جو سازمانی و رضایت شغلی: اهمیت شخصیت کارکنان Organizational climate and job satisfaction: do employees’ personalities matter?

Introduction Understanding the relationship between organizational climate and job satisfaction has been a key research area that goes back to the earliest days of human resource management research. The relationships between various components of the organizational climate and job satisfaction have already been well established in the west (Litwin and Stringer, 1968; Pritchard and Karasick, 1973; Schneider and Snyder, 1975). However, there is relatively little research that investigated the moderation effects of personality on those relationships. Downey et al. (1975), for example, found that sociability and self-confidence were the significant moderators of the relationship between organizational climate and satisfaction. Moreover, there has been limited research on the casual link of good organizational climate and job satisfaction in the developing countries, such as the Malaysian context (Permarupan et al., 2013). This paper intends to fill the gap in the current literature by empirically testing the influence of organizational climate, moderated by personality traits, on job satisfaction. The insights of Downey et al. (1975) and Litwin and Stringer (1968) inspired the theoretical foundation of this study. Hence, this study aims to address the research question: RQ1. Do certain personality traits moderate the relationship between organizational climate and job satisfaction of the workers? The response to this question may provide valuable information to leaders and managers in understanding which personality works better in the potential casual linkage between organizational climate and overall job satisfaction. In the next section, the conceptual framework is presented, and hypotheses are proposed. The hypotheses of both main and moderating effects are tested using a sample of Malaysian companies. Following a discussion of the results, we outline the implications and limitations of our work, and suggest directions for future research.