Published Paper Details:

This research investigates the impact of personality traits on organisational commitment among employees using the Big Five Personality traits model--neuroticism, extraversion, openness, agreeableness, and conscientiousness. Organizational commitment is examined through three dimensions: affective, continuance, and normative commitment. The study collected data from employees across various sectors to analyze the relationships between these personality traits and the different types of commitment. The results indicate that extraversion and conscientiousness are positively associated with both affective and normative commitment, suggesting that employees who are outgoing and diligent tend to feel more emotionally attached to their organizations and morally obliged to stay. Conversely, neuroticism shows a significant association with continuance commitment, implying that employees with higher levels of anxiety and emotional instability remain with their organizations primarily due to the perceived costs of leaving. These findings emphasize the importance of considering personality traits in human resource practices to enhance employee commitment and organizational performance. By integrating personality assessments into recruitment and development processes, organizations can better align employee characteristics with job roles, fostering a more engaged and committed workforce.