{"id":3027,"date":"2015-04-18T20:16:51","date_gmt":"2015-04-18T17:16:51","guid":{"rendered":"http:\/\/www.berjournal.com\/?p=3027"},"modified":"2015-04-18T20:16:51","modified_gmt":"2015-04-18T17:16:51","slug":"big-five-personality-traits-and-organizational-dissent-the-moderating-role-of-organizational-climate","status":"publish","type":"post","link":"https:\/\/www.berjournal.com\/tr\/big-five-personality-traits-and-organizational-dissent-the-moderating-role-of-organizational-climate","title":{"rendered":"Big Five Personality Traits and Organizational Dissent: The Moderating Role of Organizational Climate"},"content":{"rendered":"\n\n\n\n
Article Information<\/td>\n<\/tr>\n
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Journal:<\/td>\nBusiness and Economics Research Journal<\/td>\n<\/tr>\n
Title of Article:<\/td>\nBig Five Personality Traits and Organizational Dissent:
\nThe Moderating Role of Organizational Climate<\/td>\n<\/tr>\n
Author(s):<\/td>\nAy\u015fe Beg\u00fcm \u00d6tken,\u00a0Tuna Cenkci<\/td>\n<\/tr>\n
Volume:<\/td>\n6<\/td>\n<\/tr>\n
Number:<\/td>\n2<\/td>\n<\/tr>\n
Year:<\/td>\n2015<\/td>\n<\/tr>\n
Page:<\/td>\n1-23<\/td>\n<\/tr>\n
ISSN:<\/td>\n1309-2448<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n
Abstract<\/td>\n<\/tr>\n
The purpose of this study is to examine which personality traits explain the amount of variance in organizational dissent and whether organizational climate has a moderating role on the relationship between personality traits and organizational dissent. A convenience sampling was used and 527 Turkish participants completed the survey questionnaire. The results show that conscientiousness, agreeableness, and openness to experience personality traits explain the variance in upward dissent. In addition, extraversion and emotional stability contribute to displaced dissent whereas emotional stability predicts the variance in latent dissent. Moreover, humanistic climates have a moderating role on the relationship between conscientiousness and upward dissent. On the other hand, formalization climates have a moderating effect between extraversion and displaced dissent. Overall, the results support the association between personality and employee dissent and the partial moderating role of organizational climate on this relationship. Organizations may utilize the results in their efforts to create an organizational climate that supports the expression of different ideas and thoughts. Organizational leaders may apply the study outcomes about role of employee personality and organizational climate to motivate employees\u2019 upward dissent.<\/td>\n<\/tr>\n
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Keywords:<\/td>\nOrganizational dissent, employee dissent, organizational climate, big five, Turkish culture<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n
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JEL Classification:<\/td>\nM10, M12, M14, D23<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

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Article Information Journal: Business and Economics Research Journal Title of Article: Big Five Personality Traits and Organizational Dissent: The Moderating Role of Organizational Climate Author(s): Ay\u015fe Beg\u00fcm \u00d6tken,\u00a0Tuna Cenkci Volume: 6 Number: 2 Year: 2015 Page: 1-23 ISSN: 1309-2448 Abstract The purpose of this study is to examine which personality traits explain the amount of […]<\/p>\n

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