Friends Aren't for Everyone: The Moderating Effect of Personality on the Relationship between Workplace Friendships and Organizational Commitment

Abstract

Workplace friendships have previously been linked to higher organizational commitment among other positive employee and organizational outcomes. Generating and maintaining organizational commitment is a critical component of organizational success and sustainability. Despite these known realities, how individual differences change the relationship between workplace friendship and affective organizational commitment was unclear. This study aimed to identify any moderating effects of the Big Five personality traits on the relationship between workplace friendships and organizational commitment in working adults. The study included 362 participants (N = 362; 192 male, 170 female, M_age = 36.50) whose responses were collected by an anonymous survey. To analyze the data, descriptive statistics, correlation, and multiple regression analyses were conducted. The analyzed data suggested that workplace friendships were significantly correlated with affective organizational commitment. Agreeableness, Conscientiousness, and Openness to Experience had significant moderating effects on the relationship between workplace friendships and affective commitment. In addition to reaffirming previous research findings, this study contributed new insights to the existing literature. Openness to experience, a trait not previously thought to have significant predictive validity, was an important moderator of the relationship in question. Future researchers are encouraged to consider the impact of these moderating effects on team dynamics and performance.