Personality and organizational outcomes (organizational culture as a moderator)

• Main Authors: Abu Mansor, Nur Naha, Anuar Ahmed, Melati, Muhammad Ishaq, Hafiz, Ahmad, Jawwad, Ali, Ghulam
• Format: Article
• Published: Progress Publishing House,Progress IPS 2011
• Subjects: HD28 Management. Industrial Management
• Online Access: http://eprints.utm.my/id/eprint/39906/; http://dms.library.utm.my:8080/vital/access/manager/Repository/vital:77905

This paper examines the relationship of big five personality traits (Neuroticism, Extraversion, Agreeableness, Openness to Experience and Consciousness) with organizational out comes (Job Performance, Job Satisfaction) with culture as a moderating variable. This study will analyze 4 culture dimensions i.e. Individualism, Power Distance, Masculinity and Uncertainty avoidance proposed by (Hofstede, 1980). It is proposed that relationship between extraverts and organizational outcomes will be strong in individualistic culture, relationship between neuroticism and organizational outcomes will be strong in uncertainty avoidance culture but relationship between agreeableness and organizational outcomes will be weak in uncertainty avoidance culture, the relationship between openness to experience and organizational outcomes will be high in masculine culture, the relationship between conscientiousness and organizational outcomes will be high in power distance culture and the relationship between agreeableness and organizational outcomes will be weak in power distance culture.