The Relationship between Personality Factors and Organizational Commitment among University Employees

This present study was aimed to know the relationship between Personality Factors (Openness and Conscientiousness) and Organizational Commitment among university employees. The NEO Five Facto Inventory a 60 item Questionnaire and Organizational Commitment Scale consists of 8 items was administered on the university employees. Simple of 30 individuals were selected through purposive sampling from Molana Azad National Urdu University Hyderabad. Pearson Product Moment Correlation Coefficient was used for statistical analyses. The result revealed that there exist an inverse relationship between organizational commitment and openness and positive relationship between organizational commitment and conscientiousness.

NEO FFI developed by ( Costa and McCrae, 1976.).The two dimensions are briefly discussed below; Openness: Openness reflects the degree of intellectual curiosity, creativity and a preference for novelty and variety a person has. It is also described as the extent to which a person is imaginative or independent, and depicts a personal preference for a variety of activities over a strict routine. Appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience.

Conscientiousness:
A tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior; organized, and dependable.

Organizational commitment:
Organizational commitment is the individual's psychological attachment to the organization. It is the strength of the feeling or responsibility that an employee has towards the mission of the organization. An individual's psychological bond to the organization, including a sense of job involvement, loyay and belief in the values of the organization (O'Reilly, 1989).
Organizational Commitment is characterized by employee's acceptance of organizational goals and their willingness to exert on behalf of the organization (Miller & Lee, 2001.) .

OBJECTIVES:
• To assess the personality factors of employees working in organization. • To examine the organizational commitment of employees working in organization. • To study the relationship between personality factors and organizational commitment.

HYPOTHESES:
• There will be a significant relationship between "Conscientiousness" (a dimension of personality) and Organizational Commitment. • There will be a significant relationship between "Openness" (a dimension of personality) and Organizational Commitment.

Participants
Simple consists of individuals (N=30) both men and women between he age range of 25-50 years; all of them were working in a government setting in Molana Azad National Urdu University Hyderabad. Purposive sampling technique was used for simple selection. Data were collected from participants from their respective places where they are sitting during office time.
The present study was based on Correlational Research Design.
Inclusion Criteria: male and female between 25 to 50 years of age employers in MANUU who are having minimum one year experience in the service. Exclusion criteria: individuals not working in MANUU, less than 25 years and more than 50 years.

Research Design:
The present study was based on correlational research design. Personality factors were correlated with organizational commitment among university employers

Statistical analysis:
The data obtained are statistically analyzed by using Pearson Product Moment Correlation Coefficient. It is done to determine the significant relationship between Personality factors (Openness/Conscientiousness) and Organizational Commitment.

Research Instrument
The NEO-FFI-3 is a 60 item version of form S. was used to assess the domains (Openness and Conscientiousness) of Personality.

Procedure:
The participants were seated comfortably and rapport was established with each employees. The testing environment was comfortable and free of distractions and adequate lighting was provided. A flat surface, such as desk or clipboard, on which the respondent can write and a pencil is also given. The participant were assured about the confidentiality. The researcher engaged the participants in the task of completing the test to reduce the possibility of the response sets or random responding to the items.
The NEO-FFI-3 forms S (self-report) were given to the participants along with the answer sheet and they were told to read the instructions for completing the NEO-FFI-3 on the first page. After the instructions had been read and the participants understood the nature of the task, they were told to turn to the second page of the booklet and to provide the identifying information requested at the top of the second page. Once it was made sure that the participants were not having any questions, they were asked to begin. There is no time limit for the NEO-FFI. Most respondents require 10-15 minutes to complete it. Then the Organizational Commitment Questionnaire was given to the participants. The instructions were given, "There is a list of statements and five cells are provided for each statement to indicate how you generally feel. There is no right or wrong answers. There is no right or wrong answers to the statements. Do not spend too much time on any one statement. Try to finish as soon as possible". Give the response which describes your feeling/opinion. Please do not leave any statement unanswered. After completing the task the participant was thanked for the cooperation.  commitment. This indicates that when people act dutifully and aim for achievement, there will be more commitment towards the organization.

DISCUSSION:
This present study was aimed at knowing the interrelationship between Personality Factors (Openness and Conscientiousness) and Organizational Commitment, among the employees. The data obtained are statistically analyzed by using Pearson Product Moment Correlation Coefficient. It is done to determine the significant relationship between Personality factors (Openness/Conscientiousness) and Organizational Commitment. The mean and SD of Organizational Commitment are 29.60 and 3.39.The mean and SD of Openness is found to be 29.40 and 5.66 respectively. The correlation coefficient is -0.191. This reveals that there is an inverse relationship between openness and organizational commitment.
The mean and SD of Organizational Commitment are 29.60 and 3.39. The mean and SD of Conscientiousness is found to be 33.23and 6.08 respectively. The correlation coefficient is 0.381. This shows that there exists a positive relationship between conscientiousness and organizational commitment. This reveals that when people act dutifully and aim for achievement, there will be more commitment towards the organization.

CONCLUSION:
In conclusion, this study provides, there is positive relationship between Organizational Commitment and Conscientiousness. This study also added that Openness to Experience does not play a significant role in the development of organizational commitment. As hypothesized, employee's conscientiousness showed a strong positive relationship with organizational commitment.