Abstract
Purpose. The purpose of this quantitative correlational study was to test if there was a correlation between employee personality and the resistance to change for frontline team members at a local health plan.Theoretical Framework. This study used the Personality Trait theory (Awadh & Wan Ismail, 2012) with The Big Five dimensions serving as a comprehensive framework for describing personality, representing diverse systems in one place.
Methodology. A quantitative correlational design was used to assess the existence and extent of the relationship between personality traits (independent variable) and resistance to change (dependent variable). Statistical correlation tests were utilized to describe and quantify the association between the variables, and linear regression analyses were conducted using SPSS. The cross-sectional survey was used to capture the characteristics/traits for personality (Big Five Factor) and capture dispositions for resistance to change (RTC Scale) at a single point in time.
Findings and Conclusion. The correlation analysis results indicated a statistically significant relationship between the Big 5 Personality Traits and Resistance to Change. The correlational coefficient indicates ranged from low to medium correlation, providing significant evidence to support the alternative hypothesis. A linear regression analysis determined all five of the Big 5 personality traits were significant predictors of resistance to change; however, only agreeableness and neuroticism showed individual significance. Lower agreeableness and Greater neuroticism were associated with increased resistance to change.
Recommendations. Future studies should explore the underlying factors contributing to the correlation relationship. To effectively address demographic perspectives based on genetics, experience, or environmental influences, future studies should be conducted across various industries with an increased sample size. Future studies could also investigate the evolution of employees' resistance to change over time. Additionally, exploring the potential evolution of personality traits and the effectiveness of interventions in mitigating resistance to change may offer significant insights. Lastly, examining the correlation between resistance to change by personality traits and long-term employee success in an organization could represent a valuable area of inquiry.