Previous work has largely ignored the significance of manager personality in this context. However, a strong possibility exists that the factor is highly influential in determining PC’s content and whether or not the obligations are fulfilled. The importance of manager’s personality is assumed to increase as a contract becomes more relational. The so-called Big Five personality dimensions are regarded as potentially most influential. Managers are more prone to affect PCs when they demonstrate: Agreeableness: Individuals who rate highly in this characteristic care for others and are enthusiastic about helping them. Interaction comes naturally too, so it is normal for strong personal associations to develop. Agreeable managers better understand individual employee needs and will usually strive to meet them. As relationships are highly valued, it is perhaps reasonable to infer that such managers will be determined to ensure that PC promises are upheld. Conscientiousness: Reliability and sound organizations are among the manifestations of this personality dimension. Sound planning, organization and execution of tasks are further signs of its existence. Managers who are conscientious are more prone to achieve goals at work and adopt a firm emphasis in the longer term. Evidence additionally suggests a propensity toward relational PCs and a steely determination to fulfill them. Extraversion: People strong in this trait are typically friendly and sociable. An eagerness to please others is also a feature, implying manager’s willingness to offer favorable PC terms to their subordinates. Being outgoing also enables them to gain early insight into any problems that might prevent obligations being met. That they are disposed to satisfy employees should guarantee firm efforts on their part to prevent any breach of PC terms. However, one danger is that their optimistic outlook and trust in others might impair their ability to recognize when a violation is possible.