Examining the relationship between the five-factor personality model and organizational dissent: The moderator role of perceived organizational support

Although every person who has ever lived, whether in the past, the present, or the future, has unique traits and personality traits, humanity as a whole exhibits similar behavioral patterns. One of the behavior patterns in question is when people exhibit opposition by having opposing opinions and criticizing the situation and their way of life. Organizations that people work for are inevitably one of the surroundings that humanity opposes. According to their personality attributes and the support they receive from their organizations, people have demonstrated different structures and types of dissent. The purpose of this study is to ascertain whether perceived organizational support plays a moderating impact from this perspective in the five-factor personality model and organizational dissent. Using data gathered from white collar and blue collar workers engaged in multiple industries over a single time period, the links between personality traits, organizational dissent and perceived organizational support were studied under a single model. The PROCESS Macro developed by Hayes (2018) was used to analyze the model in the context of the study, which looked at the relationships between the variables based on the literature. When the results were examined, it was discovered that the extraversion component had a strong link with displaced dissent, but not with articulated or latent dissent. It has been discovered that perceived organizational support moderates this association by increasing articulated dissent and decreasing displaced dsisent. Another variable, conscientiousness, has not been found to significantly influence organizational dissent behaviors; nevertheless, perceived organizational support appears to moderate the increase in articulated dissent. While perceived organizational support did not have a moderating effect in this association, it was found that the last variable, agreeableness, had a statistically significant relationship with articulated, displaced, and latent dissent behaviors. According to the results of the analyses, it has been determined that people who believe they are supported by the organizations they work for act in the interests of such organizations. Several recommendations that are regarded to be advantageous for managers' attitudes toward their staff have been made from this point of view.