PERSONALITY AND JOB OUTCOMES: MEDIATION OF ETHICAL IDEOLOGY

Purpose: This study aims to theorize new conceptual linkages between two popular paradigms of management research personality (Big Five Trait) and ethics (Ethical Ideology). Big Five personality traits and ethical ideology dimensions (idealism and relativism) relationship with job outcomes such as interpersonal conflict, workplace deviance, and Organizational Citizenship Behavior (OCB) were proposed. Methodology: This study adopted a longitudinal field survey design. Data analysis for descriptive, regression, and correlation techniques, was done using SPSS v 17 whereas conduct Confirmatory Factor Analysis (CFA) of study variables was done using AMOS v 16. Main Findings: Results revealed significant association of i) extraversion, conscientiousness, and agreeableness with OCB, ii) Agreeableness and neuroticism with workplace deviance and iii) agreeableness, openness to experience, neuroticism with interpersonal conflict. Moreover, agreeableness was a significant predictor of idealism ethical ideology, neuroticism and openness to experience were significant predictors of relativism ethical ideology. Idealism significantly predicted interpersonal conflict and OCB and relativism significantly predicted workplace deviance and interpersonal conflict. Idealism ethical ideology mediated between extraversion and interpersonal conflict, agreeableness and interpersonal conflict as well as OCB. On the other hand, relativism ethical ideology mediated between openness to experience and interpersonal conflict. Similarly, relativism also mediated between neuroticism and two job outcomes (interpersonal conflict, workplace deviance). Limitations/ Applications: Future research directions and implications for theory and practice are suggested. Novelty/Originality of this study: This study explained the conceptual mechanism that individual outcomes of the Big Five traits are determined through the ethical ideology of the respective personality trait; moreover, this study also added empirical evidence in existing OB literature from a unique cultural context i.e., Pakistan.


INTRODUCTION
The influence of personality traits on employees behaviour has remained an issue of debate among the leading scholars (Epstein& O'Brien, 1985). The debate is among the proponents of the situational versus trait approaches. The scholars have focused on the impact of the Big Five personality traits on job performance (Barrick1991), job satisfaction (Judge, Heller, & Mount, 2002), job stress (Lannu&Nobleza, 2017, Penley&Tomaka, 2002, intent to leave (Mobley, Griffeth, Hand, &Meglino, 1979), Customer Relationship Management (Haq, Ramay, Rehman& Jam, 2010), OCB (Barrick, Parks, & Mount, 2005) and workplace deviance (Judge et al, 2002). The wide use of personality in placement decisions has gathered the attention of organization behaviour scholars to focus more on the personality trait research (Raja& Johns, 2010). On the other hand, an individual's ethical ideology is a significant factor that determines the behaviour of the individual at the workplace. Research on ethics has long studied moral philosophies based on which people get involved in ethically prescribed/allowed behaviours (Kohlberg, 1983(Kohlberg, , 1984. Ethical ideology refers to "a system of ethics used to make moral judgments, which offer guidelines for judging and resolving behaviour that may be ethically questionable". Considering this important role of ethical ideologies in the determination of individual behaviour, every individual has some ethical ideology and have some types of personality traits simultaneously. There is a paucity of research in personality literature discussing the ethical ideology or ethical philosophy of the Big Five personality traits. The theorized and tested the expected relationships between the Big five traits and ethical dimensions predicting that which personality traits will have what type of ethical ideology among two independent dimensions of Forsyth's (1980Forsyth's ( , 1992 model, which are "idealism" and "relativism" and their ultimate impact on organizational and personal outcomes. The former studies stressed to find out the mechanism by which personality traits impact job outcomes (Ameer, 2017, Chang, Rosen, & Levy, 2009Raja, Johns &Ntalianis, 2004). This study also attempted to explain the conceptual mechanism that individual outcomes of the Big Five traits are determined through the ethical ideology of the respective personality trait. The study hypothesized and tested direct relationships as well as the mediation of ethical ideology between the Big Five personality traits and job outcomes such as OCB, Interpersonal conflict, and workplace deviance. The reason for the selection of all three outcomes is that these are the common behaviours associated with ethical conduct at the workplace. Both the ideologies (idealism and relativism) talk about ethics and following general moral H4: Openness to experience will be positively related to workplace deviance, interpersonal conflict, and negatively related OCB.

Neuroticism and Job Outcomes
A neurotic personality trait is associated with anxiety, hostility, and low self-esteem, poor coping to stress, hopelessness, and tense (Costa &Widiger, 1994). These people lost their temper frequently and get involve in humiliating behaviour. Neuroticism Personality traits heavily influenced by less emotional stability, therefore, they use harsh language and intimidate others while they perceive anything negative in them. Hence, they tend to involve more likely interpersonal deviance (Judge et al., 2002). As neurotic individuals lack this emotional stability and security, they are least likely to exhibit OCB (Barrick et al, 2005). Due to their lack of confidence and felt insecurity, neurotic individuals are reluctant to help others and go the extra mile for the organization. The people who score high on neuroticism are least likely to be engaged in social behaviours on the job such as organizational citizenship behaviour. The following hypothesis is proposed based on literature.
H5: Neuroticism will be positively related to interpersonal conflict, workplace deviance, and negatively related to OC.

Extraversion and Ethical Ideology
Individuals with high extraversion behaviour are considered to be friendly, lively in nature, and confident (Goldberg,1992). These individual prefer to work with other individuals (Zhang, 2002) Characteristics of such individuals usually include friendly behaviour (Berings, Fruyt&Bouwen, 2002), a positive attitude (Watson& Clark, 1997) and networking skills based on positive emotions (Costa &Widiger, 1994). Based on these characteristics, Forsyth (1992) explained that chance of extraverts to believe in idealistic ethical ideology is comparatively low. Based on these arguments the hypothesis proposed is given below; H6: Extraversion personality will be positively related to idealism.

Conscientiousness and Ethical Ideology
According to the characteristics of conscientious personality, individuals are capable, goal-oriented, effective, selfdisciplined, and principled (Costa &Widiger, 1994). Their need for social support is low and they hard-working (Costa & McCrae, 1992). Their ability to focus on their skills and capabilities help them in focusing on goals on their own instead of caring for others. The expectation to believe in relativism ethical ideology is higher for the individual those scores high on conscientiousness. So based on the above literature and arguments, the hypotheses proposed as given below.
H8: Agreeableness personality will be positively related to idealism.

Openness to Experience and Ethical Ideology
People having their unique stance regarding the ongoing situation and possess argumentative traits, develop their patterns and code of conduct while deciding their actions. These individuals usually first conceptualize situations, processes and decision consequences before developing their code of conduct. However, they usually don't negotiation on their work persuasion and well-known patterns. Based on these characteristics, these individuals may adopt an ethical perspective relate to their work patterns (Barrick& Mount, 1991;Cebeci, 2016). Based on the literature and discussion the hypothesis generated is as follows; H9: Openness to experience personality will be positively related to relativism.

Neuroticism and Ethical Ideology
Individuals high on neuroticism are more expected to hostility and anger (Watson& Clark, 1984). Due to this hostility and feeling of negative emotions and expression; it is expected that neurotic individuals will be more likely to believe in relativism then idealism. It is believed that high scoring individuals on neuroticism tend to be certain of on relativism more likely. Based on the above argument hypothesis proposed is as follows.
H10: Neuroticism personality will be positively related to relativism.

Ethical Ideology and Job Outcomes
Forsyth (1980) called for more empirical research to determine the predictive validity of ethical ideology with moral behaviour. In response to this call, Henle et al. (2005) investigated to examine the affiliation between ethical ideology and workplace deviance. The results of their study revealed a negative relationship between workplace deviance and idealism. Previous ethics research reported that idealistic individuals believe in the ethic of caring, which means harming other people is self-centered and morally wrong (Gilligan,1982). If we see the definition of workplace deviance it is defined as voluntary actions diverted towards violation of interpersonal and organizational norms (Robinson& Bennett,1995). By looking at this definition it may be easily predicted that violation of interpersonal norms may be to humiliate, insult others and it is harmful to individuals not matching with the idealistic perspective of avoiding harming others in all circumstances. So highly idealistic individuals are least likely to be engaged in interpersonal deviance.
Since interpersonal conflicts, at times, may be associated with unethical behaviours, individuals may handle conflicts by being engaged in unethical behaviours (Grover, 1997). According to Finn, Chonko, and Hunt (1988), managers in organizations can decrease the ethically conflicting practices by enhancing individuals' ethical ideologies. It is said that idealistic individuals' "optimistically assume that desired outcomes can be obtained by engaging in moral actions" (Henle et al., 2005, p. 220) and always seek to "produce positive consequences that benefit all involved" (Forsyth, 1992, p. 462). Additionally, idealistic individuals are considered as individuals with an ethic of caring (Gilligan, 1982). These characteristics help us to speculate that idealistic individuals may be inclined towards caring for others and hence may not likely be engaged in interpersonal conflict. Consequently, the following hypothesis is developed.
H11: Idealism will be positively related to OCB and negatively related to interpersonal conflict and workplace deviance.
Ethical ideology is referred to as the "extent to which people reject or accept global moral rules" (Forsyth, 1992). Idealism and relativism are the two main dimensions of ethical ideology (Forsyth, 1992). Idealistic ideology is related to the belief that in any circumstances welfare of the people may not be harmed and relativistic ideology is related to the belief that following universal ethical rules and regulations is dependent on the situation and maybe violated as per individual needs (Forsyth, 1992). According to Robinson and Bennett (1995), the workplace deviance is "voluntary actions that violate policies or organizational norms and threaten the well-being of the individuals of the organization". Individuals fluctuate in their choice to contribute to workplace deviance depending on their ethical ideology (Henle at el., 2005).
Relativist individuals vary from situation to situation in adopting ethical rules. Their attitude to switch from one ethical standard to the other based on existing and future situations. Therefore, their contradictory standards create conflicts with other individuals. People are indulged more in conflicts when they have dual ethical standards while treating others at the workplace. Relativist people may incline to harm others for their interest, therefore, harming a tendency plunges them into interpersonal conflict easily. Based on the aforementioned literature, I hypothesized that H12: Relativism will be positively related to workplace deviance and interpersonal conflict and negatively related to OCB.

Mediation of Ethical Ideology between Big Five and Employee Outcomes
Considering this important role of ethical ideologies in the determination of individual behaviour, every individual has some ethical ideology and having some type of personality trait simultaneously. There is a paucity of research in personality literature discussing the ethical ideology or ethical philosophy of the Big Five personality traits. Based on Forsyth's (1980Forsyth's ( , 1992, personal moral philosophy model, this study is going to propose logical relationships between the Big Five traits and their ethical ideologies. This study will try to theorize to which specific personality trait will have what type of ethical ideology amongst the two independent dimensions of Forsyth's (1980Forsyth's ( , 1992, model, which are "idealism" and "relativism". Previously the researchers aimed to analyze the way personality traits influence the job outcomes (Chang et al., 2009;Raja et al., 2004). Most of the research in the Big Five domain is concerned with determination, personality traits and impact on job outcomes. The reason behind pitching ethical ideology as a significant tool through which personality traits are linked to outcomes such as workplace deviance, OCB and interpersonal conflict is the suggestion by Henle et al (2005), in which they concluded that "ethical ideology may be an important mechanism through which organizations can determine which employee will engage in socially disproved The following" (p, 227). Following hypothesis is generated based on the above discussion; H13: Idealism mediates the relationship between extraversion and job outcomes such as workplace deviance, OCB and interpersonal conflict.
One the other hand conscientious personality traits are effective, capable, principled, goal-oriented and self-disciplined (Costa &Widiger, 1994;Tsai, & Tsai, 2017). According to the nature of this trait, these people are more attracted to relativist ethical ideology, which beliefs in following or not following ethical rules based on current situations and varies accordingly. As they are more goals oriented, they may decide to follow the international ethical standards or reject them based on their contribution towards the achievement of their goals. Thus, the outcomes of conscientiousness personality will be determined through relativistic ethical ideology such as OCB, workplace deviance and interpersonal conflict. Following hypothesis is generated based on the above discussion.
H14: Idealism mediates the relationship between conscientiousness and job outcomes such as workplace deviance, OCB and interpersonal conflict.
The third major trait in Big Five taxonomy is agreeableness which has the characteristics: trusting and frank, ingenuous, considerate and sympathetic (Costa, &Widiger, 1994). Individuals that are high on agreeableness will always avoid hurting others (Goldberg, 2000) and usually are friendly and unselfish towards other individuals (Ones et al., 2003). As per the nature of this personality trait, this trait is associated with idealism ideology which beliefs in not doing any act which may harm other's interests. All outcomes of agreeableness will be determined via idealism and this idealism ethical ideology is the reason why agreeable people are trusting, caring, and friendly and work for the welfare of others. Their outcomes such as workplace deviance, interpersonal conflict and OCB are determined through their idealistic ethical ideology. The following hypothesis is generated based on the above discussion.
H15: Idealism mediates the relationship between agreeableness and job outcomes such as workplace deviance, OCB, and interpersonal conflict.
The fourth important trait in the Big Five taxonomy is an openness to experience (Costa &Widiger, 1994). As per the nature of this trait, openness to experience is related to relativistic ethical ideology. Relativism ethical ideology believes on following or not following ethical rules and it varies according to the situation. As they are more creative and imaginative so they are non-confirming to routine matters, rules and regulations. Thus, the outcomes of this personality trait will be determined through relativistic ethical ideology such as OCB, workplace deviance and interpersonal conflict. Following hypothesis is generated based on the above discussion.
H16: Relativism mediates the relationship between openness to experience and job outcomes such as workplace deviance, OCB and interpersonal conflict.
The fifth important factor in the Big Five model of personality is neuroticism (Costa &Widiger, 1994). These are people with high confusion and face many crises such as negative sentiments, anxiety, depression and low self-esteem (Judge et al., 1993). As per the nature of this trait, neuroticism is related to relativistic ethical ideology. Relativism ethical ideology believes on following or not following ethical rules and it varies according to situations. As they are low in emotional stability, confused and have an attraction towards negative stimuli, they may believe in rejecting or accepting ethical norms as per their negative perception about environment and job. Thus, the outcomes of neurotic H17: Relativism mediates the relationship between neuroticism and job outcomes such as workplace deviance, OCB and interpersonal conflict.

Research Design & Study Context
The nature of the study is longitudinal field study and most of the studies conducted in such frames are adopting survey as their research and data collection techniques. So this study adopted a longitudinal field survey design. Considering the nature of the model under analysis such as personality and ethical ideology the survey seemed to be a suitable technique of assessment.

Sample and Data Collection
This study targeted the faculty and staff working in (private & public sector) higher education institutions of Pakistan and Thailand. Big Five personality traits, ethical ideology, OCB, workplace deviance and interpersonal conflict are the variables under investigation for this research. From 07 private and public higher education institutions of Pakistan and Thailand data was gathered. A total number of 406 full-time employees and faculty members were used to collect data via a self-administered questionnaire. Since the English language is the official language so the questionnaire was developed in the English language. Convenience and quota-based sampling techniques were applied. First, the population was distributed in the public and private sector than 250 participants were taken from each sector. Data were gathered on two different periods referred to as T1 and T2. On T1 the Big five personality traits were considered then after 3 months on T2 the remaining variable (relativism, idealism, ethical ideology and employee outcomes) were assessed.
Data analysis for descriptive, regression, and correlation techniques, was done using SPSS v 17 whereas conduct Confirmatory Factor Analysis (CFA) of study variables was done using AMOS v 16.

Measures Big Five-Personality Measure
The Big Five Inventory (BFI) scale of 44-item (John &Srivastava 1999) was used to measure the personality traits of respondents. For extraversion (E) and neuroticism (N), 8 items were used, 9 items for each agreeableness (A) and conscientiousness (C), and openness to experience (O) 10 items were used. Items were rated on 5 points Likert scale "1= strongly disagree to 5 = strongly agree". CFA was conducted for all five traits and results provided a good fit for each latent model. A good fit for a single factor model was observed in the results of factor analysis for Openness to experience (ᵪ 2 = 17.4, df= 7; CFI = 0.99, GFI = 0.99, IFI = 0.99, NFI = 0.98, and RMSEA = 0.06). The mean alpha reliability for openness to experience was (α =.70).

Ethical Ideology
Forsyth (1980) 20 item scale was used to measure ethical ideology. 10 items for each idealism and relativism were used. 9-point Likert scale "9 = completely agree and 1 = completely disagree" was used to measure responses. The mean alpha reliability for idealism was (α =.84) while for relativism the value was (α =.83). Williams and Anderson (1991) was adapted to measure OCB. Due to the nature of the study, only OCBI was measured. 5-point Likert scale "1 = never or seldom" to "5 = will always or almost always" was used to measure responses. The results of factor analysis revealed a good fit for a single factor model (ᵪ 2 =2.4, df=1; CFI=0.99, GFI = 0.99, IFI = 0.99, NFI = 0.99, and RMSEA = 0.06). The mean alpha reliability for OCB was (α=.83).

Control Variable
To analyze control variables one-way ANOVA statistics was used. Based on evaluation four demographic variables namely age (F = 5.29, p < 0.001), job nature (F = 8.31, p < 0.001), total experience (F = 4.18, p < 0.001), and income (F = 14.20, p < 0.001) significantly impacted idealism and relativism. So, these were considered as controlled variables for analyses. The results for remaining variables were not significant.

Correlation analysis
Reliability coefficients, mean and standard deviation results are presented in Table 1. While correlation values are presented in table 2. All zero-order bivariate correlations supported the predicted hypothesis in the preceding section.    Table 3 shows the Regression analysis for the study's independent variable i.e., Big Five personality types and job outcomes i.e. interpersonal conflict, workplace deviance and OCB. First, a regression analysis of personality types and job outcomes is discussed. Regression analysis revealed significant positive relationship between Extraversion personality type and OCB (ß = .42, p < .01,) with overall variance explained (R =.30) and the change in variance due to extraversion (∆ R² =.13, p < 0.05). This shows that 13% variance in OCB accounted for only due to the effect of extraversion personality traits. The regression results of conscientiousness personality type reflected a positive relationship with OCB (ß = .35, p < .05) with overall variance explained (R =.21) and the change in variance due to conscientiousness (∆ R² =.06, p < 0.05). The regression results of agreeableness personality type reflected a positive relationship with OCB (ß = .26, p < .05) with overall variance explained (R =.34) and the change in variance due to extraversion (∆ R² =.06, p < 0.05). While negative relationship was found between agreeableness and interpersonal conflict (ß = -.49, p < .001) with overall variance explained (R =.26) and the change in variance due to extraversion (∆ R² =.20, p < 0.001). This shows that a 20% variance in OCB accounted for only due to the effect of conscientiousness personality traits. Regression results showed a positive significant relationship between openness to experience personality and interpersonal conflict (ß = .24, p < .05) with overall variance explained (R²=.31) and the change in variance due to extraversion (∆R² =.04, p < 0.05). Regression results showed a positive significant relationship between neuroticism personality and interpersonal conflict (ß = .18, p < .05) with overall variance explained (R² =.69) and the change in variance due to neuroticism (∆ R² =.03, p < 0.05). Similarly, a positive significant relationship between neuroticism personality and workplace deviance (ß = .16, p < .05) with overall variance explained (R =.15) and the change in variance due to neuroticism (∆ R² =.03, p < 0.05).

Big Five Personality Traits and Ethical Ideology Dimensions
Regression results of Big Five personality traits and ethical ideology dimensions reveal that extraversion did not predict idealism and conscientiousness did not predict relativism ethical ideology dimension. So this study results did not confirm the study hypothesis 6,7.

Ethical Ideology Dimensions and Job Outcomes
The regression results of idealism ethical ideology dimension in table 5 reflected a positive relationship with OCB (ß = .41, p < .001) with overall variance explained (R =.23) and the change in variance due to idealism (∆ R² =.14, p < 0.01). The regression results of idealism ethical ideology dimension reflected a positive relationship with IPC (ß = .25, p < .05) with overall variance explained (R =.40) and the change in variance due to idealism (∆ R² =.06, p < 0.05). The regression results of relativism ethical ideology dimension reflected a positive relationship with IPC (ß = .23, p < .05) with overall variance explained (R =.34) and the change in variance due to relativism (∆ R² =.05, p < 0.05). Similarly, a positive relationship with workplace deviance (ß = .43, p < .001) with overall variance explained (R² =.47) and the change in variance due to relativism (∆ R² =.18, p < 0.001).

Mediation Analysis
As shown in table 6 the lower portion explains the mediation results comprehensively. Idealism's ethical ideology fully mediated the relationship between extraversion personality trait and interpersonal conflict to provide partial support for the study hypothesis 13. While for the other two outcomes this mediation was not proved due to not fulfilling (Baron and Kenny, 1986) criteria of testing mediation. It can be observed from results that the main effect of extraversion with Humanities & Social Sciences Reviews eISSN: 2395-6518, Vol 8, No 3, 2020, pp 1206-1219 https://doi.org/10.18510/hssr.2020.83123 interpersonal conflict was (ß = .38, p < .01) with overall variance explained (R =.48) and the change in variance due to extraversion (∆ R² =.11, p < 0.01). In mediation analysis after controlling for mediator this main effect decreased to (ß = .23, ns) with decreased overall variance up to (R =.38) and remained to change in variance accounted only (∆ R² =.03, ns) 3% due to extraversion.  It can be observed from results that the main effect of agreeableness with OCB was (ß = .26, p < .05) with overall variance explained (R =.34) and the change in variance due to agreeableness (∆ R² =.06, p < 0.05). In mediation analysis after controlling for the mediator (idealism) this main effect decreased to (ß = .006, ns) with decreased overall variance up to (R² =.26) and remained change in variance accounted only (∆ R² =.001, ns). 0% due to extraversion. While for the workplace deviance this mediation was not proved due to not fulfilling (Baron and Kenny, 1986) criteria of testing mediation. It can be observed from results that the main effect of agreeableness with interpersonal conflict was (ß = .49, p < .001) with overall variance explained (R =.24) and the change in variance due to extraversion (∆ R² =.20, p < 0.01).
In mediation analysis after controlling for mediator this main effect decreased to (ß = .34, p < 0.05) with decreased overall variance up to (R =.30) and remained change in variance accounted only (∆ R² =.07, p < 0.05). 7% due to agreeableness.
It can be observed from results that the main effect of openness to experience with interpersonal conflict was (ß = .24, p < .05) with overall variance explained (R =.31) and the change in variance due to extraversion (∆ R² =.04, p < 0.05). In mediation analysis after controlling for the mediator (relativism) this main effect decreased to (ß = .15, ns) with decreased overall variance up to (R =.64) and remained change in variance accounted only (∆ R² =.01, ns). 1 % due to openness to experience.
It can be observed from results that the main effect of neuroticism with interpersonal conflict was (ß = .18, p < .05) with overall variance explained (R =.69) and the change in variance due to neuroticism (∆ R² =.04, p < 0.05). In mediation analysis after controlling for the mediator (relativism) this main effect decreased to (ß = -.10, ns) with decreased overall variance up to (R² =.05) and remained change in variance accounted only (∆ R² =.01, ns). 1 % due to neuroticism. It can be observed from results that the main effect of neuroticism with workplace deviance was (ß = .16, p < .01) with overall variance explained (R =.15) and the change in variance due to neuroticism (∆ R² =.02, p < 0.01). In mediation analysis after controlling for the mediator (relativism) this main effect decreased (ß = -.02, ns) with decreased overall variance up to (R =.34) and remained change in variance accounted only (∆R²=.00, ns).0% due to neuroticism.

Contribution to Theory and Future Research Directions
This research has filled the gap in personality and ethical ideology literature (

Contribution to Practice
Managers in the field are comfortably using the Big Five personality trait to predict the performance at the time of selection and placement decisions. This study finding confirmed that Big Five personality dimensions were significantly related to study outcomes. In this scenario, if the managers wish to encourage extra-role behaviours at workplace extraversion, conscientiousness and agreeableness significantly predicted OCB in this study. Managers may use these findings in selection and placement decisions.
The findings of this study may be used in diverse academic and field setting to help the managers, practitioners, and employees in clearly understanding the mechanism through which individual and group outcomes are determined by each personality type. How ethical ideology of each individual plays a role in determining the positive and negative behaviours exhibited at the workplace.

CONCLUSION
The growth of personality research in the last four decades has provided scholars and practitioners with a comprehensive view of the workplace that how personality is an important factor in the workplace. The role of ethics in the workplace can never be ignored but how ethical decision making becomes instrumental to predict behaviours determined by personality types was the area that received little attention in both personality and ethics literature. This study attempted to bridge this gap by theorizing and testing a comprehensive framework using the constructs from both fields. This research advanced the literature on ethical ideology and Big Five personality traits by incorporating the theories from both domains of research. This study investigated several new relationships to contribute to the literature which may be used in the future to further advance the field. Not only new conceptualizations are theorized but study results provided good support for those conceptualizations. In organizational behaviour research, this comprehensive framework contributed to enhanced levels of integration between organizational environment and personal characteristics and attributes.
This result provided the room to test ethics position theory on the data from a collectivist cultural context. Using a longitudinal study design to determine the causality of predicted relationships made this research an important contribution to the body of knowledge. Not only this research responded to the previous calls for investigations but it also advanced the literature on certain aspects of research and practice. This study also provided a basis for future research and opened a new horizon of research for the scholars in the field. Overall based on the rigorous procedure and methodology as well as reliability and validity of the finding it can be concluded that this is a significant piece of research contribution to the literature, theory and practice.

LIMITATION AND STUDY FORWARD
Some of the limitations are present in this study which must be addressed by future researchers. This study took place in Pakistan and Thailand. Future studies may replicate in a different context or different sample to further validate the findings of this research regarding these insignificant relationships. This study did not find support for some of the proposed relationships; a future study is recommended for an in-depth analysis of ethical ideology linkages with OCB to determine whether individuals with both ethical ideologies dimensions' exhibit OCB or only one of them is a significant predictor of OCB. Future research investigating the role of possible moderators as a buffering mechanism can be a good contribution to theory and practice.