Self-assessment process Essay Example | Topics and Well Written Essays - 2500 words

Self-assessment process - Essay Example Through such a process, I will be in a better position to make a successful career decision. A self assessment process is imperative in understanding my personal inclination towards career and is of considerable importance in making a career choice (Foster 21). Under normal circumstances, the process regards obtaining an understanding of myself in a manner that predisposes me to establishing a credible career choice that reflects my natural abilities. Therefore, before I decide on the job to select, it will be necessary to engage in the self-assessment course that will furnish me with the required knowledge of the career options that suit my natural frame. Areas to be evaluated include personality that represents my emotional and behavioral features, my attitudes towards life that implies how I perceive life’s events, my leadership qualities denoting my ability to exercise the function of authority, team work that regards my ability to work with groups or teams as well as inno vation, which primarily concerns my capacity to develop novel and creative ideas. All these parameters will be part of my comprehensive self-assessment process that will illuminate my impending career choice. ... and throughout my academic process I have learnt the basics of working in a business environment through the ethos of leadership and management gained through the process. As a result, I am well-trained and professionally equipped to tackle the career environment. I am a committed team worker with immense interest in interpersonal communication and interaction, very friendly with people and also a firm believer in collaboration. My personality leans towards aggressive, ambitious and charismatic tendencies because I tend to be more proactive in my approach to issues. Therefore, I have the ability to work effectively with groups because of my personal inclination to socializing, problem solving and collaboration. Owing to my towering personality type, I am an effective leader with credible leadership qualities ranging from decision making, consultation, collaboration, communication, team work and interpersonal skills. My experience in college leadership roles has exposed me to numerous challenges of a leader thus sharpening my already existing leadership profile. Similarly, with regard to experience, I have held several leadership positions throughout my education particularly in college. I am a creative individual who likes experimenting new deals in daily practice. One of my hobbies is trying new things, and my joy lies in the successful implementation of a new idea. I have always liked trying something new ideas (whether it is my own creation or somebody else) although I am acutely imaginative and innovative at a personal level. My greatest motivation for innovation is my firm belief in change, which to me represents an opportunity to do something better and accomplish a goal. I spend a lot of time imagining and developing new frontiers of thought, management and

Health Care Delivery Model Interview Essay Example | Topics and Well Written Essays - 1250 words

Health Care Delivery Model Interview - Essay Example I decided to choose my interviewee since he was readily available, and considered one of the best primary care providers we have so far. Primary care provider is a medical doctor and one who gives both the first aid for people with an undiagnosed issues of health. They also continue in providing health care for the varied medical conditions, not limited either by diagnosis or cause. Managed care as they call it today began during the years of 1940s with Maintenance Organizations (HMOs). As the costs for health care rose, employers signed contracts with different companies that offered to manage the health care issues (Minnesota Department of Health, 2006). Managed care in the United States has become common since the early years of 1990s, and up to date it is still the most dominant health insurance. Managed care creates incentives for primary care providers so that they can reduce their services, which has been a case study for researchers in the recent past. Systems of managed heal th care do not face the challenges cost balancing control with the provision of quality care; hence the care providers forced to tell about their financial incentives to the public (Starfield, 2005). Q; what changes are taking place in the healthcare delivery model? Dr. MacGann: There has been rapid growth during the recent past in managed health care, but the restricted practices have drawn unending criticism from both patients and physicians. The role of managed care has also declined in the recent years, in the constraining of health care services. This is due to the uprising concern about the restrictions. Reforms in the healthcare department currently taking part nationwide are advantageous for significant change. The new model in healthcare will integrate a chain supply of payers, brokers, providers and employers. If managed care can become restrictive, then this could be hugely beneficial towards patient access and also their care. Q: Why should the employers take note? Dr. M acGann: the most fundamental thing is that due to changes in the current industry, compliance with the regulations, shifting concerns and related requirements will be extraordinarily challenging. This challenge makes changes that are regulatory that will continue to be processed, thus encouraging the employers more and more through the years. To this also is that the rising costs in the market are also bringing changes in the options of healthcare. Q: what are healthcare providers doing in order to stay ahead in this competitive market? Dr. MacGann: Those that provide healthcare must be able to think of not competition and also about competition in day to day changing marketplace. Implementations and initiatives implemented that are to be witnessed are driving efficiencies for the betterment of the market places. Most of the entrepreneurs are giving a helping hand in making sure that that offering are available to help maintain the higher efficiency and lower costs for those that pr ovide healthcare, which in the ultimate end will provide a higher value to the employers. Q: What will this program provide to its attendees? Dr. MacGann: The program will try to provide brokers, providers, payers and employers of how the current health marketplace is and also concerning the future. It tries to open up an overview of the delivery marketplace as a whole. Q: What are the new opportunities under healthcare reform? Dr. MacGann: A good example to this would be the creation of new market of insurance for both small employers and

Globalisation Essay Example | Topics and Well Written Essays - 1500 words - 1

Globalisation - Essay Example However, interrelations and dependence among the different economies of the world was present from the historical period but what appears to be new with the concept of globalization is the intensification of the awareness of people. Local transformations as well as extensions of social relations laterally through time and space are parts of the process of globalization. Thus, with globalization the society will be without borders and boundaries with no specified cultural territories. This often results in dominance of the developed countries of the world over the poor economies in their efforts of decision making which often leads to the exploitation of the dominant economy leading to their degradation of the environment and human rights suppression. Thus, the objectives of the global economists are to suppress the negative impacts of the globalization process so that the positivities of the phenomenon could dominate. (Globalization101, n.d.: Waters, 2001, pp. 2-4) Background of glob alization There have been constant debates among economist regarding whether globalization is a unique phenomenon of the recent modern period. However, history reveals that trade relations existed among economies from historical age. There were also cultural interactions among countries, and work relations as people migrated to different countries of the world for better living from the time immemorial. From the years before the First World War capital flows from one country to the other, trade relations between countries and immigration of workers existed. The change that ultimately occurred with globalization is the increase in the volume of unrestricted trade, doubling of the capital flows amongst economies and rise in the number of the migrants. For over the past twenty years the features of globalization also took a change of course. Globalization that was previously restricted to the developed economies of the world spread among the developing economies with the opening of the markets of these nations through liberalization. Thus, the economic relations among the nations underwent a huge change with the spread of globalization across the borders of the rich countries. With globalization, the trade pattern experienced considerable change. The developing economies of the world that previously exports raw materials to the developed world emerged as serious competitors of manufacturing products of the industrialized nations. Thus with the increasing trade relations the developing economies mainly India and China experienced continuous economic growth. With globalization and increased trade relations world production increased by about 30% which further increases international trade by almost 80%. This resulted in reducing the cost of production through specialization of products and thus helped in increasing the living standards of people. The increase in the trade of service sector implies that nations are becoming richer. With the advancement of technology and communication trade in services has been popularized in recent years. The developing countries that opened up market through policies like trade liberalization, deregulation of the capital markets and privatization of state owned industries experience huge capital inflows and stands as the emerging economies of t

Psychology Research Paper Example | Topics and Well Written Essays - 750 words - 1

Psychology - Research Paper Example With regard to these chapters, this paper assesses the role played by nature in a child’s development. Many scholars argue that genetics determine human development (Kendra 2). Genes determine heredity and every individual has genes from his or her parents- mother and father. These genes are responsible for determining characteristics such as skin colour, height, weight and the colour of one’s hair. They also determine how a person acquires cognitive skills as well as directing the mental processes and physical features. Genes are passed from one generation to another. The two main types of genes-dominant and recessive, determine a child’s physical look. They also influence the rate at which a child grows (Gilbert 22). Therefore, children may start doing some activities earlier than others depending on their genetic characteristics. For instance, some can begin sitting without assistance by the age of 6 months. This may be delayed or may come early in other children. Genes are also responsible for genetic disorders such as cystic fibrosis and cerebral palsy (Kendra 7). If a parent has such disorders, they are likely to pass them onto their children who will also do the same to the future generations. However, the environment under which a child grows also largely determines the physical and biological development of a child (Berger 50). A foetus that is exposed to chemicals and pollutants develops in a different manner compared to one that develops in a clean womb (Kendra 9). For example, Fetal Alcohol Syndrome caused by exposure of a foetus to alcohol while in the womb leads to physical as well as cognitive malfunctions. Nutrition influences physical and social development (Gilbert 41). A well fed child grows up to be healthy and enjoys all childhood activities. On the contrary, a poorly fed child is weak and may not enjoy what other children do since play and learning is hindered by malnutrition.

Media Artifact Essay Example | Topics and Well Written Essays - 1000 words

Media Artifact - Essay Example Her three years of learning was a revelation to her that high school is hell, after which in the following seasons, she managers to navigate through collage and then in the latter seasons, the narrators portrays her in a manner that she had to face the expected grown up responsibilities. Having illustrated that, it is perfect to understand that this artifact, however long it was, many could followed it up to the last season, hence portraying a sense of interest and expectations (Whedon et al, 2007, p.11).Evidently, the TV series literally narrated the idea of a chosen one. At the age of fifteen, Buffy regardless of her sex was chosen to hunt demons and vampires as well as forces of darkness. She manages to fight the challenges of high school, with the company of Xander and Willow and up to the end of the journey where she manages to save the world. She was expected to stand against all her opponents and fight for her victory and the victory of others. Being a slayer, she understands this tale by heart, and so, despite the fact that she tries so hard to be simply a normal girl, the truth according to the episode is that she cannot escape from her destiny. This media artifact contributes positively to the life of human being, for instance the struggle of Buffy to save the world portrays the hardship people usually go through o acquire their destiny (Hoechsmann, & Poyntz, 2012). Now, having perused through the above media artifact, the pertinent thing is to connect it to the Marxism.’, a theory noted by Mack and Otto in their book titled ‘critical media studies.’ It follows that the book illustrates this theory as a theory and at the same time a political movement and as a social tool motivator (Ott & Mack, 2010). This theory is actually rooted in the idea of society all the way in the history of class struggles. Actually, it is of no offense if the theory is assumed as a theory that literally does not make sense of the entire world via the per spective of materialism of historical grounds. First, the TV

Greek mythology Essay Example for Free

Greek mythology Essay Engels biography is a display of such scientific course. His early life had been the explanation why he came about with his voluminous works on history. His works were a summation of the different implications of the facts how he was raised and intended of him to become, his experiences, and his direct contact with the production process and later in complete absorption to the revolutionary struggle in the industrial West. Friedrich Engels was born in Barmen, Prussia to a family of bourgeois origins in September 28, 1820. At that moment, Europe was at the height of the development of the industrial era and wars of conquest for the accumulation of market, labour and resources for the bourgeois economy. It was a time of rapid changes ensuing on all borders. Expansion of industrial interests was grappling Europe. Colonies in Asia, Africa and Latin America were continuously ransacked while the European continent was in a constant scrabble of migration from different nations in search of industrial work. Indeed an era of accumulation of wealth and technological advances to improve productivity . With these changes in the economic landscape came the winds of liberal thought. New machines that were never seen before were conceived side by side with political ideas never heard before. Thus the revolutionized industry became a breeding ground for a revolutionary spectre. Friedrich Engels was never detached from these changes. From his childhood until his intellectual career was on its full bloom, the economic transformations in Europe became the solid foundations of Marxist historiography. His nascent years had been vital for the development of his future philosophical pursuit. In his poem â€Å"To My Grandfather†, written December 20, 1833, Friedrich had shown his early acquaintances in history through stories in the Greek mythology which he described as â€Å"many a beautiful story† that his grandfather had told him . Another untitled poem written 3 years after described characters in stories from all over Europe seen by young Friedrich as â€Å"pictures to delight† . He was an observer and the environment drew much attention from him. Once he wrote about the conditions in Wuppertal, one of his first attempts to explain the seemingly complicated miseries of the working class , even the columns of a building and the style of architecture did not escape his watch. It was the beginning of his acquisition of his most powerful weapon in his revolutionary battle – excellence in textual conveyance. Not only was it a peek to his future history inclinations but also his superb literary talent that has greatly manifested in his works. In such a young age, Engels had learned that his wealth was a curse. The environment in which Friedrich Engels lived was full of stark contradictions. External factors greatly affected his inner resolve. His father, a German textile mill owner, wanted him to become an industrialist too like himself. Knowing in his self that he was not fit for that kind of life, a strained relationship developed between them. A supporter of the Prussian government, Friedrich’s father held conservative views in politics and religion which were attributed to his Protestant Pietist devotion. He enrolled Friedrich in local Pietist schools where he was indoctrinated with narrow fundamentalist views of society. Those were never acceptable to his broad interests. Hoping that the radical youth in Friedrich could still be doused with cold waters of isolation, he was sent to Bremen before he finished his high school studies to work as a clerk. These efforts were put to waste. There he exhibited despise to autocracy and religion, enjoyed life at its fullest and studied literature, philosophy, theology and history . Engels was drawn to the democratic struggles that were gaining political momentum at that time. Using a pen name of Friedrich Oswald, he participated in the literary movement. His first work, a poem titled â€Å"The Bedouin † was published in the Bremisches Conversationsblatt No. 40. In September 1838 and many other literary works and commentaries proceeded thereafter. As an active radical, Engels wrote articles for the democratic movement while attending lectures at Berlin University with his military service all at the same time. When he moved to Berlin to join the Household Artillery of the Prussian Army, he already had attractions to the Young Hegelians .

Personality and Organizational Commitment Relationship

Personality and Organizational Commitment Relationship ABSTRACT The objective of this study was to explore the relationships between the personality traits and organizational commitment among non teaching employees in government schools in the Sultanate of Oman. Data was collected by using Big Five Inventory (BFI) and revised Organizational Commitment Scale (Meyer, Allen, Smith, 1993). Response was received from 95 non teaching employees with a response rate of 47.50%. The findings of this study suggest us the relationships between personality traits and organizational commitment among non teaching staff in the government schools. KEYWORDS Affective commitment, big five-factor model of personality, continuance commitment, normative commitment, organizational commitment. INTRODUCTION This study explored the relationship between personality traits and organizational commitment among non teaching employees in the government schools of Sultanate of Oman. Organizational Commitment is being considered as an underlying factor for organizational success. Shepherd and Mathews (2000) suggest that employers view Organizational Commitment with increasing interest and importance. Due to increasing interest of employers and researchers, organizational commitment has become highly researched job attitude. It is evident from the fact that commitment has been the subject of many meta-analyses (Cooper-Hakim Viswesvaran, 2005; Mathieu Zajac, 1990; Meyer, Stanley, Herscovitch, Topolnytsky, 2002) studies. Theoretical reviews by Lawler (1992) and Reichers (1985) have also widely explored this attitude. This job attitude has become important for employers because employees with low levels of commitment are more likely to leave their organizations (Meyer et al., 2002). Research into Organizational Commitment has focused on the relationships between various antecedents and the components of Organizational Commitment. The primary antecedents to organizational commitment are like age; gender; education level; marital status; position and organization tenure; personality; and role states (Camilleri, 2002). Meyer and Allen, (1984); Grusky, (1966) and Mowday et al (1982) have thoroughly examined various relationships between antecedents and organizational commitment. This study was designed to contribute to the Organizational Commitment related literature by exploring the relationships between age, tenure, personality traits (using Big Five Model) and organizational commitment. THE FIVE-FACTOR MODEL OF PERSONALITY The Big Five model of personality implies that personality consists of five relatively independent traits that provide a meaningful explanation for the study of individual differences (Kumar, Bakhshi Rani, 2009) and their responses. The five dimensions in Big Five model of personality are Extraversion, Conscientiousness, Openness to Experience, Agreeableness and Neuroticism. Each of the Big Five traits is a set of traits that tend to occur together in individuals (Kumar, Bakhshi Rani, 2009). Extraversion is the state of being predominantly concerned with and obtaining gratification from what is outside. The behavioral tendencies used to measure this factor are sociable, gregarious, assertive, talkative, and active (Barrick Mount, 1991). Conscientiousness refers to the tendency to show self-discipline, act dutifully and be focused on the goals. It includes behavioral tendencies like being hard working, achievement- oriented, persevering, careful, and responsible (Barrick Mount, 1991). Openness to experience is a general appreciation for art, emotion, adventure, imagination and variety of experience. The behavioral tendencies associated with Openness to Experience include being imaginative, cultured, curious, original, broad minded, intelligent (Digman, 1990). It also reflects need for variety, aesthetic sensitivity, and unconventional values (McCrae John, 1992). Agreeableness refers to a tendency to be compassionate and cooperative. This factor includes behavioral tendencies like being courteous, flexible, trusting, good-natured, cooperative, forgiving, soft-hearted, and tolerant (Barrick Mount, 1991). Neuroticism refers to the tendency to experience negative emotions like anger, anxiety, or depression in a person. It is also called emotional instability. Behavioral tendencies associated with this factor include being anxious, depressed, angry, embarrassed, emotional, worried, and insecure (Barrick Mount, 1991). ORGANIZATIONAL COMMITMENT Organizational Commitment refers to the degree to which an employee identifies with the goals and values of the organization and is willing to exert effort to help it succeed (Herscovitch Meyer, 2002). According to Allen and Meyer (1990) Organizational Commitment is made up of three components or dimensions. First component is affective commitment and it refers to the employees emotional attachment to, identification with, and involvement in, the organization. Second component is continuance component and it refers to commitment based on the costs that the employee associates with leaving the organization. Third component of organization commitment is normative component, which refers to the employees feeling of obligation to remain with the organization. DEMOGRAPHIC RELATIONSHIPS WITH ORGANIZATIONAL COMMITMENT RELATIONSHIP BETWEEN AGE AND ORGANIZATIONAL COMMITMENT According to meta-analysis by Mathieu and Zajac (1990), age and organizational commitment yielded a medium positive correlation. Older employees tend to have a higher degree of organizational commitment because they view their past years of service to the organization as an investment (Camilleri, 2002). Therefore they would tend to be more committed to the organization. Thus, H 1: Non teaching employees commitment to the organization will positively relate to their age. RELATIONSHIP BETWEEN TENURE AND ORGANIZATIONAL COMMITMENT Various studies show a weak positive relationship between tenure and organizational commitment. In these studies, job tenure has been shown to be more positively related to attitudinal commitment, while organizational tenure was more positively related to calculative commitment (Clayton, Petzall, Lynch Margret, 2007). The given explanation is that years spent in a particular position tend to increase an employees psychological attachment to an organization, while extended tenure also increases their stake in terms of benefits such as pension plans (Mathieu and Zajac, 1990, p.8). Thus, H 2: Non teaching employees commitment to the organization will positively relate to their length of tenure. RELATIONSHIP BETWEEN BIG FIVE PERSONALITY TRAITS AND ORGANIZATIONAL COMMITMENT AFFECTIVE COMMITMENT Affective commitment refers to an employees positive emotional response to the organization. An employee, who is affectively committed, strongly identifies with the goals of the organization and desires to remain in the organization. While extroverts exhibit positive emotionality (Watson Clark, 1997) and it is reasonable to assume that those high in Extraversion experience higher affective commitment than those who are less extraverted. Many studies have also found significant bivariate correlations between positive emotionality and affective commitment (Williams, Gavin, Williams, 1996). Thus, H3: Non teaching employees extraversion will positively relate to affective commitment. CONTINUANCE COMMITMENT Continuance commitment refers to an awareness of the costs (economic and social) associated with leaving the organization. It develops through an employees perceptions of employment alternatives. Employees who perceive that they have several viable alternatives will have weaker continuance commitment than those employees who perceive that they have few alternatives (Meyer Allen, 1997). Extrovert individuals tend to be more socially active and may develop more social contacts than introverts. More social contacts of extraverts may bring them more job opportunities. Therefore, H4: Non teaching employees extraversion will negatively relate to continuance commitment. Neuroticism refers to an enduring tendency to experience negative emotional states by an individual. Neurotic individuals tend to experience more negative life events than other individuals (Magnus, Diener, Fujita, Pavot, 1993). Due to this tendency, person may prefer to stick to same job instead of facing new work environment. Thus, H5: Non teaching employees neuroticism will positively relate to continuance commitment. Conscientiousness refers to the traits like self-discipline, carefulness, thoroughness, organization,  deliberation  (the tendency to think carefully before acting), and need for  achievement. According to Organ and Lingl (1995), due to conscientiousness nature, employee gets more opportunities to obtain formal (e.g., pay, promotion) and informal work rewards (e.g., recognition, respect). To the extent that a conscientious employee earns such rewards, they should have high level of continuance commitment. Therefore, H6: Non teaching employees Conscientiousness will positively relate to continuance commitment. NORMATIVE COMMITMENT Normative commitment refers to employees perceptions of their obligation to their organization. It develops from the investments that an organization makes in its employees (Meyer Allen, 1991). This will make employees feel indebted to his or her organization and want to respond his or her organizations initiatives favorably. Extraverted employees seek out more social interactions within the workplace and exhibit positive emotions. Therefore extroverts tend to respond favorably towards the organization due to perception of obligation. Thus, H7: Non teaching employees extraversion will positively relate to normative commitment. METHOD SAMPLE A sample of 95 non teaching employees was obtained from government schools in the Sultanate of Oman. Questionnaires were bilingual (English and Arabic). Response rate of 47.50 % (95 filled questionnaires received out of 200) was obtained. The gender composition of the sample was 53.7% male (N=51) and 46.3% female (N=44). The average age of the respondents was 35.85 years (SD=4.3). On an average, the respondents had the present organizational tenure as 7.46 years (SD = 3.2) and total job tenure as 8.21 years (SD = 2.9). MEASUREMENTS THE BIG FIVE The Big Five Inventory (BFI) (John et al., 1991) (John et al., 2008) consisting of total 44 items was used to measure personality traits of school laboratory technicians on a five point Likert-type anchoring ranging from strongly disagree (1) to 5 (strongly agree). It contains five dimensions corresponding to big five personality traits (Extraversion, Neuroticism, Agreeableness, Openness and Conscientiousness). The reliabilities (Cronbachs Alpha) for each facet were Extraversion (0.88), Neuroticism (.94), Agreeableness (.92), Openness (.91) and Conscientiousness (.91). AFFECTIVE COMMITMENT Affective Commitment was measured by revised version of Affective Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.82. CONTINUANCE COMMITMENT Continuance Commitment was measured by revised version of Continuance Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.88. NORMATIVE COMMITMENT Normative Commitment was measured by revised version of Normative Commitment Scale (Meyer, Allen, Smith, 1993). Responses were collected on a seven-point Likert-type anchoring that ranged from strongly disagree (1) to strongly agree (5). The reliability (Cronbachs Alpha) of this six item scale was 0.89. RESULTS A factor analysis, which is confirmatory in nature, was performed on the different variables such as Extraversion, Neuroticism, Agreeableness, Openness, Conscientiousness, Affective commitment, Continuance commitment, and Normative Commitment. The factor analysis was conducted using principal axis factoring with varimax rotation as an extraction method (see for details, e.g. Nummenmaa et al., 1996, p. 244; Hair et al., 1998, pp. 87-120). The identified factors were selected whose Eigen values are greater than 1.0 from the graph of scree plot. Graph 01: Scree Plot Showing Eigen Values of Factors These variables within factors are correlated, is confirmed by the Bartletts test of sphericity. The Kaiser-Meyer-Olkin (KMO) measure of sampling adequacy indicated a practical level of common variance (KMO = 0.587), which implies that the results obtained from factor analysis are appropriate. The factors identified with loadings in appendix 01 exhibits 74.22 percent of the variance of the variables. The table 01 comprises the means, standard deviations, partial correlations, and reliability coefficients for the proposed variables. The partial correlations among proposed variables provided initial support of our hypotheses. In the support of hypothesis 01 age is positively correlated with affective commitment (r = 0.255, p The table 02 shows the results obtained after running multiple regressions. It is evident from the table 02 that the correlations among variables are low. The coefficient of determination of three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 35.8%, 24.6%, and 20% respectively. The coefficient of determination indicates the change in dependent variable is explained from a change in independent variables. It is evident that the relationship in a linear is medium for affective commitment and small for continuance commitment and normative commitment as the value of the coefficients of determination are very weak. The F-ratio for the three dimensions of organizational commitment such as Affective commitment, Continuance commitment, and normative commitment are 5.255 (p When exploring the beta values of three dimensions of organizational commitment, the magnitude of approximately all values is low. The 35.8% explained variance in the coefficient of determination for the affective commitment may be attributed to organization tenure, job tenure, extraversion, and openness to some extent. The 24.6% explained variance in the coefficient of determination for the continuance commitment may be attributed to organization tenure, extraversion, neuroticism, and conscientiousness to some extent. The 20% explained variance in the coefficient of determination for the normative commitment may be attributed to organization tenure, job tenure, and extraversion to some extent. DISCUSSION The findings suggest that the studied model serves as the foundation in the exploration of the various dimensions of organizational commitment. In particular, Age and organizational tenure has played substantial role in all three forms of the organizational commitment. Moreover, Extraversion has played a role of the most consistent independent variable of the all dimensions of the organizational commitment. Extraversion was positively associated with affective commitment because the positive emotionality is important dimension of personality (Watson et al.,1988; J. Erdheim et al. 2006). Secondly, Extraversion was negatively associated with continuance commitment. In general, extraverts have better relations with peers than introverts which may result into better career options (Watson Clark, 1997). Finally, Extraversion was positively associated with normative commitment. Because extraverts believe that their extraordinary service by providing congenial social environment may enhanc e the psychological contract with the organization (Watson, 2000; J. Erdheim et al. 2006). Correlation between Neuroticism and Organizational Commitment varied for three components of organizational commitment. Correlation between Neuroticism and Affective Commitment was found significantly negative and significantly positive with continuance commitment. While with normative commitment it was found negative (nonsignificant). Neurotics tend to be prone to negative experiences and negative affect. This tendency makes them low on affective commitment. Neurotic individuals used to be conscious of the costs associated with leaving the jobs so continuance commitment used to be high among neurotics. Conscientiousness displayed positive significant relationship with continuance commitment while nonsignificant relations with affective and normative commitments. Since conscientious individuals tend to be highly involved in to their jobs (Organ Lingl, 1995) and it increases their chances of workplace rewards. These rewards will have impact on the continuity of individuals in the organizations. THEORETICAL AND MANAGERIAL IMPLICATIONS The results of the present study reflect that the role of personality is vital in the development of organizational commitment. It gives a scope of relationship between personality job attitudes and organizational commitment. This theoretical implication gives further scope of study pertaining to the factors of other dimensions of the job attitudes such as job involvement, job embeddedness etc. Managerial implications of the study are primarily in the personnel selection. Since different components of organizational commitment are correlated with personality traits, organizations need to judge personality traits at the time of selection and foresee the impact on the candidates commitment. It has been found in meta-analysis that employees with low level of commitment are more likely to leave their organizations (Meyer et al., 2002). LIMITATIONS AND FUTURE DIRECTIONS Furthermore, this study suffers from three limitations whereas the results are statistically in most parts. The first limitation is related to the sample size which is relatively small in comparison to similar other studies. The second limitation pertains to the coefficients of regression model which are relatively low and may affect the reliability and validity of findings. The third limitation which is prominent in nature is that the proposed model was tested using correlation and regression analysis among variables. However, this technique can only examine a single relationship at a time (Hair, at el, 1998). An area of upcoming research is to test the proposed model using Structural Equation Modeling (SEM) which may provide better results. SEM is a multivariate statistical technique used to estimate a number of interrelated dependence relationship simultaneously. The present study will give additions in the literature of the factors pertaining to the organizational commitment in various dimensions. There are evidences of outcomes of the study that the application of the five-factor model of personality assisting the prediction of three forms of the organizational commitment. This model paves the way to a new dimension of the research which may explore the extensive relationship between the unexplored dimensions of personality and organizational commitments. Our findings have various practical implications in the selection procedure of the organization. Further research may be extended to explore the utility of using personality tests to predict organizational citizenship behavior in a selection setting. REFERENCES Allen, N.J., and Meyer, J.P. 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Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54, 1063-1070. Watson, D. (2000). Mood and temperament. New York: Guilford Press. Williams, L. J., Gavin, M. B., Williams, M. L. (1996). Measurement and nonmeasurement processes with negative affectivity and employee attitudes. Journal of Applied Psychology, 81, 88-101. Personality and Organizational Commitment Relationship Personality and Organizational Commitment Relationship CHAPTER 1 INTRODUCTION Chapter Overview This study will focus on the relationship between personality and organizational commitment. This chapter includes background of the study, problem statement, research question, research objectives, significant of the study and the scope of study as well. In addition, the conceptual and operational definitions of terms are discussed to provide an understanding on their usage in this study. Lastly, this chapter concludes with a summary. Background of the Study Organizational commitment is a positive psychological state of attachment that pushes the employee’s performance upward to successfully turn the firm’s strategic vision into a reality (Hawass, 2012) 8964-35144-1-PB (2). Although there are many kind of definitions by different researchers, all of them unanimously attempted to place emphasis on the relationship between employees and organization (Ekmekci, 2011) Darbanyan. Over the past two decades, there has been a huge increase in the research efforts trying to explore and understand the nature, antecedents and consequences of organizational commitment (2-4) Kumar. Many of research reviews and meta-analysis have done on organizational commitment because it plays an important role in predicting work behavior (kumar, 2010) kumar. According to Klein, Backer, Meyer (2009) Hackney, organizational commitment is so well studied due to the impact of organizational commitment is associated with work outcomes such as turnover intention, absenteeism, job performance, motivation and job withdrawal behaviors. Organizational commitment is a multidimensional framework that can bring effect to many factors in organization and draw out various positive implication for organization and its workers (Darbanyan et al. 2014) Darbanyan. For example, there is an inverse relationship between organizational commitment and absenteeism, turnover intention and dysfunctional job behavior (Amiri, 2009) Darbanyan. Moreover, meta-analyses also indicate that organizational commitment is positively related to job satisfaction, organizational citizenship behaviors (OCBs) and job performance (Vandenberghe and Bentein, 2009; Su et al. 2009) 09593841211204335. A study conducted by Sjoberg and Sverke (2000) Darbanyan in Sweden found out that organizational commitment has multiple effects on absenteeism. Researchers have identified different factors that can be affected for organizational commitment. Personal characteristic, work experience, role related characteristics are considered as common antecedences of organizational commitment (Meyer and Allen, 1993). Personality characteristics are one of the antecedents of commitment and studies of personality as it relates to commitment are few (Klein rt al., 2009) Hackney. Personality is another variable that examined in this study as well as addressed by many theorists. Different researchers possess different approaches and came up with various definitions of personality in line with their approaches (Darbanyan, 2014). According to Peryin John (2009) 8964-35144-1-PB (2), each level of these personality traits has special contribution to the understanding of individual differences in behavior and experience. Individual’s personality can define how he or she views the world around him, react to situations and interacts with others in the organization (Michaud, 2013) 8964-35144-1-PB (2). Understanding employee’s personality is very important due to its usefulness on placing people into jobs and gives clues to managers about how an employee is likely to act and feel in a variety of situation. According to Kumar and Bakhshi (2010) SSRN-id2220719, individual’s personality is a good predictor of work attitudes and work outcomes. The dispositional factors are always referring to the Five-factor model of personality (Kumar and Bakhshi, 2010). Big Five personality is one of the most prominent models in contemporary psychology to describe the most salient aspects of personality (Goldberg, 1990; John Srivastava, 1999) SSRN-id2220719. Most of the studies on organizational commitment focus on identifying the environmental factors such as low salary, highly stress environment and low motivation (Hoffmann, Ineson.., 2004) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, employee dispositional sources mainly known as personalities are being ignored. A study done by Kumar †¦ (2010) stated that there is little attention given in investigating the relationship between personalities, using the Big Five personality model with organizational commitment. This study proposes to investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers Sdn Bhd, Bangsar. Problem Statement Research Questions Research questions of this study are: What are the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. What is the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd? Is there any relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? What is the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd? Research Objectives The research objectives of this study are: To identify the personality traits among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the level of organizational commitment of employees in Aon Insurance Brokers (M) Sdn Bhd. To investigate the relationship between Big Five personality and organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. To determine the effect of Big Five personality to organizational commitment among employees in Aon Insurance Brokers (M) Sdn Bhd. Scope of the Study This study is to identify the relationship between personality and organizational commitment among the employees in Aon Insurance Brokers (M) Sdn Bhd. The study will be conducted by having the Aon Insurance Brokers (M) Sdn Bhd’s employees as respondents to identify the personality traits and organizational commitment of them. There are around 110 employees who work in Aon Insurance Brokers (M) Sdn Bhd and there will be a total number of 86 employees been chosen randomly as research sample to participate in this study. The employees will be chosen based on random sampling and the data will be collected via questionnaire from the employees in Aon Insurance Brokers (M) Sdn Bhd. The independent variable will be measured by Big Five Inventory (BFI). The dimensions of the Big Five personality are extraversion, agreeableness, conscientiousness, neuroticism and openness. For the dependent variable, Three Dimensional Commitment Scale questionnaire will be used to measure the organizational commitment of employees. There are three dimensions of organizational commitment that will be measured: affective organizational commitment, continuance organizational commitment and normative organizational commitment. Total of 24 items will be used to measure organizational commitment by using 5 point Likert Scale. Significant of the Study Many researchers have widely discussed the study on organizational commitment (Lin, Lin and Lin, 2010; and Judge, Klinger, Simon and Yang, 2008) 109_327_3rdICBER2012_Proceeding_PG1583_1592. However, there is not much attention given on the study of relationship between Big Five personality and organizational commitment especially in Malaysia. Thus, this study will contribute in adding more literatures on personality and organizational commitment specifically in Malaysia context. The study brings attention to the importance of talking personality into consideration while measuring employees’ organizational commitment. Additionally, this study will help managers to understand more about employees’ personality and how they react toward organizational processes. Understanding employees’ personality is very useful to managers because managers can predict how the employees are likely to act and feel in different kind of situation. Moreover, findings of this study could help managers to increase employees’ loyalty in particular company. Job satisfaction will also increase and followed by decrease in turnover rate in that company. Conceptual Definition 1.8.1Personality: Big Five Model Personality is a subfield of psychology (Friedman Schustack, 2008). Personality is basically not studied in terms of non-psychological concepts. These non-psychological concepts included profits and losses, souls and spirits, or molecules and electromagnetism. According to the founder of personality psychology, Gordon Allport, personality is defined as the inner organization of psycho physiological system of a person to create a person’s unique behavior, feeling and thoughts (Lin, 2010). For this research, Big Five personality approach will be used to identify employees’ personality traits. The Big Five personality factors include extraversion, agreeableness, conscientiousness, neuroticism and openness. Big Five personality is also known as OCEAN, NEOAC or CANOE (Feldman, 2011). 1.8.2Organizational Commitment As Meyer and Allen (1991) suggest, organizational commitment is defined as the psychological state that links an employee to the organization where the employee has strong involvement and desire to exert effort in achieving organization’s goals. There are three types of commitment, which are affective commitment, continuance commitment and normative commitment. Brown (1996) and Brickman (1987) 1-s2.0-S105348220000053X-main who provided general definitions of commitment noted that commitment is different from motivation or general attitudes. They suggested that commitment influences behavior independently of other motives and attitudes and, in fact, might lead to persistence in a course of action even in the face of conflicting motives or attitudes (†¦,2001). Operational Definition Big Five Personality Big Five personality is the five basic factor develop by the researcher Norman through measure of the factor analysis of peer’s personality trait. The factor that concludes from Norman’s Big Five factor is extraversion, agreeableness, conscientiousness, neuroticism and culture (Lin 2010) yuchuan. However, the Big Five Model that we going to used in this study is the Big Five model which modified by researcher McCrae where the â€Å"culture† dimension is changed to â€Å"openness† dimension (Lin, 2010). Individual who high in extraversion tend to be energetic, talkative, enthusiastic, sociable and dominant. Individual low in this dimension tend to be introvert, quiet, shy, submissive and retiring (Friedman Schustack, 2011) ting. For agreeableness, individual high in this dimension is friendly, warm, cooperative and trusting whereas individual low in this dimension are unkind, cold and quarrelsome (F.., 2011). Neuroticism also known as emotional instability. Individual who has this personality dimension tend to be moody, nervous, tense, high-strung and worrying. Individual low on this dimension is emotionally stable, calm, contented and stable. Conscientiousness also known as lack of impulsivity. Early research in personality psychology mentioned this dimension as Will. Conscientious individual are generally responsible, cautious, organized, dependable and persevering. Individual low on this dimension is impulsive, undependable, careless, disorderly (F†¦, 2011). Besides that, openness also known as culture or intellect. Individual who has this personality dimension tend to be artistic, imaginative, original creativity and witty. Individual low in this dimension are shallow, simple and plain (F, 2011). Organizational Commitment Meyer and Allen’s Three-Component Model of commitment (1991) is used to measure the level of organizational commitment of employees in this study. Organizational commitment refers to the level to which the employees’ emotional connection and their identification with the company where they currently working in. Three dimensions of organizational commitment proposed by Meyer and Allen (1991) is investigated in this study, namely affective commitment, continuance commitment and normative commitment. According to Meyer and Allen (1997), affective commitment is the employee’s emotional attachment and participation of the employee in the organization. In this study, it refers to the employees’ emotional commitment towards their company, their identification and the desire to remain in the company. The second dimension proposed by Meyer and Allen is continuance commitment, which refers to the awareness of the cost of leaving associated with leaving the organization. In this study, continuance commitment means the consciousness of the employees on the perceived prices associate with quitting from their company, such as limited job opportunities. Lastly, normative commitment is the feelings of employee’s obligation to remain in an organization and it also used to describe the degree to which the employee believes him or herself should committed to their organization. Summary In conclusion, this chapter outlines the background, problem statement, research questions, research objectives, study scope as well as significance of study. The main objective of this study is to investigate the relationship between employees’ personality and their organizational commitment. The conceptual and operational definitions of research variables such as personality and organizational commitment are also being discussed. The relevant literatures, previous empirical research, models and theories related to this research will be explained and discussed in chapter 2.