ISSN 0439-755X
CN 11-1911/B
主办:中国心理学会
   中国科学院心理研究所
出版:科学出版社

心理学报 ›› 2013, Vol. 45 ›› Issue (10): 1163-1178.doi: 10.3724/SP.J.1041.2013.01163

• 论文 • 上一篇    下一篇

公交行业一线员工人格特质对工作绩效影响的实证分析

姚若松;陈怀锦;苗群鹰   

  1. (1广州大学教育学院, 广州 510006) (2广东省水电医院, 广州 511340) (3广州大学外国语学院, 广州 510006)
  • 收稿日期:2012-07-25 出版日期:2013-10-25 发布日期:2013-10-25
  • 通讯作者: 姚若松
  • 基金资助:

    广东省哲学社会科学“十一五”规划项目(GD10CGL08)资助。

An Empirical Analysis of Influences of Personality Traits on Job Performance for Frontline Staff in Public Transportation Industry: With Work Attitude Acting as a Moderator

YAO Ruosong;CHEN Huaijin;MIAO Qunying   

  1. (1 Department of Education, Guangzhou University, Guangzhou 510006, China) (2 Guangdong Hydropower Hospital, Guangzhou, 511340, China) (3 School of Foreign Studies, Guangzhou University, Guangzhou 510006, China)
  • Received:2012-07-25 Online:2013-10-25 Published:2013-10-25
  • Contact: YAO Ruosong

摘要: 通过问卷调查法, 探讨在工作态度调节下大五人格特质与工作绩效的关联。对1277名公交行业一线员工的研究结果表明:(1)人格特质与工作绩效有显著的相关, 工作态度在这一关系中起到调节作用。在高工作态度中, 人格特质与任务绩效联系较为紧密, 工作绩效的良好预测指标是尽责性和外向性; 在低工作态度中, 人格特质与关系绩效联系较为紧密, 工作绩效的良好预测指标是宜人性和外向性。(2)在高工作态度的环境中, 人们更看重工作的完成; 在低工作态度的环境中, 人们更看重关系的协调。工作态度调节着人格特质对工作绩效的影响。

关键词: 大五人格特质, 工作绩效, 工作态度, 任务绩效, 关系绩效

Abstract: Over the past century, researchers and practitioners adopted a variety of personality tests in personnel selection, expecting that personality tests could accurately select employees with high-quality and high-performance. In order to verify the validity of personality tests used in personnel selection, the research hotspots focused on the relationship between personality traits and job performance. Due to the lack of a unified universal model of personality traits, personality traits did not predict job performance significantly in previous studies. With general acceptance of Big Five Personality theory, Big Five Personality was widely used in personnel evaluation and personnel selection, which consequently promoted researches to explore the relationship between personality traits and job performance. Numerous studies demonstrated that personality traits under the theoretical framework of Big Five Personality could predict job performance, meanwhile researchers proposed that perhaps there might be some kind of moderator in the impacts of personality traits on job performance. By questionnaire, this research studied correlations between Big Five Personality and job performance under the influences of work attitude. In previous studies, self-report questionnaire was applied in the assessment of job performance more frequently. With a variety of objective job performance data of frontline production staff working as the criterion, this research probed into the impacts of personality traits on job performance, assuming that work attitude was the moderator. The results of surveying 1,277 frontline staff members in public transportation illustrate that personality traits are significantly related to job performance, with work attitude acting as a moderator in this relationship. Among frontline staff members in public transportation, conscientiousness is a good predictor of task performance, while extraversion predicts contextual performance well. As a consequence, priority should be given to the candidates with high conscientiousness and low extraversion. Candidates with high neurotic tendencies should be avoided. With high work attitude, personality traits have closer contacts with task performance, Conscientiousness and extraversion are good predictors of job performance; While with low work attitude, personality traits are more closely related to contextual performance, agreeableness and openness predict job performance well. The completion of work is emphasized in the high-attitude environment, while coordination of relations is more valued in the low-attitude environment. Work attitude as a moderator affects the requirements of job performance of personality traits.

Key words: Big Five personality, job performance, work attitude, task performance, contextual performance