The Effects of Cognitive and Affective Organizational Identification and Personality on Job Satisfaction and Organizational Commitment
Research on organizational commitment has shown that it is related to many other organizational constructs, including organizational identification. However, research on organizational identification (OID) has largely ignored its affective dimension (in favor of its cognitive dimension). Therefore, treating cognitive organizational identification (COID) and affective organizational identification (AOID) as distinct constructs could clarify the relationship organizational identification has with organizational commitment. In addition, research on how personality traits interact with the cognitive and affective dimensions of OID is sparse. Personality traits are thought to play a role in the construction of employee attitudes such as job satisfaction, which has been found to be positively correlated with organizational commitment. Examining the interaction of personality traits with the dimensions of organizational identification may yield findings that better explain how these constructs relate to job satisfaction and organizational commitment. A quantitative research methodology was used and a cross-sectional survey research design employed. Employees of a medium-sized business with locations across the U.S. answered questions that measured their COID, AOID, organizational commitment, job satisfaction, neuroticism, and extraversion. Direct, indirect, and conditional indirect hypotheses were tested using structural equation modeling (SEM). The findings indicated that both COID and AOID predicted organizational commitment.
Extraversion, Job Satisfaction, Neuroticism, Organizational Commitment, Organizational Identification
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