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Please use this identifier to cite or link to this item: http://hdl.handle.net/1820/8748
Title: Persoonlijkheidskenmerken en betrokkenheid. Onderzoek naar de invloed van neuroticisme en openheid op de betrokkenheid van medewerkers binnen verandertrajecten.
Authors: Meertens, Roy
Keywords: Personality traits
neuroticism
openness
commitment to change
Issue Date: 31-Oct-2017
Publisher: Open Universiteit Nederland
Abstract: The positive and negative basic emotions are determining how employees experience a process of change, Steigenberger (2015). This research is about the involvement of employees in change programs. Within government organizations, where change programs take place, attention is often focused on personality characteristics. In general the assumption is that a change plan increases the involvement of employees. In practice, it is generally assumed that proper communication, plan of approach, training and education are the success of a successful changeover. In this study, also the three-component model of Allen & Meyer (1990) will be central. These components are affective, continuity and normative commitment. The Five Factor Model (FFM)'s Big Five personality theory spreads five character traits. These are extraversion, altruism, conscience, neuroticism and openness. This research helps to investigate the degree of influence of personality characteristics such as neuroticism and openness on employee involvement, especially within organizational changes. The question that is central to this research is: ‘’Influence of neuroticism and openness on commitment to change?" A prerequisite for selecting a particular organization was the presence of an (organizational) change path. Another condition that the change plan should have was a clear beginning and end of the course. A single case study was chosen, with the emphasis on collecting a quantitative dataset. Data collection has been chosen for a cross-sectional approach where variables within a selected research group were measured once as also within the same period. The organization, in which this research took place, was the Department ‘Interne Ondersteuning’ (298 employees) within the organization of the municipality of Arnhem. Within this organization, a collaborative partnership will be operational as of July 1, 2017, in which business management tasks with the neighboring municipalities Renkum and Rheden will be bundled within ‘Bedrijfsvoeringsorganisatie’ (BVO) De Connectie. The population has a volume of 119 respondents, meaning a response of 40%. The measurability of facets of neuroticism and openness was performed based on a five-point Likert scale based on the Dutch-language NEO-Five Factor Inventory (NEO-FFI). The relationship between the independent variables neuroticism and openness and the dependent variable commitment have been investigated on behave of a multiple (multiple) regression analysis (by the method method). The data analysis was performed with IBM SPSS Statistics 24. Hypothesis 1 assumes that neuroticism has a negative impact on employee involvement in change paths. Because of the opposite direction of the overall relationship between neuroticism and (component) commitment, hypothesis 1 is not fully accepted. Hypothesis 2 assumed a positive relationship between openness and commitment to change (H2). Due to the opposite direction, except for normative commitment, the link between openness and (component) commitment, therefor hypothesis 2 is not fully accepted. Based on the results of this study, the conclusion that neuroticism does not adversely affect engagement or commitment. It can also be concluded that openness does not naturally have a positive influence on involvement. However, according to the theory, both hypotheses are not excluded. Discussion will be the distinction between the organization where the research took place, as opposed to non-comparable organizations with a similar change plan. The discussion shows that the type of organization, private or public, can be the basis for the rejected hypotheses. By gaining insight into the individual personality characteristics, change packs can take the diversity of these features to increase the support and reduce the resistance. In concrete terms, it is recommended to look beyond personalities, in particular the legal status of employees involved in change programs. The research design is based on literature research on various methodologies and theories to characterize personality characteristics. Based on the results of the comparisons of the literature research, the personality characteristics of the Five-Factor Model have been chosen. In addition to neuroticism and openness, more possibilities and combinations are possible within the five personality characteristics.
URI: http://hdl.handle.net/1820/8748
Appears in Collections:MSc Management Science

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