The Relationship Between Big Five Personality And Organizational Citizenship Behaviour (Ocb)

Siti Nooraishah, Ramdzan (2020) The Relationship Between Big Five Personality And Organizational Citizenship Behaviour (Ocb). [Final Year Project Report] (Unpublished)

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Abstract

The main objectives of this research are to examine the relationship between the big five personality on organizational citizenship behaviour (OCB). In this study, big five personality had been studied as the independent variable that consists of five types which is extraversion, agreeableness, conscientiousness, openness to experience, and neuroticism. Also, researcher has decided to choose retail sector to carry out in this current study by using a quantitative approach. The population is according to the availability of the respondents in retail sector in Kuching area which involve AEON Kuching, VivaCity Megamall and Summer Mall. The sample size is decided based on Krejcie and Morgan (1970) table of convenience sampling. The used of questionnaires to gather the data for this research are analysed with inferential and descriptive statistic by using “Statistical Package for Social Science” (SPSS) version 21.0. Demographic background of respondent was analysed in descriptive statistic that involve gender, age, race, higher education level, working experience, and job status. In the same time, the relationship between independent and dependent variable was analysed and identified by using Spearman Correlation analysis. The results of this research proved that there is a significant relationship between extraversion, openness to experience, agreeableness, and conscientiousness to OCB except neuroticism as it shows negative relationship with OCB. Recommendation for HR practitioners, future researchers and organization had been drawn. This includes that HR personnel need to have better understanding and comprehend the expectations of OCB with personality. Future researchers also need to provide strong and knowledgeable feedback instead of referring to past theories While, organization need to adapt the importance of OCB and personality by implementing it in screening and recruiting process to have a quality candidate.

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