Does Locus of Control Mediate the Relationship Between Personality Integration and Self-Disclosure?

Does Locus of Control Mediate the Relationship Between Personality Integration and Self-Disclosure?

Nagendra Singh Nehra (Indian Institute of Technology Roorkee, India)
Copyright: © 2018 |Pages: 20
DOI: 10.4018/978-1-5225-4038-0.ch013
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The topic of self-disclosure has been explored significantly and considered to greatly impact employees' relationships. Thus, this chapter explores the association between personality integration and self-disclosure considering how locus of control acts as a mediator. The sample was collected from public and private sector organizations in Uttarakhand. The data was collected through a cross-sectional survey-based research design, and a convenience sampling method was used. Thus, a total of 192 questionnaires were distributed during office hours. In the final analysis, only 189 responses were considered; the rest were discarded due to missing data. The authors use correlation and four-step hierarchical multiple regression analyses. Results show that internal locus of control partially mediates said association. Further, it was found that personality integration is positively associated with self-disclosure through internal locus of control. Additionally, external locus of control has a positive effect on self-disclosure. Implications and scope for future research is highlighted.
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Personality Integration And Self-Disclosure: The Mediating Role Of Loc


Over the years, personality traits has been received significant attention in relation to job performance (Judge & Zapata, 2015), job satisfaction (Judge & Bono, 2001), and talent management (Sharma, 2014). Literature provides substantial evidence that locus of control (LoC) widely examined personality trait with respect to workplace related outcomes such as subjective well being, self-monitoring, stress, materialism in childhood, adolescence and adulthood (Benassi et al., 1988; Christopher et al., 2009). Besides this, many early studies reported on personality integration in relation to clinical and socio-psychology outcomes such as family communication, individual psychotherapy, self-concept in children, adults, and preadolescent males (Bowles & Wright, 1970; Cooley & Seeman, 1979), but still, there is dearth of research to elicit the association between personality integration and LoC at the workplace.

Moreover, self-disclosure is also an important attribute of individual personal effectiveness at workplace (Pareek & Purohit, 2011). Early studies found that self-disclosure play a pivotal role in developing and maintaining positive interpersonal relationship at workplace (Collins & Miller, 1994). Besides this, self-disclosure is widely examined personality trait with others traits self-concept, social acceptance, stress levels and internal energy (Posey et al., 2010; Şahin et al., 2010); but interestingly we have not found a singly study to explore the shared association between personality integration, LoC and self-disclosure at the workplace particularly in Indian context. Although, personality integration, LoC and self-disclosure are play an pivotal role in one personality and behavior at the workplace (Arpan & Roskos- Ewoldsen, 2005; Seeman, 1963; Spector, 1982). These personality traits found to effect the efficiency and productivity of individuals (Nicholls et al., 2015). Furthermore, the proposed association has highlight the uniqueness and orginiality of this study as; first, the said relationship has not been explored before and explore the relation would help to better understand how they effect each other at workplace; second, said relationhip would shed light on the relevance of proposed association in Indian unique management style at the workplace (Varma et al., 2005); third, India scores high on power distance and collectivism in relative comparison to wertern societies (Hofstede, 1984); fourth, research reported that unique socio-cultural attributes puts substantial impact on personality traits which eventually arises the necessity to study shared association in Indian management systems and practices at the workplace (Arora & Rangnekar, 2015; Nehra & Rangnekar, 2016; Nehra & Rangnekar, 2017; Nehra & Rangnekar, 2018). Of-course, on the basis of aforesaid peculiar characterstics, the present study seeks to fill this gap in literature by establishing the relationship between personality intergation and self-dislcosure while LoC (internal and external) as mediator therein, particularly in Indian context. Studying this association would explore what relationship exists among the study variables, and how, emphasizing these attributes, employees can be developed and hired so that they maintain and create a healthy work environment at the workplace. Thus, the objectives of this study are to determine: (a) whether personality integration has a significant positive relation with employees’ LoC? (b) Does LoC (internal or external) have a significant positive relation with self-disclosure? (c) Does personality integration has a significant positive relation with self-disclosure (d) Does LoC (external & internal) mediate the relationship between personality integration and self-disclosure?. The proposed model is represented in figure 1.

Figure 1.

Proposed Mediated Model


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