INVESTIGATING THE MODERATING ROLE OF PERSONALITY BETWEEN PERCEIVED ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS

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RAIE ALI; GOLPARVAR MOHSEN

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Paper Information

Journal: KNOWLEDGE & RESEARCH IN APPLIED PSYCHOLOGY Year:2014 | Volume:15 | Issue:3 (57) Page(s): 4-15

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Title

INVESTIGATING THE MODERATING ROLE OF PERSONALITY BETWEEN PERCEIVED ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS

Author(s)

RAIE ALI | GOLPARVAR MOHSEN | Issue Writer Certificate

Keywords

PERCEIVED ORGANIZATIONAL JUSTICEQ2

PERSONALITYQ2

ORGANIZATIONAL CITIZENSHIP BEHAVIORSQ2

Abstract

The aim of the present study was to explore the moderating role of the big five PERSONALITY factors on the relationship between PERCEIVED ORGANIZATIONAL JUSTICE and ORGANIZATIONAL CITIZENSHIP BEHAVIORS (OCBs). The participants in this study were 148 employees working in an administerative organization, selected by using convenience sampling method. Research instruments included the big five PERSONALITY factors questionnaire (De Nevea & Oswald, 2012), organizational justice questionnaire (Shibaoka et al, 2010), and ORGANIZATIONAL CITIZENSHIP BEHAVIORS questionnaire (Lee & Allen, 2002). Data were analyized using hierarchical regression analysis. Results indicated that, conscientiousness can moderate the relationship between distributive justice and ORGANIZATIONAL CITIZENSHIP BEHAVIORS toward organization, and also extroversion and agreeableness can moderate the relationships between interpersonal justice and ORGANIZATIONAL CITIZENSHIP BEHAVIORS toward organization. Posterior regression analysis revealed that when conscientiousness and extraversion are high, there are positive significant relationships between distributive and interpersonal justice with ORGANIZATIONAL CITIZENSHIP BEHAVIORS toward organization, but when agreeableness is high, the increasing in interpersonal justice results in decreasing ORGANIZATIONAL CITIZENSHIP BEHAVIORS toward organization. The results of current research revealed that the big five PERSONALITY factors must be considered when studying the relationship between organizational justice and human behavior at workplaces.

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