Modeling the Effect of Personality Traits on Work Ethics with the Mediating Role of Job Adaptability

Abstract

The aim of this study is to model the effect of personality traits on work ethics with the mediating role of job adaptability among employees of the Judiciary of the Islamic Republic of Iran. This correlational study utilized a structural equation modeling approach. The statistical population included all employees of the Judiciary Headquarters and Research Institute, from which 108 individuals were selected through convenience sampling. Data collection was conducted using three instruments: the NEO Five-Factor Inventory (NEO-FFI), Petty’s Work Ethics Questionnaire, and the Dawis and Lofquist Job Adaptability Scale. Data analysis was performed using SPSS and LISREL software. Path analysis results showed that extraversion, agreeableness, and conscientiousness had significant direct effects on work ethics, and also exerted significant indirect effects through job adaptability. In contrast, neuroticism and openness to experience were not statistically significant. Model fit indices such as χ²/df = 1.87 and RMSEA = 0.069 indicated an acceptable structural model fit. The findings suggest that certain personality traits can enhance ethical behavior at work through increased job adaptability. These results highlight the importance of assessing personality characteristics in recruitment, human resource development, and organizational interventions