This study aims to assess the extent and variations of employee duty orientation in a transition economy context, i.e., in Kazakhstan. Adopting ideas from the attitudinal theory, normative theory and exchange theory perspectives, the study further investigates relationships between personality traits and duty orientation as well as moderating role of leadership styles and corporate culture on personality-duty orientation relationship. Data were collected from employees of 284 organizations in three main big cities of Kazakhstan. The findings revealed higher level of employee duty orientation as well as variations in employees’ duty orientation between local and multinational corporations. It also identified the influence of individual personality traits, leadership styles and organizational culture on employees’ level of duty orientation. Among different personality traits, conscientiousness appeared to have the highest significant positive influence, and emotionality has highest significant negative influence on duty orientation. Among different leadership styles, autocratic leadership seems to have the most significant influence on duty orientation. Among types of organizational culture, adhocracy culture appears to have most significant positive influence on duty orientation. While individual-level factors are mostly blamed for employees’ duty orientation, the findings show influence of contextual factors such as leadership styles and corporate culture on employee duty orientation. It depicts a holistic view of employee duty orientation and opens new avenues to consider duty orientation from multi-level perspectives. Based on empirical evidence, the study provides recommendations for managers to nurture employee duty orientation for improved organizational performance.

中文翻译：

---

员工职责取向的变化：个性，领导风格和企业文化的影响

本研究旨在评估在转轨经济背景下（即在哈萨克斯坦）员工责任取向的程度和变化。本研究从态度理论，规范理论和交换理论的角度出发，进一步研究了人格特质与职责取向之间的关系，以及调节领导风格和企业文化在人格-职责取向关系中的作用。数据来自哈萨克斯坦三个主要大城市的284个组织的员工。调查结果显示，员工职责取向的水平更高，本地和跨国公司之间员工职责取向的差异也很大。它还确定了个人人格特质，领导风格和组织文化对员工职责取向水平的影响。在不同的人格特质中，尽责程度似乎对责任取向的影响最大，而情绪对责任取向的影响最大。在不同的领导风格中，专制领导似乎对职责取向的影响最大。在组织文化的各种类型中，专制文化似乎对职务取向具有最重要的积极影响。员工责任取向主要归咎于个人因素，但调查结果显示诸如领导风格和企业文化等背景因素对员工责任取向的影响。它描绘了员工职责取向的整体视图，并开辟了从多层次角度考虑职责取向的新途径。根据经验证据，