Do employee responses to organizational support depend on their personality? The joint moderating role of conscientiousness and emotional stability
Bibliographic record
Abstract
Purpose This study explored whether two Big Five traits – conscientiousness and emotional stability – jointly moderate the positive effects of perceived organizational support (POS) on employee commitment and job performance. Drawing on organizational support theory and a self-regulation perspective, we proposed that employees high on both traits will more effectively leverage POS to enhance both their commitment and their performance. Design/methodology/approach Data were collected from 141 employees in a multinational transportation security firm. Employees completed measures assessing their POS, personality and affective commitment. Supervisors provided ratings of employees' job performance. Findings Results indicated that POS exerts a stronger influence on both employee commitment and performance when workers are high on conscientiousness and emotional stability. Moreover, POS was only found to be significantly associated with job performance when employees were high on both traits. Research limitations/implications These results suggest that personality traits play an integral role in influencing workers' perceptions of, and responses to, POS. Specifically, employees who demonstrate a stronger task focus and self-regulation capabilities appear to respond more favorably to POS. Practical implications These findings reinforce the value of implementing HR practices that convey support for employees but also highlight the importance of attracting and retaining employees who are conscientious and emotional stable in order to fully realize the benefits of these practices. Originality/value Recent evidence indicates that the relationship between POS and employee performance is tenuous. Our results are consistent with a contingency perspective on POS and signal that this may be partly owing to the `influence of individual differences, such as personality traits, in moderating the effects of POS.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.008 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.001 | 0.000 |
| Open science | 0.000 | 0.001 |
| Research integrity | 0.000 | 0.001 |
| Insufficient payload (model declined to judge) | 0.002 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".