Title:
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The Taiwanese Bank Employee's personality stereotype : an exploration of its predictive power on organisational commitment, job satisfaction, and person-organisation fit
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There has been much research in western cultures about job-related personality
stereotypes and about the relationships among personality, demographic characteristics,
organisational commitment, job satisfaction, and person-organisation fit. However,
there is a paucity of such studies based on eastern cultures. This research addresses such
omissions. Having identified, and in cases devised, valid and reliable personality,
organisational commitment, job satisfaction, and person-organisation fit measures
suitable for use with a Taiwanese population, this research identifies if there is
personality stereotype for Taiwanese bank employees and explores the relationships
among Taiwanese bank employees' personality, demographic characteristics,
organisational commitment, job satisfaction, and person-organisation fit
Eighteen hundred personality questionnaires (CPAI-2; Cheung et al., 2001) were
distributed to employees in three banks in Taiwan. A total of 847 questionnaires were
returned and the data analysed using SPSS. Comparing the means generated for each
of the 28 scales of the CPAI-2 with secondary data from a general population study by
Cheung et al. (2004), show male and female Taiwanese bank employees possess a
stereotypical personality. Significant differences were found in the scales of all four
personality factors of the CPAI-2 (Cheung et al., (2001) - Social Potency,
Accommodation, Dependability, and Interpersonal Relatedness) for both male and
female bank employees
A further study of Taiwanese bank employees (N=388) found a total of 70 significant
relationships (30 for males and 40 for females) among the 28 personality scales,
affective, continuanceperson-organisation fit. Indeed, seven personality scales were found to significantly
predict organisational commitment, job satisfaction, and person-organisation fit for
male and 14 for female Taiwanese bank employees. Only three personality scales were
significant predictors for both males and females but did not predicted the same
outcome for both genders. Overall, the amount of variance accounted for by personality
for both males and females was low. Adding demographic characteristics into the
regression only marginally increased the amount of variance accounted for.
Reflecting upon analyses of each bank's history, nature of business, and interviews with
salient managers in each bank (3 in Chang Hwa, 2 in TaiShin, and 1 in SinoPac), the
data were re-analysed by each individual bank to address each bank's unique
organisational culture. The results show increases in the amounts of variance accounted
for by personality and demographic characteristics in 18 out of 30 possibilities but there
is no similar pattern of results for either males or females or indeed across each of the
three banks. For example, in the SinoPac bank male employees' affective commitment
increases to 43% from 19.1%, continuance commitment to 41.9% from 11.1%,
normative commitment to 23.1 % from 3.3%, job satisfaction to 38.6% from 20.6%, but
not person-organisation fit. Such effects, however, are not found for the SinoPac bank's
female employees where the amounts of variance accounted for all decreased, except
for person organisation fit, which increased from 8.2% to 19.8%
The research findings are discussed and psychometric recommendations are made for
each bank's recruitment and retention strategies. The research's limitations and
suggestions for further research are also made, and normative commitment, job satisfaction, andperson-organisation fit. Indeed, seven personality scales were found to significantly
predict organisational commitment, job satisfaction, and person-organisation fit for
male and 14 for female Taiwanese bank employees. Only three personality scales were
significant predictors for both males and females but did not predicted the same
outcome for both genders. Overall, the amount of variance accounted for by personality
for both males and females was low. Adding demographic characteristics into the
regression only marginally increased the amount of variance accounted for.
Reflecting upon analyses of each bank's history, nature of business, and interviews with
salient managers in each bank (3 in Chang Hwa, 2 in TaiShin, and 1 in SinoPac), the
data were re-analysed by each individual bank to address each bank's unique
organisational culture. The results show increases in the amounts of variance accounted
for by personality and demographic characteristics in 18 out of 30 possibilities but there
is no similar pattern of results for either males or females or indeed across each of the
three banks. For example, in the SinoPac bank male employees' affective commitment
increases to 43% from 19.1%, continuance commitment to 41.9% from 11.1%,
normative commitment to 23.1 % from 3.3%, job satisfaction to 38.6% from 20.6%, but
not person-organisation fit. Such effects, however, are not found for the SinoPac bank's
female employees where the amounts of variance accounted for all decreased, except
for person organisation fit, which increased from 8.2% to 19.8%
The research findings are discussed and psychometric recommendations are made for
each bank's recruitment and retention strategies. The research's limitations and
suggestions for further research are also made.
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