Personality traits, organizational cynicism and employee performance among academic leaders

Abstract

PurposeThis study examines the effect of personality traits on organizational cynicism (OC). It explores, also, OC's predictive power on Employee Performance (EP) in Pakistan.Design/methodology/approachThis is a quantitative study in which the authors employed a survey questionnaire to collect cross-sectional data from the academic leaders of Pakistan's Higher Education Institutes (HEIs). The authors utilized 325 usable cases to arrive at this study's findings.FindingsThe Structural Equation Model (SEM) analysis shows a positive and significant effect of agreeableness, extraversion, Emotional Stability (ES), conscientiousness and openness to experience on Cognitive Cynicism (CC), Affective Cynicism (AC) and Behavioural Cynicism (BC). Moreover, CC, AC and BC have proven to be negative and insignificant predictors of EP.Practical implicationsThis study's findings offer additional insights to understanding the direct connection between personality traits, OC and EP. Therefore, the findings support the development of effective policies and organizational setups to manage OC through personality traits. The findings assist, also, in understanding OC and its adverse effects on EP. Finally, the findings further add to the depth of the literature through empirical confirmation by academic leaders.Originality/valueThis study's findings offer the original contribution of personality traits, OC and EP among HEIs' academic leaders in a developing country.