LAS INVERSIONES NORTEAMERICANAS

The causal models of OCB outlined in section 3.4 provide a theoretical understanding of the link between dispositional tendencies and OCB. The next section of this chapter outlines the empirical research that supports the predictive validity of dispositional tendencies in an OCB outcome. In particular, it argues that the empirical evidence supports the use of dispositional predictors in providing employers with valid and reliable predictors of an individual’s

propensity towards OCB.

3.5.1 Five Factor Model and OCB

A number of studies have explored the relationship between the FFM domains and OCB. Gelantly and Irving (2001) examined the relationship between the extraversion, agreeableness and conscientiousness domains and OCB. These researchers found that extraversion was the only domain in their study that had a significant relationship with OCB. This study had several limitations that may have contributed to the non-significant relationship between OCB

and the other personality domains. In particular, the study had a relatively small sample size and it did not investigate dispositional predictors of OCB against the interpersonal or

organisational dimensions of this construct. If the dispositional predictors had a weaker relationship with one of the OCB dimensions relative to the other, the statistical effect may have decreased the overall relationship with global OCB which would therefore failed to represent the significance of this predictor for OCB targeted at individuals or the organisation as a whole.

Chapter 2 reviewed several studies that have been conducted to determine if CWB and OCB are distinct constructs or opposite poles of a continuum of harming-helping workplace behaviour (Dalal, 2005; Sackett, et al., 2006). These studies are directly relevant to the determination of the dispositional predictors of OCB as they assessed the predictive validity of domains of the FFM for CWB and OCB in order to answer their research question. Dalal’s (2005) meta-analytic study investigated the antecedents to CWB and OCB. He concluded that the different predictors of the two constructs indicated they were separate constructs rather than opposite poles of a continuum and in relation to FFM predictors of OCB he found that conscientiousness was a reliable predictor of OCB. One limitation of Dalal (2005) was that it did not explore the predictive validity of the other FFM domains in the prediction for OCB. A second limitation of the study was that it did not investigate the potential differential effect for conscientiousness on the interpersonal and organisational dimensions of the OCB construct.

A second study aimed at determining if OCB and CWB were separate constructs or opposite ends of a continuum (Sackett, et al., 2006) also provided useful data on the dispositional predictors of OCB. This study addressed the first limitation noted in Dalal’s (2005) study by

assessing relationships between the all of the FFM domains and the OCB construct. The results indicated significant positive relationships between all of the FFM domains and OCB. The corrected correlation coefficients between the domains and OCB ranged from .21 for emotional stability to .39 for agreeableness.

Sackett et al. (2006) indicates that it is necessary to consider all of the FFM domains in a study to determine the most parsimonious assessment of the dispositional predictors of OCB. This research does not, however, inform employers of the potential for varying strength in the relationships between domains of the FFM and the interpersonal and organisational

dimensions of OCB. O’Brien and Allen (2008) went part way to address this gap when they explored the differential relationship between conscientiousness and the OCBI and OCBO dimensions. The results of their study demonstrated a strong positive relationship between conscientiousness and the two OCB dimensions with the relationship being somewhat stronger for OCBO than it was for OCBI. The limitation of this study was that it did not explore the predictive validity of the other FFM domains for OCBI or OCBO.

In summary, there is a weight of evidence in the literature supporting the predictive validity for conscientiousness and OCB and there is empirical evidence to support the predictive validity of all domains of the FFM in the prediction of OCB. Little research, however, has been devoted to determining the predictive validity of each of the FFM domains for the interpersonal and organisational factors of OCB. A personnel selection model aimed at determining the best dispositional predictors of OCB and its interpersonal and organisational dimensions requires analysis of the predictive ability of each of the FFM domains on OCB and its factors.

The current study is designed to address this identified gap. It is expected that the study will replicate the results of the empirical research reviewed in this chapter, in particular, there will be a significant relationship between each of the domains of the FFM and global OCB. The current study aims to extend the empirical literature on OCB by analysing the relationships between each of the FFM domains and the dimensions of OCB (interpersonal and

organisational). It would be expected that the interpersonal and pro-social content of interpersonal dimension of OCB would have stronger relationships with the domains of the FFM that were more heavily laden with interpersonal content. The FFM domains of

emotionality, extraversion and agreeableness all have content related to pro-social tendencies and hence these domains are likely to have stronger relationships with the interpersonal rather than organisational dimension of OCB. It would also be expected that the organisational dimension of OCB, which has a greater focus on promoting and supporting the organisation as a whole rather than colleagues in particular, would have a stronger relationship with the FFM domain of conscientiousness as the content on this domain is largely related to the individuals’ motivation to perform well.

3.6 Conclusion

In summary, an assessment of an individual’s propensity to engage in behaviours that assist with organisational functioning is likely to enable an employer to build a workforce which produce positive work outcomes at the individual and organisational level. These individuals are likely to have the skills to work effectively in teams and manage teams well to produce optimal outcomes. The theoretical models of OCB propose that an individual’s dispositional tendencies, or personality, can serve as an effective predictor of his or her tendency to engage in pro-social behaviours in the workplace and empirical research supports the predictive

validity of each of the FFM domains for an OCB outcome. The present study aims to extend this research base and demonstrate that the FFM domains with content related to positive interpersonal interactions are likely to have stronger relationships with OCB directed at colleagues and the FFM domain related to work outcomes, conscientiousness, is likely to have a stronger relationship with OCB aimed at assisting the organisation. To date, there is no published literature that has assessed the HEXACO. Chapter four argues for the likely theoretical advantage of the HEXACO over the FFM in the assessment of propensity for OCB.