Title: The moderating effect of personality traits on the relationship between rewards and affective commitment

Authors: Emelia Aniah; Daniel Agyemfour-Agyemang Sarpong; David Odikro; Justice Agyei Ampofo

Addresses: Department of Secretaryship and Management Studies, Faculty of Business and Management Studies, Sunyani Technical University, Sunyani, Ghana ' Department of Secretaryship and Management Studies, Faculty of Business and Management Studies, Koforidua Technical University, Koforidua, Ghana ' Department of Management, College of Distance and e-Learning, University of Education, Winneba, Ghana ' Department of Environment and Sustainability Sciences, Faculty of Natural Resources and Environment, University for Development Studies, Tamale, Ghana

Abstract: Rewards are used to ensure that employees become committed to their organisations. The main objective of this study was to examine the moderating effect of personality traits on rewards, and employee commitment. The study employed a quantitative research design. A structured questionnaire was used to collect data from 215 employees from 16 financial institutions in the Wa Municipality of Ghana. Correlation and multiple linear regression analyses were performed. Reliability and validity tests were performed using Cronbach's alpha and confirmatory factor analysis. The study revealed that conscientiousness moderates the relationship between non-financial rewards and affective commitment. The study recommends that a performance-based reward system should be considered and utilised to improve employees' commitment. In addition, various institutional authorities should be mindful of their employees' personality traits and potential employees, when engaging in contract negotiation or designing rewards.

Keywords: management; performance; development; rewards; employee.

DOI: 10.1504/IJMED.2025.143807

International Journal of Management and Enterprise Development, 2025 Vol.24 No.1, pp.81 - 101

Received: 24 Feb 2024
Accepted: 26 Jun 2024
Published online: 07 Jan 2025 *

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