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 Journal of Management and Research (JMR)
Volume 8 Issue 1, 2021
ISSN(P): 2218-2705 ISSN(E): 2519-7924
Journal DOI: https://doi.org/10.29145/jmr
Issue DOI: https://doi.org/10.29145/jmr/81
Homepage: https://ojs.umt.edu.pk/index.php/jmr

Influence of Personality Traits on Organization

Article: Identification: A Case Study of Livestock and Dairy Journal QR
Development Department, Punjab
Author(s): Zulaikha Mahmood, Amani Moazzam

Affiliations Institute of Administrative Sciences, University of the Punjab, Lahore, Pakistan

Article QR
Pub. Online: 2021

Article DOI: https://doi.org/10.29145/jmr/81/080110

Received: April-2021
1st Revised: May-2021
Article History: 2nd Revised: June-2021
Accepted: June-2021

Indexing
Mahmood, Z., & Moazzam, A. (2021). Influence of personality
To cite this traits on organization identification: A case study of livestock
article: and dairy development department, Punjab. Journal of
Management and Research, 8(1), 250–277.
Crossref

Copyright This article is open access and is distributed under the terms of
Information Creative Commons Attribution 4.0 International License.

A publication of the
School of Business and Economic
University of Management and Technology, Lahore, Pakistan
Influence of Personality Traits on Organization Identification: A Case Study
of Livestock and Dairy Development Department, Punjab”
Zulaikha Mahmood and Amani Moazzam*”
Institute of Administrative Sciences,
University of the Punjab, Lahore, Pakistan”
Abstract
This study investigated the relationship between personality traits and personal
identification in an organization. Random sampling technique was used to collect
data from 1277 employees. The results showed that there exists a positive
relationship between personality traits and organizational identification. It was
revealed that workers exhibiting agreeableness and conscientiousness tend to
identify with the organization more than neurotic workers who show a negative
association. However, differences were seen in male and female participants
regarding perceived organizational identification. The study concludes that
individuals possessing agreeable and conscientious traits are more significant for
enchancing organizational identification, irrespective of gender differences.
Keywords: agreeableness trait, conscientiousness, extraversion trait,
neuroticism trait, openness to experience, organizational identification (OI)
Introduction
Though organizations remain dependent on different resources to perform, human
resource is considered the most critical amongst all others. Such resources give
more opportunities to organizations to move towards a better economy.
Organizations, generally hire those employees who remain devoted and meet the
objectives to attain the intended corporate goals. According to Baumeister and
Leary (1995) employees take various actions based on their perception of a
connection with organizations. Similarly, Haslam et al. (2009) emphasized that a
person with a strong social identity, such as a link to the organization, will perform
effectively and maintain good physical and emotional health (Worchel et al., 1998).
In this approach, social identity has been referred to as the cornerstone for OI
(Bizumic et al., 2012). Author symbolized OI as a trait which can be measured
through an individual’s psychological, mental and emotional connectedness to the
corporation (Hongvichit, 2015). Nowadays, analysts and business administrators
are fully aware of the impact that personal identification has on the organization's
outcomes (Cooper & Thatcher, 2010).

*
Corresponding Author: amani.ias@pu.edu.pk

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Indeed, organizations value those employees who maintain a clear focus on

their mission and devote their efforts to achieve strategic objectives (Gümüş et al.,
2012). In this way, if representatives of any organization are more focused on their
aims, then the employees will need to put more effort to achieve the organizational
goals (Ngo et al., 2012). With the passage of time organizations have become
increasingly complex or multidimensional (Epitropaki, 2013). Their production and
efficiency are determined by the well-being of their staff, which includes employee
identity, well-being, and reliance on it (Hekman et al., 2009). Furthermore, people
in any group are idiosyncratic, so their sense of belonging might shift from one
person to the next due to which, understanding of the personality can help to explain
people's complex behavior. Johnson (2000) highlighted the belief that human
resource experts categorize a qualified workforce as the one that has the ability to
fulfill their vital goals and is also inclined to exhibit their loyalty to the individual
firm through their personality attributes. As a result, it is critical to comprehend an
individual's personality type in order to place them in the most appropriate position.
Furthermore, managers can use this information to predict how an individual
will feel and act in different scenarios. Meanwhile, personality qualities have been
shown to aid in the clarification of a variety of work-related outcomes, such as job
satisfaction (Judge et al., 2002), incitement (Judge & Ilies, 2002), and “citizenship
practices” (Chiaburu et al., 2011). Gender is assumed to play another important role
in identification. The identity hypothesis claims that society is patterned and strives
for a constant social order. People's identity connotations are frequently altered by
their actions.
Literature mostly emphasizes how personnel traits are psychologically linked
to company specific outcomes, influencing organizational commitment rather than
its identity (Hassan & Rohrbaugh, 2011). Several studies have discovered that OI
does not exist in a vacuum, and they have identified a number of elements that can
influence it. In any event, there aren't enough empirical studies to answer the
question of whether OI is linked to personality. There was insufficient empirical
data to indicate a link between OI and personal attributes particularly in Pakistan's
public sector and, more specifically in the Department of Livestock and Dairy
Development (L&DD).
Rationale of the Study
Organizations are social systems in which the most important factor for
competency is the human asset. It cannot progress unless its employees put forth
effort, commitment, responsibility, belongingness, and sincerity. Cascio and
Aguinis (2011) ) indicated that the major resource that is untradeable in an ideal

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scenario is human capital. It is reasonable to conclude that a country's greatest

valuable resource is its productive labor. Following the 18th amendment to
Pakistan's constitution, the government of Pakistan concluded that a strict quality
assurance component with the appropriate level of authorizing and enrollment of
the HR, as well as the establishment of ICT-based certification would be established
to ensure better-quality administrations to the said department. Because employees
spend more than half of their day at work, they become emotionally attached to
their workplaces and begin to identify with them. Aghaz and Hashemi (2014)
suggested that personality has been shown to have a considerable impact on
organizational life as well as on an individual's personal life; therefore, it is critical
to comprehend its implications on organizational level aspects. Individual identity
and personal conduct become a crucial paradigm for transformation and success in
the workplace. Today, researchers and administrators are well aware of the OI’s
effects on the job results (Cooper & Thatcher, 2010).
Personality is dynamic as it is formed through time by the mental developments
of individuals. One of the most important aspects of an individual's behavior is how
they are perceived in the setting or workplace. Individual’s behavior at the
workplace might be considered in terms of their employment, personality,
character, or self. However, organizations are mostly inclined towards the
employees who have a focus on the organizational mission and put efforts to
accomplish these organizational goals (Gümüş et al., 2012). Faithfulness, as well
as devotion to the job and the firm, is largely needed to achieve the desired
organizational goals. So, nurturing identification will sum up the extended
organizational achievement. This research study has been conducted on the
Department of Livestock and Dairy Development (L&DD), Punjab as its case
study. According to the Economic Survey (Pakistan, 2019-2020), more than 8
million families are involved in livestock farming, in which dairy farming accounts
for more than 35-40% of their salary. This sector receives 3.1% subsidies and is a
source of foreign exchange income. It contributed 11.7% to GDP and 60.6% to
general farming in 2019-2020. This industry requires a more detailed study due to
it’s importance in Pakistan's social and economic development.
Hence this study will help the department incorporate a personality exam in
addition to other exams and interview their hiring members to ensure that people
are placed correctly based on their personal characteristics. It will also improve the
results of identification and reduce the likelihood of turnover. The private sector is
growing and drawing more skilled representatives, there has been a significant
expansion in the course of privatization in the last decade, which has increased
competition in the labor market. As a result, the government should adopt HR plans

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that would enable them to employ brilliant people and keep those who are likely to
be loyal and devoted to the organization. The importance of this study stems from
the fact that there are few studies available that have sought to investigate the
workings of Pakistan's public sector organizations, notably in the department of
L&DD, with a focus on analyzing personality traits and relating them to OI as well
as examining employee attitudes based on gender.
Literature & Hypothesis
Organization Identification
“Social identification (ID)” is a sense of feeling united with a specific group
and the extent of characterizing one’s self as an individual (Ashforth & Mael,
1989). When organizational authorities value employee’s relation toward groups of
employees, then employees are less inclined to quit (Marstand et al., 2020), follow
more citizenship rehearses (Bartel, 2001), have greater inclusion in their job
Marstand et al. (2020), remain devoted (Ullah et al., 2016), are more gratified with
their occupation Mael & Tetrick (1992) and have ability to work hard (Saks &
Ashforth, 2000). In basic terms, social ID urges representatives to put more energy
for the advantages of the large group with which they belong. Social and
psychological measurements are the core concepts of social ID to consolidate
(Albert et al., 1998). Groups offer their individuals a sensation of belongingness
and joy due to which individuals are dedicated to a certain group (Albert et al.,
1998). However, OI denoted that an individual leaves an organization without
going through some extent of “psychic loss” (Ashforth & Mael, 1989).
Social recognition is explained with two theories using a hypothetical base, in
which the first is “self-categorization theory” and the second is “social identity
theory”. In addition, OI was theorized with the involvement of components that
include consolidation of objectives and organizational values, feeling of
belongingness and participation, labeling and self-categorization (Edwards &
Peccei, 2007). In these, labeling and self-categorization is a process in which an
individual absorbs the beliefs and principles of a group and then adjusts according
to the theory (Boros, 2008). Moreover, the concept of depersonalization is
fundamental for self-categorization theory, because according to it any individual
seeing the group can perceive himself as a tradable model (Hornsey, 2008).
Consequently, the individual starts characterizing with the traits that are associated
with a particular group in any organization and then feels “oneness” or “unity” in
that firm.

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Past studies illustrated that the OI is person's self-idea of connectedness with

the organization along with the fortitude of individual and organizational qualities
which generate the feelings of oneness (Li et al., 2016). Therefore, this notion is
perceived as “heart of social identification” (Deaux, 1996). However, till 1980s, OI
was not considered as a distinctive idea and researchers relate it with a number of
variables in organizational behavior such as commitment (Riketta, 2005). But in
current era, the researchers had developed an interest to study OI due to which it
became the “Cinderella of organizational studies” (as cited in Boros, 2008). In
addition to this, when Ashforth and Mael (1989) linked social identity with
organizational identification, the OI began as a major field that links with
consistency and unity between employees and organizations (Tarakci et al., 2018).
OI is drawn into four basic sub-components proposed by Brown (1969); these
components are a congruence of individual and organizational objectives,
self/authoritative reference, the loyalty of employees and fascination towards the
corporation. Likewise, OI inspires people to create powerful network connection,
they become a part of that organizational climate in which important pieces of
information are openly discussed, critical choices are analyzed and strategic plans
are talked over (Avanzi et al., 2015). Moreover, recent research also proposed that
the representatives who were exceptionally recognized, acquired organizational
help due to their closeness with the organization (Avanzi et al., 2018).
Furthermore, various other analysts believed that people with high OI showed
a higher degree of compassion that results in altruism, organizational citizenship
practices, lesser turnover, and absenteeism (Dick et al., 2004). Employees
experiencing high levels of OI will act in a manner of interest with their corporation
(Scott & Lane, 2000). Anyhow, the completion of job goals and less withdrawal
intentions are also related with high levels of OI. When employees are satisfied and
are cared by the organization (Bauman & Skitka, 2012), it improves the profitability
and quality of work (Naseem et al., 2011). Analysts also believed that OI adds a
strong bond of belongingness and also stimulates the shared interest between
employees and the organization (Chawla & Srivastava, 2016). So, when employees
feel belongingness towards their organization, they get higher chances to take part
in assignments that benefit the organization with a large extent of self-advantage
(Çeri-Booms, 2012).
A study conducted by Campbell and Im (2015) indicated the signals of a
positive relationship between the senior managers and supervisors with OI. This
study tends to explain trust as one of the comparative mediating part between the
relationship of superiors’ interaction and OI. It also revealed that more prominent

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collaboration among members of a workgroup would create more noticeable OI.

So, identification with OI results in lesser work burnout (Avanzi et al., 2015),
creates more anticipation to stay (Demira et al., 2015), volunteerism, extra work
conduct (Tavares et al., 2015), enticement and job contentment (Mozes et al.,
2012), and insignificantly relates with worker turnover intent (Jie et al., 2020).
According to Zappalà et al. (2019), the supervisors’ support applied a striking
impact on OI, while “psychological empowerment” affects the OI in a positive
manner (Chen et al., 2016). Likewise, OI makes a connection between the leader
ID and OCB relationship (Marstand et al., 2020) and enhances the relationship of
organizational integrity behavior as well as the outcomes of supporters (Ete et al.,
2021). Bamber and Iyer (2002) suggested that the identification of workers with
their profession fosters OI when expectations related to their profession are met,
which is further related with their professional identity strengthened by the
organization (Irshad & Bashir, 2020). This notion is also connected with the
possible adverse influences of ID on both employees and their organizations. It can
prompt the resistance to organizational transformation, unscrupulous practices,
lower execution, relational struggle, negative feelings and decreased prosperity
(Conroy et al., 2017). Conditions expediting these bothersome results, incorporate
“situational factors” (e.g., personality dangers, work qualities) and “individual
components” (e.g., principles, different ID) (Conroy et al., 2017).
Studies examining the effect of OI on psychological entitlement have proposed
that psychological entitlement is articulated amongst the representatives with
higher personality scores (Naseer et al., 2020). Meanwhile, the empirical studies
stated that the internalization and ID levels were discovered to be supportive of
males (Aydin et al., 2011). It specifies that three levels were used to define gender
identity: personal, group, and role-playing level and also noted that males embrace
the organizational norms and values more as compared to females. Furthermore,
the analyst also examined gender socialization by taking identity theory as a base
(Carter, 2014). If individual has group distinctiveness, others are either unique or
comparable depending upon whether they are given some share of out-gathering or
in-gathering (Carter, 2014). It allows individuals to harmonize themselves with
others or share connections and support each other in various ways.
Literature emphasized that how workers in a public sector organization
psychologically attached to their firms and focused precisely on organizational
commitment rather than OI (Hassan & Rohrbaugh, 2011). Identification and
commitment were considered murky because of undefined ideas by both sides;
identification reflects the feeling of oneness with a group while commitment depicts

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the strength of association between distinct psychological substances (Knippenberg

& Sleebos, 2006). However, OI was discovered to be a compelling component in
commitment with an organization (Pehlivanoglu & Köse, 2020).
Hypothesis 1: There exist significant gender-based differences on the basis of OI”
Personality Traits and OI
For many years, the impact of personality on organizational outcomes has
remained a topic of interest for researchers but still there are many ambiguities
between identity, psychology and organizational behavior (Mowday & Sutton,
1993). With regards to the organization, the behavior, thoughts, feelings, reviews,
and practices can vary from organization to organization (Roberts, 2006), while
personality attributes are sound patterns of practices, thoughts, and feelings that
distinguish people from each other; so, consistency regarding such a concept is a
difficult task (Borghans et al., 2011).
Personality can be described as affinities and constructive patterns in
individuals that entail their unique structures of conduct, thoughts and feelings
(Colquitt et al., 2013). The major personality determinants are environment,
circumstances, and inheritance. Analysts also suggested that personality can have
a significant influence on organizational life and an individual’s personal life as
well; so, it is crucial to understand its effects on organizational level (Pierce &
Gardner, 2009).
As mentioned earlier, individual differences influence OI while shaping their
behaviors. Previous studies focused that the precursors of OI focused on a top-down
approach with considerably less attention given to the bottom-up approach
(Ashforth et al., 2008). Top-down approach focused on the organizational role,
specific circumstances, and interaction between the organization and individuals in
the development of workers’ OI. However, representatives may possess discrete
dispositional differences in their tendency towards OI, for instance workers in need
of alliance may create strong OI (Wiesenfeld et al., 2001). Similarly, highly
agreeable workers may have a higher rate of identification since they will
correspond with approaches, strategies, and practices of the organization and also
with their managers’ behavior. Fearful workers might be less related to their
organization as they may come across as sluggish in their work context. This study
based on social identity theory that explains the effects of various personality traits
on OI. The theory of trait is the widely recognized personality theory which is
significant for organizational behavior as it apprehends noticeable parts of an
individual. The focus of the theory is basically on thoughts, feelings, forms, and

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behavior; moreover, it suggests that the personality can be clarified by the qualities
of individual.
Although, various models used to define the personality in which Big Five trait
model holds significant importance and defines the personality in terms of five
independent measurements. The first measurement is extroversion in contrast to
introversion; Erdheim et al. (2006) explained that extremely outgoing people are
loquacious, amiable, confident, and dynamic while less social people are not very
active and talkative (Migliore, 2011). Because of sociability, amiable individuals
are more trusted by people (Zimmerman, 2008). They lean towards eagerness and
generally have action-based intents (Barrick & Mount, 1991). Moreover, various
studies proved that a gregarious individual is seen to be more joyful at work, which
might be an immediate consequence of the connections they build with people
around them and their adaptation to the new job (Judge et al., 2002).
The second measurement was agreeableness which was recognized with traits
such as trust, kindness, philanthropy, warmth, and having some kind of emotional
support. People possessing the trait of agreeableness are flexible and absolving
while handling the various representatives since they aspire to gratify their primary
need of association and warmth (Barrick et al., 2001). Workers with this trait have
a social identity with their workplace that boosts with this measurement.
Consequently, the workplace turns more enjoyable and employee strengthens the
emotive connection with the organization due to this passionate bond (Ilies et al.,
2009). People who are highly rated with this factor, signify compliance while on
the other hand, people who are low rated remain reluctant to participate in group
activities and identify less with others (Migliore, 2011).
The third component of five trait model to measure the personality is
conscientiousness, which deals with extent to which an individual is sorted out,
dependable, thoughtful, truthful, dependable, achievement orientated, accountable,
self-taught, and careful (Erdheim et al., 2006). Researchers categorized this quality
as “work inclusion propensity” that characterizes that the individuals who are likely
to display behavior must be governed by guidelines that seemingly are more usual
for work in an organization rather than other life settings (Organ & Lingl, 1995).
As said by Jang (2012), individuals possessing this factor are noticed to be linked
with inspiration, selflessness, and responsibility concerning general public interest
(Komarraju et al., 2009). Guo et al. (2021) discovered that this attribute
significantly moderated the relation between accomplishment inspiration and
occupation execution interceded by commitment.

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Neuroticism factor comes at fourth number. Individuals with high scores of this
component are tend to be incensed, dispirited, frazzled, flimsy, less-confident,
nervous, and emotional (Erdheim et al., 2006). They focus on the detestable side
of things and may expect impartial events such as precarious; also experience less
affluence and fulfillment with high levels of pressure (Panaccio & Vandenberghe,
2012). They incline to be hopeless in their jobs and have high chances to quit;
although, they are not seen to leave their jobs (Judge et al., 2002). In comparison,
people with fewer score on this factor are emotionally stable individuals who are
organized and even-keeled but occasionally, they were dejected or restless. They
tend to stay happier with their jobs and more dedicated to the organizations where
they work (Thoresen et al., 2003). In one of the examinations it was discovered that
neuroticism is an attribute that meaningfully predicts occupational stress and
contributes to control aggression (Dawson & Thompson, 2017).
The last component was openness to experience, which is characterized as
innovativeness, receptiveness of new thoughts, adaptability of thought,
imaginativeness, tendency to create principle objectives and thoughts and also an
assortment of interests (Bozionelos, 2004). Individuals with this factor tend to grow
in those situations where flexibility and adaptation of new practices become a
demand. In instances, the workplace permits individuals to use their creative
abilities and value their imaginative rationality; it turns helpful in fostering a solid
OI.
Cheung et al. (2011) conducted a study to examine the impacts of culture on
identity and its traits, which suggest that attribute of openness cannot be applied to
Chinese and Asian culture but relatively applied on Western culture. However,
people belonging to Asian culture exhibited an attribute of openness they controlled
it in various ways as opposed to western people.
All the components have acted to anticipate various kinds of job performance,
consisting of both the objective performance and as well as the overall performance
(Dudley et al., 2006). Moreover, it predicts that all components acted in relation to
performance include the acquiring of skills, training Colquitt et al. (2000),
creativity, innovation Feist (1998) and counter-productive job conduct (Berry et al.,
2007).
Many studies have focused on the connection between personality traits and
OI, in these, the latest study verified the association between emotional stability
and turnover which was fully interceded by OI (Tunc et al., 2021). Korankye et al.
(2021) indicated that extraversion was the most suitable trait of commitment;
however, all characteristics of identity assume a major part in disclosing the

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belongingness of workers to the organization. The other study that conducted in a

multi-sectorial space by Ghadeer et al. (2019) discovered that the Big Five model
of personality traits significantly affects the OI. Among them, employees with
openness to experience and extraversion have a large impact on OI. Meanwhile,
Muslimin et al. (2017) suggested that the identity characteristics such as
agreeableness, extraversion, openness, and conscientiousness enhance the
employees’ OI in social fragments.
Further studies by Aghaz and Hashemi (2014) revealed the association of
personality traits on the expanded model of OI shows that there is a significant
positive connection between personality traits and OI. As Kachchhap and Ong’uti
(2015) demonstrated that the agreeableness is the factor with maximum grounded
association with ID amongst all the reviewed factors. A theoretical study by He and
Brown (2013) suggested that there exists a relationship between personality and OI
and there is a gap in research that investigates this relationship. It was
recommended by Jones and Volpe (2011) that future researchers can take interest
in exploring the relationship between personality traits and OI. Hence; hypothesis
that constructed for this study is illustrated below:
Hypothesis 2: There exists a positive relationship between agreeableness and OI.”
Hypothesis 3: There exists a positive relationship between openness and OI.”
Hypothesis 4: There exists a positive relationship between extraversion and OI.”
Hypothesis 5: There exists a positive relationship between conscientiousness and
OI.”
Hypothesis 6: There exists a negative relationship between neuroticism and OI.”
Figure 1
Theoretical Framework
Independent Variables

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Research Methods and Plans

This study was carried out in the Department of L & DD in Punjab. Data was
collected by using a quantitative strategy from a semi-natural setting with large
sample because the whole research was done on a single department. It is based on
the cross-sectional research plan with a blend of simple random sampling which
means that the study population is uniformly sampled; it is neither over-addressed
nor under-addressed. Therefore, the utilization of this strategy builds the
generalizability of the research (Taherdoost, 2016).
Data was collected through structured questionnaires. The researcher obtained
a sampling frame that consist on 2020 employees of basic pay scale, range 16 to 20
from Head Office of the department by taking prior permission of secretary L&DD
Punjab. Likewise, the researcher collected data from nine divisions from the
province of Punjab in-person and also by emails. The total sample size was 1310
of all nine divisions. Data was received from 1277 respondents after excessive
follow up making a response rate of 97.5%.
Big Five Personality inventory (John & Srivastava, 1999) having 44 items was
used to measure the personality trait. Alpha reliabilities ranged from 0.81 to 0.88,
having 0.83 as mean; however, the Cronbach alpha of this scale was 0.756. On the
other hand, 6-item survey scale (Mael & Ashforth, 1992) was used for measuring
the strength of OI. The internal reliability of the scale ranged from α = 0.81 to 0.91.
However, the Cronbach alpha of this scale in this study was 0.748
Data Analysis
Demographics
Among gender analysis, 86% males were there in the department. However,
62.17% employees were working at BPS 17 while just 40.8% having a graduation
degree. Likewise, 29.6 % employees had an experience of 21 years and more.
Figure 2 Figure 3
Gender of Respondents Basic Pay Scale Level of Respondents

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Figure 4 Figure 5
Education Level of Respondents
Work Experience in the Department

Table 1
Descriptive Statistics & Harman’s Single Factor Analysis

Scale Extraversion Agreeableness Conscientiousness Neuroticism Openness OI

Mean/ 3.5449/ 4.0314/ 4.0412/ 2.4729/ 3.8922/ 4.0407/

S.D .43704 .44026 .45926 .65584 .72008 .48050
Skewness/ .153/ -.391/ -.040/ .164/ -.258/ .249/
S.E .068 .068 .068 .068 .068 .068
Kurtosis/ -.313/ .382/ -.186/ -.347/ -.882/ -.563/
S.E .137 .137 .137 .137 .137 .137
Harman’s 17.79%
Single
factor

From the above table of descriptive measurements, the normal estimation of the
variables is more than 3 with the exception of neuroticism (mean=2.4729) which
showed that the greater part of individuals having a place within the said department
are steadier emotionally. Meanwhile, the normality of the information was tested
through estimations of skewness and kurtosis. The values of skewness and kurtosis
coefficient are under 1, considered as satisfactory range and fulfilling the
presumption of normality. Since, information was gathered from single source
(L&DD), this may have created common bias method that instigated from the
propensity of respondents to give positive reaction. Due to which, the Harman's
single factor test was utilized to examine the common bias method. As
demonstrated in table 1, its value is 17.79% (less than 50%) which affirm the
absence of common method bias (Harman, 1976).

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Table 2
Independent Sample Test on the Basis of Gender”

“Independent Samples Test”

Levene's Test
“t-test for Equality of
for Equality
Means”
of Variances”
F” Sig.” T” df” Sig. (2-tailed)
Organizational Equal variances
Identification assumed” .442” .506” 2.148” 1275” .032”

A T-test was conducted for the comparative analysis of male and female’s
perceptions on the basis of OI. As presented in table 2, it showed significant
differences in male and female’s score that are (“M = 4.05, SD = 0.48”) and (M =
3.96, SD = 0.47), t (1275) = 2.148, p = 0.032. It indicated that males observed more
OI as compared to females, while the mean value showed no considerable
differences. However, the small affect size (d = 0.06) showed that gender is
insignificant in defining the OI. It can be because of the reason that no matter which
sex an individual belongs to, if they feel the need to do work, they must put effort
to earn.
Table 3
Statistical Results (Correlation & Regression Analysis)
Openness
Aspects Extraversion Agreeableness Conscientiousness Neuroticism to
Experience
Coefficient 3.022** 2.185** 2.525** 4.444** 3.684**
B^0
Coefficient .287** .460** .375** -.163** .092**
B^1
F-Ratio 93.436** 275.888** 187.876** 66.400** 24.530**
Df (1,1275) (1,1275) (1,1275) (1,1275) (1,1275)
Significance .000** .000** .000** .000** .000**
R .261** .422** .358** -.222** .137**
(correlation)

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Openness
Aspects Extraversion Agreeableness Conscientiousness Neuroticism to
Experience
R2 % 6.8% 17.8% 12.8% 5% 1.9%
S.E .464 .436 .449 .469 .476
**Denotes that the level of significance is 0.01
After investigating all the essential assumptions of regression, following results of
regression analysis depicted that:
 There is a significant relationship between extraversion and OI with
coefficient β = .287, t = 9.666, p = .000, that described 6.8% variation in
model.
 The regression analysis explained that there exists a moderate significant
relationship between agreeableness trait and OI with coefficient of β = .460,
t = 16.610, p = .000. It can be due to the adaptableness of employees that
they identified more with an organization.
 There was also a considerable connection between conscientiousness trait and
OI with β = .375, t = 13.707, p = .000 explaining 12.8% variation in the model.
It is may be due to the dedicated work attitude and behavior along with the
achievement based orientation of such employees.
 There was a significant positive association between openness and OI which
was shown by coefficient β = .092, t = 4.953, p = .000, proving that such
people hold curious nature, that can be considered as a reason of shifting from
an organization to gain new experiences and please their curious nature as
well as prevailing bureaucratic culture can be another reason too.
 The relation between neuroticism trait and OI was also significant but turned
out to be negative i.e. β = -0.163, t = -8.149, p = .000. It describes that the
respondents who possessing neuroticism trait view the situations rather in
negative ways and are generally unhappy with their job.
Discussion
Various studies explained that the factors having a deep connection with
identification is agreeableness followed by extraversion, neuroticism trait,
conscientiousness and openness to experience (Aghaz & Hashemi, 2014;
Kachchhap & Ong’uti, 2015). The study has an aim to indicate a link between OI
and personal attributes particularly in Pakistan's public sector (L&DD). The results
showed that there is a significant relationship between personality traits and OI.
People, who possessed agreeableness and conscientiousness trait, exhibited more

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identification with their organization whereas the other relationships were weak.
People, who had neuroticism trait, displayed a reverse relationship with OI. So, the
findings of this study are also consistent with (Ghadeer et al., 2019; Muslimin et
al., 2017) who highlighted that the personality traits were associated with OI.
Likewise, Korankye et al. (2021) indicated that the extraversion was the most
suitable trait of commitment; however, all the characteristics of identity assumed a
major part in disclosing the workers’ belongingness with the organization.
Specialists would benefit by assuming all the traits in their recruitment practices.
Generally, agreeable workers were remissive and adaptable while being handled by
different representatives Barrick et al. (2001) complied with others and showed
high scores , while people having low scores identified less and hesitated to
participate in group activities (Migliore, 2011).
Jang (2012) explained that the people exhibiting conscientiousness were
noticed to be connected with the responsibility on the basis of public interest,
selflessness and inspiration (Komarraju et al., 2009). They also remained
comfortable with established rules and regulations. On the other side, extroverts
tend to find approaches to boost their social interaction and OI; they may get
disheartened if suitable opportunities do not come along. They are less
distinguished in contrast to people who have high levels of openness. While those
people that have a neurotic personality trait tend to see the negative side of things,
may anticipate impartial events as well as experience low fulfillment and prosperity
under pressure. Due to the combination of negative sentiments, their capacity to
identify with the organization was reduced and blocked. Meanwhile, veterinary
doctors who have a pessimistic personality, experience more occupational stress
and social anxiety (Dawson & Thompson, 2017; Kaplan et al., 2015).
So, the connections are contrasted from culture to culture and from one setting
to another which basically happens on the basis of dominant identity. Due to
changing demands, needs, mindset of people, globalization and contextual/cultural
differences; it was also emphasized that organizational behavior cannot be solely
examined on the basis of personality trait. Personal attributes were contextual to a
certain extent; so, the likelihood of recognition and representation was hindered due
to readiness of change, intuitive aptitude, adapting capacities, a real interest in
others and relational abilities. Similarly, the capability to acknowledge and
characterize the values or norms of the organization was dependent upon the
individual’s mental, emotional and spiritual commitment. Likewise, filling the gap
between personal and OI will vary from person to person because OI depends on
personal differences and depends on the individual’s eagerness that induces
business related propensities.

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On the contrary, OI does not exist in a void; it was dependent upon many factors
apart from personality traits, such as sometimes people are compelled to do jobs
that differ from their personality. In this way, people may work in this department
regardless of having personality-organization fit to meet family needs, bear
expenses of taxes, education, health, and transit etc. because Pakistan experiences
high inflation, unemployment, corruption, bribery and nepotism.
Moreover, male and female respondents varied at OI level, because male
respondents had a better OI in comparison to females but mean differences and
effect size (d=0.06) were low to create a huge difference. The female representation
in this department was very low but it has improved. The gradual increase in the
female workforce in this organization may have a reason such as a shift from a joint
family to a nuclear family, a high rate of inflation, or some females possess strong
identification perception due to a consistent nature. According to the above
mentioned reasons, if females acquire a job in the L&DD then their belongingness
with that organization did not showed enough dissimilarity as compared to men and
this was also proved with results that they continue to stay with the same
organization.
With increasing quota and awareness for females in the public sector, they are
opting for jobs in male dominated areas also. The increased quota for females does
not only highlight the importance of female workforce for the growth of the country
but is also valued due to the changing needs, norms, and globalization. But still, the
expectations of gender-specific roles lead to gender stereotypes that can be
explained according to gender socialization in identity theory.
Conclusion and Implications
The study concludes that there is a significant relationship between personality
traits and OI; people possessing agreeableness and conscientiousness exhibited
more identification with their organization while the other relationships suffered.
Till this time, not even a single study has been directed in the said field. This study
additionally highlights varied reasons at work that decide work outcomes and
demeanor. Similarly, the outcomes of this study also add to the discussion about
the utility of identity by accepting a hypothesis driven way to deal with, which
affirms the authenticity of identity qualities in antedating different criteria (e.g. ID).
People who had neuroticism displayed a reverse relationship with OI, however
agreeable and conscientious individuals are better to select for the fostering of OI.
Personality tests should be a part of the hiring process to make sure that people who
were selected are right for the positions or not.

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The gender differences displayed minor variations with respect to OI; besides
having huge differences in the sample size, it was concluded that both gender are
equally valuable assets for OI. This study also adds to the current assortment of
data by making scientific generalizations and also made an expansion in the
literature of social ID regarding the said division.
Limitations and Future Direction
Employers should be trained to rate their workers and conduct personality tests
as it has been observed that employees tend to rate themselves in socially acceptable
ways. Longitudinal research design can also be used to devise long term effects of
personality on OI keeping in view the time-specific reliability. Moreover, the study
was only conducted in one public sector department of Punjab; therefore, it cannot
be implemented on other departments or organizations. All the factors that can
potentially influence employees’ OI were not able to be fully covered. The research
study also does not incorporate moderating or mediating factors associated with
personality traits and OI.
Future research can focus on the effect of personality traits on various
precursors of OI in a diverse range of contexts and culture. It can also conduct
comparative research on public and private sector firms to investigate in which
sector the analyzed relationship of this study is strong. Another way to study OI
can be through relating it with other variables such as appraisal methods,
accountability, workplace design, networking, and transformational leadership by
combining it with personality traits. Further research studies can work on the theme
established in this one by including further antecedents of OI; such as ambivalent
identification, dis-identification and neutral identification. They can also include
the impact of demographic variables on OI, as there is a dearth of such research.
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