The Impact of Job Characteristics and Personality on Organizational Commitment: Differences between Managers and Non-mangers

The objective of present research was to study the relationship of Job Characteristics and Personality with Organizational Commitment at the level of managers and non managers. Using three components of Organizational Commitment (Affective, Normative and Continuance) on a sample of employees (N= 70; 35 Managers and 35 Non Managers), the relationships of Big Five Personality Traits (Openness, Conscientiousness, Extraversion, Agreeableness&Neuroticism), and Seven Job Characteristics (Skill Variety, Task Identity, Task Significance, Autonomy, Job Feedback, Agents Feedback&Dealing with others) to Commitment Components were examined. Results showed that (1) mangers and non-managers differed significantly on job characteristic variables of skill variety, task significance, autonomy, agents feedback and dealing with others&personality variable of openness to experience. (2) Corelational analysis of job characteristics and organizational commitment revealed that task identity was positively related to continuance and normative commitment and autonomy was positively correlated to affective commitment. Both findings were significant for manager group only. (3) On correlating personality dimensions with organizational commitment, it was found that extraversion was positively correlated with normative commitment (for managers) and conscientiousness was positively related to affective commitment (for non-managerial group). (4) Finally, extraversion was found to be positively correlated to overall organizational commitment for managers. The implications of these findings for our understanding of Job Characteristic-Organizational Commitment and Personality-Organizational Commitment linkages are discussed.