Ngu S amp Kijowska A (2007) The effect of resource
availability and leadership style on the association between openness to
experience and organizational commitment Journal of Research in
Personality 41 259-275
Mount MK amp Barrick MR (1995) Manual for the personal characteristic
Inventory Libertyville IL Wonderlic Personnel test Inc
Mudrack PE (2004) Job involvement obsessive-compulsive personality traits and
workaholic behavioral tendencies Journal of Organizational Change
Management 17 490 ndash 508
NajafKhani S (2007) Surrey relationship between personality characteristics and
job satisfaction of staff MA Thesis Ministry of Health and Medical
Education Tehran Islamic Azad University
Naquin SN amp Holton EF (2002) The effects of personality affectivity and work
commitment on motivation to improve work through learning Human
Resource Development Quarterly 13(4) 357-376
Niehoff BP (2006) Personality predictors of participation as a mentor Career
Development International 11 321 ndash 333
Nikolaou I amp Robertson IT (2001) The Five-Factor Model of personality and
work behavior in Greece European Journal of Work and Organizational
Psychology 10 (2) 16 ndash186
Noor NM (2003) Work- and family-related variables workndashfamily conflict and
womenrsquos well-being some observations Community Work amp Family 6(3)
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
131
Norman WT (1963) Toward an adequate taxonomy of personality attributes
Replicated factor structure in peer nomination personality ratings Journal of
Abnormal and Social Psvchology 574-583
Olaleye BA (2002) Psycho-Social Effects of Job Stress and Burn-out Syndrome
Among Nurses in State-Owned Hospitals in Oyo State MSW Project
(Unpublished) University of Ibadan Nigeria
OReilly CA and Roberts K H (1975) Individual differences in personality
position in the organization and job satisfaction Organizational Behavior and
Human Performance 14 144-150
Organ DW amp Lingl A (1995) Personality satisfaction and organizational
citizenship behavior Journal of Social Psychology 135 339-350
Ozutku H and Altindis S (2011) Big five personality factors and other elements in
understanding work stress of Turkish health care professionals African
Journal of Business Management 5 10462-10473
Panaccio A amp Vandenberghe C (2012)Five-Factor Model of Personality and
Organizational Commitment The Mediating Role of Positive and Negative
Affective States Journal of Vocational Behavior 80 (3) 647-658
Peabody D amp Goldberg LR (1989) Some determinants of factor structures from
personality-trait descriptors Journal of Personality and Social Psychology
57 552-567
Penny M (1995) Te Role of Negative Affectivity in the Stress Process Test of
Alternative Models Journal of Organizational Behaviour 16 (6) 647-668
Perrewe PL Hochwarter WA amp Kiewitz C (1999) Value attainment an
explanation for the negative effects of work-family conflict on job and life
satisfaction Journal of Occupational Health Psychology 4 318ndash326
Pervin L (1968) Performance Satisfaction as a Function of Individual-Environment
Fit Psychological Bulletin 69 56-68
Quick JC Quick JD Nelson DL and Hurrell JJ (1997) Preventative stress
management in organizations Washington DC American Psychological
Association
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
132
Rabinowitz S Hall DT amp Goodale JG (1977) Job scope and individual
differences as predictors of job involvement Independent or interactive
Academy of Management Journal 20 273 ndash 281
Rai S amp Kumar Ajith VV (2012) Five Factor Model of Personality amp Role Stress
Indian Journal of Industrial relations 48 (2)
Reinhardt RG (1966) Accident proneness in aviation Tex Ned 6275-8
Rhodes LD amp Hammer EY (2000) The relation between job satisfaction and
personality similarity in supervisors and subordinatesPsi Chi Journal of
Undergraduate Research 5 56-59
Rusting CL amp Larsen RJ (1998) Personality and cognitive processing of
affective information Personality and Social Psychology Bulletin 24 200ndash
213
Salgado JF (1997) The five factor model of personality and job performance in the
European community Journal of Applied Psychology 82 30-43
Salgado JF (2002) The big five personality dimensions and counterproductive
bahaviors International Journal of Selection and Assessment 10(12) 117-
125
Schneider B amp Dachler HP (1978) A note on the stability of the Job Descriptive
Index Journal of Applied Psychology 63 650-653
Schuerger JM amp Ekeberg SE (1994) 16PF scores and machine operatorsrsquo
performance Perceptual and Motor Skills 79 1426
Scott KD amp McClellan EL (1990) Gender differences in absenteeism Public
Personnel Management 19 229-253
Sears GJ amp Rowe PM (2003) A personality-based similar-to-me effect in the
employment interview Conscientiousness affect-versus -competence-
mediated interpretations and the role of job relevance Canadian Journal of
Behavioural Science 35(1) 13-24
Seibert SE amp Kraimer ML (2001) The Five-Factor Model of Personality and
Career Success Journal of Vocational Behavior 58 1-21
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
133
Sekaran U amp Mowday RT (1981) A cross cultural analysis of the influence of
individual and job characteristics on job involvement International Review of
Applied Psychology 30 51-64
Shafiro M (2004) The effect of allocentrism idiocentrism social support and big
five personality dimensions on work-family conflict Unpublished Doctoral
Dissertation Portland State University 131-132
Shahamiri T amp Namdari R (2013) The Study of the Relation between Teacher
Personality Type and Job Satisfaction (A Case study of School Teachers in
Bushehr Province) Journal of Basic and Applied Scientific Research
3(1)704-708
Shore LM Newton LA amp Thornton GC (1990) Job and organizational attitudes
in relation to employee behavioral intentions Journal of Occupational
Behaviour 11 57-67
Smith MA amp Canger JM (2004) Effects of supervisor big five personality on
subordinate attitudes Journal of Business and Psychology 18(4) 465-481
Smither JW London M amp Richmond KR (2005) The relationship between
leadersrsquo personality and their reactions to and use of multisource feedback A
longitudinal study Group and Organization Management 30 181 ndash 210
Smithikrai C (2007) Personality traits and job success An investigation in a Thai
sample International Journal of Selection and Assessment 15 134 ndash 138
Smoot SM (2005) The Mediational Role of Coping in the Relationship Between
personality and work-family conflict PhD Dissertation Submitted to the
Graduate Faculty of Auburn University
Soni TJ (2003) The relationship between the big five personality dimensions and
job satisfaction in a petro-chemical organisation Thesis (MA (Industrial
Psychology))-North-West University Potchefstroom Campus
Staw BM Bell NE amp Clausen JA (1986) The dispositional approach to job
attitudes A lifetime longitudinal test Administrative Science Quarterly 31
56-77
Stoeva AZ Chui RK amp Greenhaus JH (2002) Negative affectivity role stress
and work-family conflict Journal of Vocational Behaviour 60 1-16
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
134
Subburaj A Sundaram MS Sekar M and Sumathi P (2012) Big Five
Personality Traits - A Tool For Managing Stress Tactful Management
Research Journal 1(2)
Suls J Green P Hillis S (1998) Emotional reactivity to everyday problems affective
inertia and neuroticism Personality and Social Psychology Bulletin 24 127ndash
136
Tanoff GF (1999) Job satisfaction and personality The utility of the Five-Factor
Model of personality Dissertation-Abstracts-International-Section-B-The-
Sciences-and-Engineering 60(4-B)1904
Tett RP Jackson DN amp Rothstein M (1991) Personality measures as predictors
of job performance A meta-analytic review Personnel Psychology 44 703-
742
Thomas A Buboltz WC Winkelspecht CS (2004) Job Characteristics and
Personality as predictors of job satisfaction International Journal of
Organizational Analysis12(2) 205 ndash 219
Thomas LT amp Ganster DC (1995) Impact of family-supportive work variables on
workfamily conflict and strain A control perspective Journal of Applied
Psychology 80 6ndash15
Thoresen CJ Kaplan SA Barsky AP Warren CR amp de Chermont K (2003)
The Affective Underpinnings of Job Perceptions and Attitudes A Meta-
Analytic Review and Integration Psychological Bulletin 129(6) 914-945
Tokar DM amp Subich LM (1997) Relative contributions of congruence and
personality dimensions to job satisfaction Journal of Vocational Behavior 50
482ndash491
Ursano RJ (1980) Stress and adaptation the interaction of the pilot personality and
disease Aviation Space Environmental Medicine 51
Van Dyne L amp Pierce J (2004) Psychological ownership and fellings of
possession Three field studies predicting employee attitudes and
organizational citizenship behavior Journal of Organizational Behavior
25(4) 439-459
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
135
Wanberg CR Kanfer R amp Banas J (2000) Predictors and outcomes of
networking intensity among unemployed job seekers Journal of Applied
Psychology 85 491-503
Watson D amp Clark EA (1997) Extraversion and its positive emotional core In R
Hogan J A Johnson amp S R Briggs (Eds) Handbook of personality
psychology (pp 767-793) San Diego Academic Press
Wayne J H Musisca N amp Fleeson W (2004) Considering the role of personality
in the work-family experience Relationships of the big five to work-family
conflict and facilitation Journal of Vocational Behavior 64 108-130
Wiener Y (1982) Commitment in Organizations A Normative View The Academy
of Management Review 7(3) 418-428
Williams LJ Gavin MB amp Williams ML (1996) Measurement and
nonmeasurement processes with negative affectivity and employee attitudes
Journal of Applied Psychology 81 88-101
Wilson D Mutero C Doolabh A and Herzstein M (1990) Type A behaviour and
self-reported stress among Zimbabwean teachers The Journal of Social
Psychology 130 115-116
Winter DG John OP Stewart AJ Klohnen EC amp Duncan LE (1998) Traits
and motives Toward an integration of two traditions in personality research
Psychological Review 105 230-250
Wright LA and Smye MD (1996) Corporate abuse How lean and mean robs
people and profits New York Macmillan
Yanowitch RE (1977) Crew behaviour in accident causation Aviation Space
Environmental Medicine 48 918-21
Zellars KL Perrewe PL amp Hochwarter WA (1999) Mitigating burnout among
high-NA employees in health care What can organizations do Journal of
Applied Social Psychology 29 2250-2271
Zhai Q Willis M OShea B Zhai Y Yang Y (2013) Big Five personality traits
job satisfaction and subjective wellbeing in China International Journal of
Psychology8(6)1099-1108
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
136
Zhao H Scott ES (2006) The Big Five Personality Dimensions and
Entrepreneurial Status A Meta-Analytical Review Journal of Applied
Psychology 91(2) 259ndash271
Zimmerman RD (2008) Understanding the impact of personality traits on
individuals turnover decisions A meta-analytic path model Personnel
Psychology 61 309-348
![CHAPTER - 1 INTRODUCTIONshodhganga.inflibnet.ac.in/bitstream/10603/3456/8/08_chapter 1.pdf · 1 CHAPTER - 1 INTRODUCTION Analytical methods development, identification [1], characterization](https://img.dokumen.tips/doc/110x75/5ac6eb937f8b9acb688b4f32/chapter-1-in-1pdf1-chapter-1-introduction-analytical-methods-development-identification.jpg)
