business-v7-i2-Article 3 – KKG PUBLICATIONS

The Role of the Big Five Personality Profiles in Employee Affective Commitment and Engagement: Case of Small and Medium Enterprises

Volume 7, Issue 2
Nereida Hadziahmetovic, Melissa Mujezinovic

Published online: 30 April 2021

Article Views: 30

AbstractReferencesCite

With the increase of employee affective commitment and engagement, the likelihood of positive work-related outcomes is enhanced. In turn, companies would benefit in higher productivity and efficacy, reduction in employee turnover, gaining competitive advantage, and overall, becoming more profitable. The Big Five personality profiles are used as predictors of increasing job performance in work environments. Therefore, this study investigates the impact of the Big Five personality profiles on employee affective commitment and engagement in Small and Medium Enterprises (SME) in Bosnia and Herzegovina, providing empirical evidence in a sample of 152 employees of small and medium enterprises in Bosnia and Herzegovina. The findings revealed a significant positive relationship between the four dimensions of the Big Five: Extraversion, Openness to Experience, Conscientiousness, and Agreeableness, whereas a positive and not significant relationship was found between Neuroticism and affective commitment and employee engagement. The analyses showed that Conscientiousness had the greatest significance on affective commitment and employee engagement within all five dimensions. As there is a limited amount of research covering this specific topic, the results of this research can be viewed as an extension to the related disciplines and future-related studies. Additionally, the outcomes can be beneficial toward getting a deeper insight into an individual’s pattern of behavior thought, and emotion, but altering human resource management approaches in small and medium enterprises

Albrecht, S., Marty, A., & Brandon-Jones, N. J. (2020). Measuring values at work: Extending existing frameworks to the context of work. Journal of Career Assessment, 28(4), 531–550. doi:https://doi.org/10.1177/1069072720901604
Albrecht, S. L., & Marty, A. (2020). Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions. The International Journal of Human Resource Management, 31(5), 657–681. doi:https://doi.org/10.1080/09585192.2017.1362660
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. doi:https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Allport, G. W., & Odbert, H. S. (1936). Trait-names: A psycho-lexical study. Psychological Monographs, 47(1), i–171. doi:https://doi.org/10.1037/h0093360
Amatyakul, S., & Polyorat, K. (2017). The traits of city personality: A qualitative study. International Journal of Business and Economic Affairs, 2(6), 356-365. doi:https://doi.org/10.24088/ijbea-2017-26005
Amatyakul, S., & Polyorat, K. (2018). The application of brand personality concept to the city context in Thailand. Journal of Administrative and Business Studies, 4(2), 54-64. doi:https://doi.org/10.20474/jabs-4.2.1
Ashton, M. C., & Lee, K. (2009). The HEXACO–60: A short measure of the major dimensions of personality. Journal of Personality Assessment, 91(4), 340–345. doi:https://doi.org/10.1080/00223890902935878
Asif, A., Ansari, N., & Rathore, K. (2015). Empirical relationship of big five personality traits and affective commitment among the public sector employees. International Journal of Management Sciences and Business Research, 4(11), 1-8.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26. doi:https://doi.org/10.1111/j.1744-6570.1991.tb00688.x
Carmeli, A. (2005). Perceived external prestige, affective commitment, and citizenship behaviors. Organization Studies, 26(3), 443–464. doi:https://doi.org/10.1177/0170840605050875
Colquitt, J., LePine, J. A., & Wesson, M. J. (2015). Organizational behavior: Improving performance and commitment in the workplace. New York, NY: McGraw-Hill Education.
Emecheta, C., Bartholomew, Awa, H. O., & Ukoha, O. (2016). Personality characteristics and employee affective commitment: Nigeria experience. International Journal of Business and Management Review, 4(6), 69–92.
Hair, J. F., Black, C. W., Babin, J. B., & Anderson, E. R. (2014). Multivariate data aanalysis. London, UK: Pearson.
Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85(6), 869–879. doi:https://doi.org/10.1037//002I-9010.85.6.869
Inceoglu, I., & Warr, P. (2012). Personality and job engagement. Journal of Personnel Psychology, 10(4), 177–181. doi:https://doi.org/10.1027/1866-5888/a000045
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. doi:https://doi.org/10.5465/256287
Kim, H. J., Shin, K. H., & Swanger, N. (2009). Burnout and engagement: A comparative analysis using the big five personality dimensions. International Journal of Hospitality Management, 28(1), 96–104. doi:https://doi.org/10.1016/j.ijhm.2008.06.001
Langelaan, S., Bakker, A. B., Van Doornen, L. J., & Schaufeli, W. B. (2006). Burnout and work engagement: Do individual differences make a difference? Personality and Individual Differences, 40(3), 521–532. doi:https://doi.org/10.1016/j.paid.2005.07.009
Matz, S., Chan, Y. W. F., & Kosinski, M. (2016). Models of personality. In M. Tkalciˇ c, B. De Carolis, M. De Gemmis, ˇ A. Odic, & A. Košir (Eds.), ´ Emotions and personality in personalized services: Models, evaluation and applications. New York, NY: Springer International Publishing. doi:https://doi.org/10.1007/978-3-319-31413-6_3
Matzler, K., & Renzl, B. (2007). Personality traits, employee satisfaction and affective commitment. Total Quality Management, 18(5), 589–598. doi:https://doi.org/10.1080/14783360601061528
McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81-90. doi:https://doi.org/10.1037/0022-3514.52.1.81
McCrae, R. R., & Costa, P. T. (2003). Personality in adulthood: A five-factor theory perspective. New York, NY: Guilford Press.
McCrae, R. R., & John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 60(2), 175–215. doi:https://doi.org/10.1111/j.1467-6494.1992.tb00970.x
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. doi:https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. London, UK: Sage Publications, Inc. doi:https://doi.org/10.4135/9781452231556
Mhlanga, T. S., Mjoli, T. Q., & Chamisa, S. F. (2019). Personality and job engagement among municipal workers in the Eastern Cape province, South Africa. SA Journal of Human Resource Management, 17(1), 1–11. doi:https://doi.org/10.4102/sajhrm.v17i0.1188
Naquin, S. S., & Holton III, E. F. (2002). The effects of personality, affectivity, and work commitment on motivation to improve work through learning. Human Resource Development Quarterly, 13(4), 357–376. doi:https://doi.org/10.1002/hrdq.1038
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262. doi:https://doi.org/10.1037/0033-2909.124.2.262
Sev, J. T. (2019). The big five personality traits as factors influencing job performance behavior in business organizations: A study of breweries and foods/other beverages manufacturing organizations in Nigeria. Journal of Entrepreneurship Studies Benue State University, Makurdi, 7, 9-36.
Shaban, S. (2018). Predicting big-five personality traits relation with employees’ engagement in public sector in Egypt. Internafional Journal of Business and Management Review, 6(1), 33–43.
Shukla, S., Aggarwal, P., Adhikari, B., & Singh, V. (2014). Relationship between employee engagement and big five personality factors: A study of online B2C e-commerce company. JIMS8M: The Journal of Indian Management & Strategy, 19(3), 26–34. doi:https://doi.org/10.5958/0973-9343.2014.01233.2
Syed, N., Saeed, A., & Farrukh, M. (2015). Organization commitment and five factor model of personality: Theory recapitulation. Journal of Asian Business Strategy, 5(8), 183-190.
Taiwan, A., Na-Nan, K., & Ngudgratoke, S. (201). Relationship among personality, transformational leadership, percerived organizational support, expatriate adjustment, and expatriate performance. International Journal of Business and Administrative Studies, 3(4), 129-141. doi:https://doi.org/10.20469/ijbas.3.10001-4
Wefald, A. J., Reichard, R. J., & Serrano, S. A. (2011). Fitting engagement into a nomological network: The relationship of engagement to leadership and personality. Journal of Leadership & Organizational Studies, 18(4), 522–537. doi:https://doi.org/10.1177/1548051811404890
Widiger, T. A., & Oltmanns, J. R. (2017). Neuroticism is a fundamental domain of personality with enormous public health implications. World Psychiatry, 16(2), 144-145. doi:https://doi.org/10.1002/wps.20411
Yamagata, S., Suzuki, A., Ando, J., Ono, Y., Kijima, N., Yoshimura, K., . . . Spinath, F. M. (2006). Is the genetic structure of human personality universal? A cross-cultural twin study from North America, Europe, and Asia. Journal of Personality and Social Psychology, 90(6), 987-998. doi:https://doi.org/10.1037/0022-3514.90.6.987

Hadziahmetovic, N., & Mujezinovic, M. (2021). The role of the big five personality profiles in employee affective commitment and engagement: Case of small and medium enterprises. International Journal of Business and Administrative Studies, 7(2), 74-88. doi: https://dx.doi.org/10.20469/ijbas.7.10003-2