工作与组织情境中的人格研究:回顾与展望  

Personality Research On Organization Behavior:Problems and Future Research Directions

作　　者：张兴贵[1] 熊懿[1] 

机构地区：[1]广东外语外贸大学国际工商管理学院及广东外语外贸大学粤商研究中心,广州510420

出　　处：《心理科学》2012年第2期424-429,共6页Journal of Psychological Science

基　　金：广东省自然科学基金(10151042001000007);广东省哲学社会科学规划(GD10CGL16);广东外语外贸大学科研创新团队以及广东外语外贸大学粤商研究中心(2011JD-05)的资助

摘　　要：文章旨在系统回顾人格研究对组织行为的贡献及其局限。首先从个体、群体以及组织三个层次的九个领域回顾了人格特质的研究及其与组织行为的关系;然后就人格测验在组织应用中存在的效度问题、被试的作假问题和人格与工作行为线性模型假设的适当性展开了讨论。为了更好的提高人格测验的效度,人格研究在内容上需要拓展人格特质的范畴,超越"大五";要开展人格的类型理论在组织中的应用研究;关注人格特质的负面作用。在方法上要超越自陈测量、结合使用评价中心、投射测验和日常生活的数据;要结合组织情境开展动态研究和本土化研究。The article was to review the contribution and limitation of personality research in terms of organizational behavior. First, we reviewed the research on the relationship between personality traits and work behavior, embracing individual behavior, group behavior and organizational behavior and pointed out their implications when applied to real organizations. Generally speaking, among the Big Five personality, sense of responsibility can be a positive predictors both for work motivation, job satisfaction, job performance, employee well-being, career interests and pressure, to enhance career success. Neuroticism has a negative impact on job satisfaction, job performance, employee well-being, motivation and stress response, to hinder career success. The relationship between extraversion, agree- ableness and vocational interests and job performance limited specific occupations or performance indicators. It shows that the relationship depends on the match between personality and job; when personality fits job requirements, it can perform well enough to obtain high satisfaction and high performance. Then the article discussed three problems about the application of personality research in organizations , i.e. the appropriateness of linear models assumes between personality traits and the indicators of job outcome, the small validities and the subject＇s faking in tests. Future research should focus on broader traits beyond the ＂big five＂, pay more attention to the type theory of personality. People should pay attention to both the positive effect and the negative effect which personality traits exercise on organizational behavior, to their applicability, especially on the basis of indigenous research. They should go beyond self-report measures, combine their research with assessment centers, projective tests and daily data and conduct personality processes research in a dynamic organizational setting, in particular, with more focus on personality research based on Chinese culture.

关 键 词：人格特质 人格研究 大五人格 核心自我评价 组织行为 

分 类 号：B848[哲学宗教—心理学]