A Study on the Effect of DISC Behaviour Type to Performance of Financial Institution Worker in Korea: Mediated Effect of the Organizational Commitment and Job Satisfaction
Authors:   Asia-Europe Perspective Association, Lee Hyeong-Ki 
Published: December 2024

Organizational commitment and job satisfaction based on DISC behavioral traits (dominance, Influence, Steadiness, and Conscientiousness) have been studied for a variety of professions, but research on financial industry employees has not been very active. Therefore, the objective of this study was to find ways to improve management performance by enhancing the level of organizational commitment and job sat- isfaction of financial industry employees based on the type of DISC personality traits by identifying charac- teristics of each personality trait of the financial industry employees and the correlation among organiza- tional commitment, job satisfaction, and the behavioral traits, thereby contributing to the effective work life of employees of financial institutions. For this study, 367 employees in financial institutions were analyzed and the structural equation of AMOS VER. 20.0 program was used for analysis. In addition, the conformity and validity of the measurement model were tested to verify the suitability of the questionnaire. The results of the study are as follows.
First, among the types of DISC traits, Dominance, Influence, and Conscientiousness traits were selected as they showed positive correlation with organizational commitment, while there was no correlation for Steadiness traits. Among the DISC behavioral traits, Dominance and Influence traits showed positive correlation with job satisfaction, but the study also found that there was negative correlation between Steadiness and job satisfaction, which was on the contrary to the initial hypotheses; furthermore, the study showed that there was no correlation between Conscientiousness trait and job satisfaction.
Second, Dominance and Influence traits were selected as they showed positive correlation with manage- ment performance. Steadiness and Conscientiousness traits, in contrast to the hypotheses, were found to have negative correlation with management performance, but were rejected. Steadiness traits, in general, want to stay comfortable and exhibit serene personality, thereby are reluctant to be dominant, determined, committed and show a strong, positive drive, which all entails that the trait is not suitable for the role of a manager (Kang Hyun-suk, 2003). Furthermore, it is implied that Conscientiousness trait may be too cautious in making quick decisions in handling work and miss out on important timing, which could be disadvantageous to management performance.
Third, among the types of DISC behavioral traits, Dominance and Influence traits were shown to have positive effects on organizational commitment parameter, and thus also affect a dependent variable, management performance. Next, Conscientiousness trait was shown as a full mediator, which correlates pos- itively with the organizational commitment parameter, and then also affected the management performance, a dependent variable. Dominance and Influence traits have positive correlation with job satisfaction param- eter, and thus also on a dependent variable, management performance. Steadiness trait was shown as a full mediator, which correlates negatively with the job satisfaction parameter, and thus also affects a dependent variable, management performance. However, Steadiness trait had no mediation effect on job satisfaction. Therefore, it is important to have a management strategy for employees with Conscientiousness and Steadiness traits to uplift their level of organizational commitment and job sat- isfaction since these traits positively correlate with management performance only through mediator pa- rameters which are job satisfaction and organizational commitment.
Fourth, the organizational commitment parameter and the jab satisfaction parameter were showing different effects.