Organizational Commitment And Relevance Of The Big Five Personality Research

Background and purposeOrganizational commitment (Organizational Commitment, referred to as OC) is a contemporary organizational behavior in a concept, by the American sociologist Becker (Becker, HS, 1960) first proposed.For an enterprise's survival and development, the more important is how to retain good employees, and make maximum potential, in short, staff loyalty for the business will directly affect the survival and development. Organizational commitment, employees of the company is testing the best indicator of loyalty, through studying the impact of factors of organizational commitment, organizational commitment influence of these antecedent variables to enhance employee commitment, survival and development of each enterprise are essential.Factors on organizational commitment through the in-depth study, our management staff's personal characteristics can be considered as non-controllable factors, uncontrollable factors, use of these signs with different types of employee organizational commitment, and then use corporate control factors (such as pay , promotion, etc.) to manage, thus maximizing the cohesion of the organization staff. Research tools and methods(1) research toolsFeelings, norms and continuous commitment scale by Mayo and Allen (Meyer & Allen, 1997) prepared. It describes three types of organizational commitment. Emotional commitment to a staff measured his (her) feelings of attachment to their organization, support and dedication of degree. Normative commitment reflects the community-based organization of which the pressure on staff. Continuous commitment to involve employees leave the organization resulting from cognitive loss. Allen Mayo and commitment to the measurement of each subject from the original eight questions reduced to six questions [11]. Used in this study is the revised version, a total of 18 subjects, seven points by Richter.The basic content of the questionnaire in three parts: the first part of the demographic variables including gender, age, length of service, jobs, education, marital status; second part of the emotions, norms and continuous commitment to scale, including affective commitment, normative commitment, continuous commitment. The third part is the Big Five Personality Inventory, including adaptability, extraversion, openness, agreeableness and conscientiousness and responsibility.(2) Subjects and MethodsA large state-owned enterprises in Hefei questionnaires, with the assistance of their Human Resources Department, put 200, 172 valid questionnaires, the effective rate of 86%, of which 105 were males and 67 females.Using Epi Data3.1 software input method using double data entry, and for consistency, to ensure the quality of data entry.Using SPSS13.0 built the database on the analysis. Gender, age, length of service, jobs, education, marital status, single factor analysis of variance, the analysis of major demographic variables used to validate whether the type of commitments to show significant differences. If significantly different, then using SNK multiple comparison analysis method. Of the Big Five Personality and organizational commitment to do correlation analysis, and sort according to importance.ResultsA single individual there are different types of organizational commitment, but there will be a focus; organizational commitment is associated with demographic factors; organizational commitment, and the Big Five personality traits are related to different personality dimensions and focus on different organizational commitment.