The effect of personality and organizational climate on group dynamics: A research in the service sector

Considering that the human is a social being, exists, and lives in a group is an indispensable fact in real life, and rapid changes and increasing competition in the internal and external environment, we see that organizations prioritize group success rather than individual success. Ensuring the effectiveness of groups and analyzing group dynamics correctly has become a necessity for organizations to be successful and to ensure business continuity. This study aims to reveal how the therapeutic effects of group dynamics are affected by organizational climate and personality types. These therapeutic effects were used to assess the limitations and strengths of groups by experts (Yalom I. D., 1995). These factors had been studied commonly in the context of group therapy studies in the field of clinical psychology (Yalom I. D., 2018). By adopting this study to the field of organizational behavior, we will be able to see the interaction of personality types and the psychological climate of the organization with these factors. It is expected that this study will serve as a guide for organizations in providing effectiveness, continuity, and efficiency. As part of the research the therapeutic factors scale (group dynamics inventory) (Phan, 2004), was introduced into the Turkish context and the necessary validity analyses were carried out. The study was conducted with a sample of service sector employees working as a group (team) in Ankara. The research results indicate that group dynamics had a positive and significant link with personality types and organizational climate. As a result, a positive relation was discovered between extraversion, agreeableness, and stability, which are personality traits of the Big Five Model (Costa, 1992), and altruism, which is a group dynamics inventory sub-dimension. When the link between organizational environment and group dynamics was explored, a positive and substantial association was discovered. As a result of the analysis, a positive relationship was found between reward, standards, and structure, which are sub-dimensions of organizational climate, and altruism and cohesiveness, which are sub-dimension of group dynamics.