Situational strength based on culture as a moderator of the personality-job performance relationship

Download

index.pdf

Date

2015

Author

Yağcı, Hazal

Metadata

Show full item record

Item Usage Stats

99
views

61
downloads

The purpose of the present study is to examine the moderating influence of cultural dimensions on the relationship between personality and job performance. The main focus is on the situational strength framework (Meyer & Dalal, 2009) which claims that characteristics of situations moderate the relationship between personality and outcomes, in this case job performance. In the current study, situations are studied in terms of cultural characteristics that also pertain to organizations; namely uncertainty avoidance, power distance, and masculinity-femininity (Hofstede, 1980; 2001). The expectation is that in strong situations, which are defined as those with higher levels of uncertainty avoidance, power distance, masculinity/lower levels of femininity, the relationship between personality and job performance will be weaker when compared to weak situations. The data related to personality and culture dimensions were collected from employees working in Turkey and in Germany, while their immediate supervisors rated their performance in terms of task performance and several organizational citizenship behaviors. Matched data from 120 employees and their supervisors were analyzed to test the hypotheses. Findings showed that there were several personality-job performance relationships moderated by cultural dimensions. Firstly, power distance moderated the conscientiousness-task performance, and -personal industry relationships. For lower power distance, conscientiousness positively predicted both task performance and personal industry. Furthermore, masculinity/femininity moderated the conscientiousness-, and extraversion-loyal boosterism relationships. For the low masculinity/high femininity level, both conscientiousness and extraversion had a positive association with loyal boosterism. Results are discussed together with the limitations and strengths. Implications for practitioners and suggestions for future research are presented

Subject Keywords

Organizational behavior., Corporate culture., Job satisfaction., Personality., Social psychology., Psychology, Industrial., Psychology M.S. thesis

URI

http://etd.lib.metu.edu.tr/upload/12618747/index.pdf
https://hdl.handle.net/11511/24646

Collections

Graduate School of Social Sciences, Thesis

Suggestions

OpenMETU
Core

Parental acceptance-rejection/control and sypmtoms of psychopathology : mediator roles of personality characteristics Yakın, Duygu; Gençöz, Tülin; Department of Psychology (2011) The purpose of the present study was to examine the relationships between parental acceptance-rejection/control, personality constructs and symptoms of psychopathology. In this regard, 801 university students (440 females and 361 males) between the ages of 18 and 47 (M = 21.85, SD = 2.59) participated in the present study. The data of the study were collected by a package of questionnaires consisting of Demographic Information Sheet, Mother Form of Parental Acceptance-Rejection/ Control Questionnaire, Fathe...
The Effect of coping strategies: mediating role of work attachment styles on the relation between coping and personal and organizational outcome perception Ersen, Önder; Bilgiç, Reyhan; Department of Psychology (2014) The purpose of the present study is to examine the relationship between proactive and preventive coping styles and some individual and organizational outcomes, namely professional self-esteem, job satisfaction task performance and organizational citizenship behavior. Moreover, the mediating roles of two employee attachment styles, engagement and burnout in this relationship were investigated. Psychometric qualities of the scales were established through a pilot study by collecting data from 90 employees com...
Individual and organizational predictors of perceiving workplace behaviors as counterproductive Ağca, Hande; Toker, Yonca; Department of Psychology (2014) In the present study, the aim was to examine the predictors of perceived counterproductive work behaviors (PCWB) by employees. The proximal variables of personality characteristics and individual values and the distal organizational variables were included in the research to study the predictors of PCWB in a comprehensive fashion. Self-control, agreeableness and conscientiousness were hypothesized as the personality predictors, of universalism, benevolence, conformity and tradition under the frame of self-t...
Integrity as it relates to job performance, organizational citizenship behavior and withdrawal behavior: moderating effect of organizational justice Karapınar, Özlem; Sümer, Hayriye Canan; Department of Psychology (2014) The aim of the study was to investigate the moderation effect of organizational justice perceptions in the relationships between integrity and critical organizational outcome variables, namely, job performance, organizational citizenship behavior, and withdrawal behaviors (turnover intentions and absenteeism). High performing employees with constructive organizational behaviors and without withdrawal behaviors are desired by organizations. Integrity tests, widely used in personnel selection (e.g., Bergmann,...
The Contribution of self-control, emotion regulation, rumination, and gender to test anxiety of university students Irkörücü, Ayşe; Demir, Ayhan Gürbüz; Department of Educational Sciences (2012) The aim of the study is to investigate the relation between attachment style, early maladaptive schemas and attitude towards help seeking. Participants of this study were composed from 572 university students (264 female, 308 male). Participants were selected by convenient sampling method. The data was obtained by using the scale of Attitudes toward Seeking Psychological Help - Shortened (Türküm, 2001), Relationship Questionnaire (Bartholomew & Horowitz, 1991), Young Schema Questionnaire-Short Form (Young &...

Citation Formats

H. Yağcı, “Situational strength based on culture as a moderator of the personality-job performance relationship,” M.S. - Master of Science, Middle East Technical University, 2015.