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The impact of employees‟ personality traits in perceiving leadership styles and organizational attitude in Saudi Banking context Seita Mandeel Almandeel The thesis is submitted in partial fulfilment of the requirements for the award of the degree of Doctor of Philosophy of the University of Portsmouth Business School Department of Organisation Studies and Human Resource Management (OSHRM) University of Portsmouth September 2014 Abstract This thesis explores the influence of employees‟ personality types (Neuroticism (N), Openness to Experience (O), Conscientiousness (C), Agreeableness (A) and Extraversion (E)) on leadership styles (Transformational, Transactional and Avoidant) and on employees‟ attitudes to their organisation (Job Satisfaction and Turnover Intention) in banks in the Kingdom of Saudi Arabia. The objectives of this thesis are to identify the impact of personality traits on: perceptions of Leadership behaviour, Job Satisfaction and Turnover Intention among employees of Saudi banks. The data for this thesis were collected using online questionnaires from 343 branch employees from two Saudi commercial banks operating in Riyadh City in Saudi Arabia. The data obtained was analysed using the Statistical Package for the Social Sciences (SPSS) and structural equation modelling (AMOS) by means of correlation, multiple-regression analysis and a Sobel mediational test. The findings indicated that high Conscientiousness (C) has an influence on increasing Job Satisfaction while the personality traits of high Neuroticism (N) and high Conscientiousness (C) have positive and negative impact on Turnover Intention respectively. Secondly, the results of the study reinforce the hypothesis that Saudi Arabian employees who score high in Neuroticism (N) are less likely to perceive their banks‟ leader as either Transformational or Transactional. Third, it was found that high Conscientiousness (C) bank employees are more likely to perceive their leader to be Transformational or Transactional whereas Openness to Experience (O) Saudi bank employees are less likely to perceive their leader as having an Avoidant Leadership style. Finally, the results indicated that the relationship between Neuroticism (N) and Turnover Intention is negatively mediated by perceived Transformational and Transactional Leadership styles, wheares the relationship between Conscientiousness (C) and Turnover Intention is negatively mediated by perceived Transactional Leadership styles. The relationship between Conscientiousness (C) and Job Satisfaction is positively mediated by perceived Transactional Leadership style. This research thesis contributes to organisational behaviour and Leadership theory; it is one of the first empirical studies within the Saudi context to investigate the mediating role of perception of Leadership styles between personality traits and employees‟ attitudes to their II organisation. It is also one of the first studies to establish a relationship between personality traits, Leadership styles and attitude to the organisation (Job Satisfaction and Turnover Intention) in a banking context III Acknowledgements I would like to express my sincerest gratitude to the director of this study, Professor Charlotte Rayner, and my associate supervisor, Doctor Emma Brown, for their inspiration, valuable detailed guidance, support and encouragement during this research. I am also grateful to the wonderful individuals in the University of Portsmouth for their kind help and continued support. I must also thank the University for the opportunities, privileges and long-term support it has provided. I would also like to extend my thanks to all the staff in the Business School and to the staff of the Organisation Studies and Human Resource Management specifically. Further, I acknowledge the hundreds of participants and their banks in Saudi Arabia for their help with the research survey. I would like to extend my deep thanks and gratitude to all of my family members who contributed to supporting, and encouraging me during my studies. Words cannot express the feelings I have for my parents for their constant unconditional support and for their daily prayers. Even when they suffered due to my absence, they continued supporting me in finishing my research. The completion of this research is but a very small reward for their efforts and great expectations. I owe my loving thanks to my husband and daughters (Noura, Moudhy and Shoug) who have missed out on many things during my study. Without their encouragement and understanding it would have been impossible for me to finish this work. I am espicialy greatful for the encouragement from my brothers, sisters and lovely friends in Portsmouth for their amaizing support. Last, but not least, the sponsorship of my country, Saudi Arabia, for their financial support and care from my advisors in the Saudi Cultural Bureau, must also be gratefully acknowledged. IV Declaration The impact of employees‟ personality traits in perceiving leadership styles and organizational attitude in Saudi Banking context Doctor of Philosophy of the University of Portsmouth Whilst registered as a candidate for the above degree, I have not been registered for any other research award. The results and conclusions embodied in this thesis are the work of the named candidate and have not been submitted for any other academic award. V List of abbreviations KSA: Kingdom of Saudi Arabia. SAMA: Saudi Monitory Association. GCC: Gulf Cooperation Council. PA: Positive affectivity. NA: Negative affectivity. JS: Job satisfaction. TI: Turnover intention. N: Neuroticism. C: Conscientiousness. O: Openness to Experience. A: Agreeableness. E: Extraversion. TSFL: Transformational Leadership style. TSCL: Transactional Leadership style. AVOL: Avoidant Leadership style. CFA: Confirmatory Factor Analysis.. SEM: Structural Equation Modelling. VI Definition of terms The following definitions were applied to form the basis of this research. Leadership: "A relationship through which one person influences the behaviour or actions of other people" Mullins (2002, p. 904). Personality: “generalisation about human nature, and exploration of individual differences” (Hogan, 2005, p. 334). Positive (PA) affectivity: The extent to which a person has feelings of energetic and pleasurable engagement. Individuals who have high PA are more likely to display pleasurable engagement in their work and and have a sense of overall wellebeing. (Adapted from Watson et al., 1988; Keith and Frese, 2005). Negative (NA) affectivity: reflects feeling of anxiety and distress, so that individuals with high (NA) are more likely to experience negative feeling across situations that may create barriers in social interaction (adapted from Watson et al., 1988; Keith and Frese, 2005) Job satisfaction: involves the feeling of employees towards their jobs and controls and drives employees; behaviours and work attitude, When job satisfaction is positive employees are satisfied with their job, and the negative feeling is a sign of dissatisfaction (Adapted from‟Armstrong , 2004). Turnover intention: “The intention to voluntarily change companies or to leave the labour market altogether” (Falkenburg & Schyns, p. 711). VII Table of contents Abstract .................................................................................................................................... II Acknowledgements……………………….…………………………………………………IV Declaration............................................................................................................................... V List of abbreviations .............................................................................................................. VI Definition of terms ............................................................................................................... VII Table of contents ................................................................................................................. VIII List of figures ....................................................................................................................... XIII List of tables......................................................................................................................... XVI Chapter1: Introduction ........................................................................................................... 2 1.1 Introduction .......................................................................................................................... 2 1.2 Empirical research context ................................................................................................... 4 1.2.1 Location and population of Saudi Arabia ..................................................................... 4 1.2.2 Saudi economy .............................................................................................................. 5 1.2.3 The Saudi Arabian Monetary Agency (SAMA) ........................................................... 6 1.2.4 Historical background to the banking sector in Saudi Arabia ....................................... 7 1.2.5 Saudi commercial banks................................................................................................ 8 1.3 National culture of Saudi Arabia ....................................................................................... 12 1.4 Aims of the Study .............................................................................................................. 15 1.5 Significance of the study .................................................................................................... 16 1.6 Structure of the Thesis ...................................................................................................... 20 Chapter 2: Literature Review ............................................................................................... 23 2.1 Introduction ........................................................................................................................ 23 2.2 Personality models ............................................................................................................. 23 2.2.1 Traits theories of personality ....................................................................................... 23 2.2.2 The Big Five personality model .................................................................................. 24 2.2.3 Cattell‟s personality model......................................................................................... 29 2.2.4 Eysenck‟s personality model ....................................................................................... 30 2.3 Leadership theories ............................................................................................................ 33 2.3.1 Leadership development ............................................................................................. 33 2.3.2 The traits approach to leadership ................................................................................ 34 2.3.3 The social construction of leadership .......................................................................... 34 2.3.4 The behavioural approach to leadership...................................................................... 35 VIII 2.3.5 The contingency dimension of leadership ................................................................... 36 2.3.6 Full range of leadership ............................................................................................... 37 2.3.7 Charismatic-inspirational leadership ........................................................................... 38 2.3.8 Transactional leadership style ..................................................................................... 39 2.3.9 Avoidant or passive leadership ................................................................................... 39 2.3.10 Distinguishing charismatic from Transformational approaches ............................... 41 2.3.11 Summary of conceptual approaches to leadership .................................................... 44 2.4 Empirical study of leadership style .................................................................................... 45 2.4.1 Leadership and organisational outcome ...................................................................... 46 2.4.2 Leadership and job satisfaction ................................................................................... 47 2.4.3 Leadership and personality.......................................................................................... 48 2.5 Job satisfaction ................................................................................................................... 54 2.5.1 Definition of job satisfaction ....................................................................................... 55 2.5.2 Dispositional model of job satisfaction ....................................................................... 57 2.5.3 The two-factor theory of satisfaction .......................................................................... 60 2.5.4 Social information processing model of job satisfaction ............................................ 61 2.5.5 Factors influencing job satisfaction............................................................................. 61 2.6 Turnover intention definition ............................................................................................. 66 2.6.1 Mobley‟s (1977) model of the turnover process ......................................................... 67 2.6.2 The unfolding model of voluntary employee turnover (Mitchell & Lee, 2001) ......... 69 2.6.3 Empirical studies based on exogenous variables of turnover intention ...................... 71 2.6.4 Empirical studies based on endogenous variables of turnover intention .................... 73 2.6.5 Personality and turnover intention .............................................................................. 76 2.7 Theoretical framework ....................................................................................................... 79 2.7.1 The relationship between employees‟ personality and job satisfaction ...................... 80 2.7.2 The relationship between employees‟ personality and turnover intention .................. 82 2.7.3 The relationship between employees’ personality traits and leadership style ... 84 2.7.4 Mediation hypothesis .................................................................................................. 88 2.8 Summary ............................................................................................................................ 92 Chapter 3: Research Methodology ....................................................................................... 94 3.1 Introduction ........................................................................................................................ 94 3.2 Statement of Aims.............................................................................................................. 94 3.3 Research philosophy .......................................................................................................... 95 IX 3.4 Justification for using quantitative data ............................................................................. 97 3.5 Research approach ........................................................................................................... 101 3.5.1 The categories of theoretical and methodological approaches .................................. 103 3.6 Methodological fit ............................................................................................................ 105 3.7 Research methods ............................................................................................................ 105 3.7.1 Online survey ............................................................................................................ 106 3.7.2 Questionnaire design ................................................................................................. 108 3.7.3 Measures.................................................................................................................... 109 3.7.4 Testing the measures ................................................................................................. 121 3.7.5 Sampling strategy ...................................................................................................... 122 3.7.6 Data access process ................................................................................................... 128 3.8 Main Data Collection ....................................................................................................... 128 3.8.1 Reliability and validity of the questionnaire ............................................................. 129 3.9 Data analysis .................................................................................................................... 131 3.9.1 Correlation analysis ................................................................................................... 131 3.9.2 Regression analysis ................................................................................................... 132 3.9.3 Statistical significance ............................................................................................... 132 3.9.4 Overview of structural equation modelling (SEM) analysis ..................................... 132 3.9.5 Ethical considerations ............................................................................................... 135 3.10 Summary ....................................................................................................................... 136 Chapter 4: The preliminary data analysis ......................................................................... 138 4.1 Introduction ...................................................................................................................... 138 4.2 Data screening and cleaning ............................................................................................ 139 4.3 Descriptive statistics ........................................................................................................ 140 4.3.1 Respondents‟ personal profiles ................................................................................. 140 4.3.2 Assessing statistical normality .................................................................................. 146 4.3.3 Inter-correlation among variables ............................................................................. 147 4.3.4 Ranking analysis of Likert-Type Scale of measurements ......................................... 149 4.4 Structural equation model analysis (SEM) ...................................................................... 154 4.4.1 Confirmatory factor analysis (CFA) ......................................................................... 155 4.4.2 Maximum likelihood (ML) ....................................................................................... 155 4.4.3 Evaluation of goodness-of-fit of the model............................................................... 156 4.4.4 Chi-squared test ......................................................................................................... 156 X

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