Abstract
This study aims to analyze the effect of personality on organizational commitment mediated and moderated by deviant behavior and employee engagement. The study was conducted at PT. Smartfren Telecom, Tbk in Malang City, involving 105 respondents of frontline employees and the collected data were proceed using Partial Least Square (PLS) analysis. The finding shows that personality did not affect the enhancement of employee's organizational commitment directly. Instead, personality was able to indirectly affect organizational commitment through engagement and a good personality will decrease deviant behavior. While deviant behavior itself did not influence organizational commitment, neither mediate nor moderate the relationship between personality and organizational commitment. Meanwhile, employee engagement was able to mediate the influence of personality toward the organizational commitment, but not to moderate the relationship between the two variables. The study places deviant behavior, and employee engagement were used as the mediating and moderating variables on the effect of personality on the organizational commitment of frontline employees. The highlight of this study is that deviant behavior was not able to act as both the mediating and moderating variable on the influence of personality on organizational commitment.
Highlights
This study aims to analyze the effect of personality on organizational commitment mediated and moderated by deviant behavior and employee engagement
The results showed that the composite reliability value on all the variables studied, namely Personality (X1), Organizational Commitment (Y1), Deviant Behavior (Z1), and Employee Engagement (Z2) had a composite reliability value above 0.70, which means that Personality, Organizational Commitment, Deviant Behavior, Employee Engagement variables able to measure the latent variables
Organizational commitment can grow, because of its individuals have an emotional attachment to the organization, work characteristics, the nature of the rewards received, the existence of alternative employment opportunities, treatment newcomers to the organization, and personal characteristics (Darlis, 2002; Greberg & Baron, 2005)
Summary
High organizational commitment is vital for frontline employees to provide the best service for customers. The difference in the results of the two studies is the research gap for this study, which is filled in by incorporating the mediating variable of deviant behavior on the influence of personality toward organizational commitment. In addition to deviant behavior, work engagement can mediate the influence of personality on organizational commitment. As for the research originality, this study observed deviant behavior and employee engagement as moderating variables on the influence of personality on organizational commitment. Given the phenomena and research gap, it is necessary to study the role of Deviant Behavior and Work Engagement as the mediating and moderating variables on the influence of Personality toward Organizational Commitment on frontline employees at PT.
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