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This study aims to provide a foundation for the performance-focused micro-entrepreneurship development program; hence, this study is designed to investigate the effect of selected entrepreneurial competencies on micro-enterprise income and assets in Malaysia.

This study adopts the cross-sectional design, and the quantitative data was collected from 300 randomly selected micro-entrepreneurs from the list of participants of several micro-enterprise development programs offered in Peninsular Malaysia.

Findings revealed that micro-entrepreneur’s commitment competency and opportunity recognition competency have a significant positive effect on micro-enterprise income, whereas only opportunity recognition competency has a significant positive effect on the net worth of micro-enterprise assets.

This study examined the effect of key elements of entrepreneurial competencies on micro-enterprise income and asset, which provides the foundation for a performance-focused micro-entrepreneurship development program designed to enhance the performance of micro-enterprises in Malaysia.

The purpose of this paper is to investigate the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan.

Quantitative methodology was adopted to measure the impact of personality on organizational commitment. A structured questionnaire was e-mailed to the faculty members of the social science department of higher education institutes. SmartPLS software was used to run the structural equation modeling technique.

The findings showed that extroversion, agreeableness, and conscientiousness are positively linked to affective commitment (AC), and neuroticism and openness has negative association with AC. Furthermore, extroversion and agreeableness were found to be negatively linked to continuance commitment. A negative link between neuroticism and continuance commitment while no relationship between conscientiousness, openness, and continuance commitment was found.

Results have several implications for the personality and commitment literature. First, study provided comprehensive empirical evidence regarding the dispositional basis of organizational commitment notably; the authors found that the Big Five personality traits as a whole are significantly associated with organizational commitment. Second, the current findings underscore the role of agreeableness in shaping organizational commitment. Agreeableness was the strongest predictor of both AC and continuance commitment. Agreeableness may be especially relevant for predicting employee outcomes that are reliant on strong interpersonal or social exchange relationships. As such outcomes are becoming more and more critical in employee, group, and organizational effectiveness.

In general, findings show that Big Five traits play an important role in understanding employee commitment to the organization. Consistent with previous studies on personality traits in the workplace, practitioners will benefit from considering all of the Big Five traits in their selection systems.