Employee Personality Traits and their Prospected Behavior to Adopt Organizational Cynicism: A Mediated Moderated Model

Abstract

This study examined the personality qualities of employees and how they responded to organizational cynicism in Pakistan's banking industry by using organizational commitment as a mediating factor. The research construct is supported by the HEXACO model. The study used quantitative survey method, and data from bank employees in Islamabad, Rawalpindi, and Mianwali were obtained. The study's sample included 493 bank employees from various branches located in these cities. Using SPSS-21 and SmartPLS-4, the analysis includes reliability testing, confirmatory factor analysis, and structural equation modeling. The results of the analysis demonstrated a strong positive correlation between extraversion, conscientiousness, agreeableness, openness to new experiences, honesty-humility, and organizational commitment. Furthermore, the results revealed that, through the mediating role of organizational commitment, the personality traits of conscientiousness, extraversion, honesty-humility, and openness to new experiences have a negative connection with organizational cynicism. The results also showed a negative relationship between organizational commitment and organizational cynicism in relation to occupational stress. The results demonstrate the significance of HEXACO personality traits in explaining employees' commitment levels and how they respond to cynicism in the workplace. Findings contribute to literature to understand the interplay between personality, commitment, and cynicism. These results provide practical guidance to HR professionals and policymakers by informing recruitment practices and commitment-building activities to decrease cynicism at work and improve organizational harmony.