Personality and organisational commitment The mediating role of job satisfaction during socialisation

Purpose - This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisational commitment. Design/methodology/approach - Data from 190 new police officers in a three-wave longitudinal survey were analysed by structural equation modelling (SEM). Findings - Results showed that: satisfaction with human resource practices completely mediated the relationship between openness to experience and normative commitment; satisfaction with the work itself completely mediated the relationship between conscientiousness and normative commitment whereas it partially mediated the relationship between extroversion and affective commitment. Research limitations/implications - This study is focused on the police context. Future studies should investigate other contexts for comparison. Practical implications - The predictive effect of personality on both job satisfaction and organisational commitment has some practical utility with regard to selection practices. During the organisational entry process, organisations should monitor different aspects of job satisfaction in order to foster a positive environment for employees. Originality/value - To the authors' knowledge, this is the first study that investigates the process linking personality to job satisfaction and organisational commitment in a unique longitudinal model during the organisational socialisation process.