The predictive role of personality, self-esteem and religious orientation in organizational citizenship behavior
Subject Areas : Educational
محمد رضا وحدانی اسدی
1
(
)
فرهاد تنهای رشوانلو
2
(
)
زهرا روحانی
3
(
)
حسین مهدیان
4
(
)
Keywords: Organizational Citizenship Behavior, Personality factors, self-esteem and religious orientation,
Abstract :
The present study investigated the predictive role of personality characteristics, self-esteem and religious orientation of employees in their organizational citizenship behavior. In a Correlational design, 310 employees of North Khorasan Head office of Education, were selected by cluster sampling and were asked to complete the organizational citizenship behavior (Moghimi, 2005), NEO Personality Inventory (Costa & McCrae, 1985), Allport's religious orientation (Fegean, 1963) and (Rosenberg,1965) self-esteem Questionnaire. For data analysis, the Pearson correlation coefficient and stepwise regression analysis were used. Stepwise regression results showed that social customs in terms of self- satisfaction, restraint (P < 0.01) and order (P= 0.05) is predictable. Other personality traits, religious orientation and personal competence and self-esteem general scores were unable to predict social customs. Altruism and Mutual coordination versus restraint, intrinsic religious orientation (P < 0.01) and order (P < 0.05) was explained and other personality traits, extrinsic religious orientation and dimensions of self-satisfaction, self-competence and self-esteem general scores were unable to predict Altruism and Mutual coordination working conscience by being cautious in decision-making and self- satisfaction (P < 0.05) is predictable. Protection of organizational resources in terms of order (P < 0.01) and self-esteem (P < 0.05) will be explained. Generosity and civility in terms of self-satisfaction, intrinsic religious orientation (P < 0.01) and external religious orientation (P < 0.05) was predictable. Overall among the predictor variables, personality traits were most predictive power for organizational citizenship b ehavior.
