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大五人格对关联绩效的影响-工作价值观与动机的中介作用
其他题名Work Value and Motivation Mediate the Influence of Personality on Contextual Performance
王志静
学位类型同等学力硕士
2014-07
学位授予单位中国科学院研究生院
学位授予地点北京
学位专业心理学
关键词人格特质 大五 工作价值观 动机 关联绩效
摘要“人格预测绩效”的话题尽管学术界争论不休,但管理界对此却津津乐道。国内外知名企业已经普遍地引进了各种人格测试问卷用于员工发展、团队建设、高潜力人才管理等人力资源管理领域。人格特质测量已经在管理界深入人心(Barrick & Mount, 2005)。因此,对“如何使人格测量更有效地预测工作中的行为”这一课题深入研究对于企业的人力资源管理具有重要意义。 大五有效地预测关联绩效,但各子维度之间预测结果却不同,这暗示着它们的预测关系存在着中介变量与调节变量(Barrick, Stewart, & Piotrowski, 2002)。然而,人格特质与工作绩效之间变量的实证研究至今非常有限。 本文从整合性人格结构的新视角出发,探讨人格动力变量(工作价值观与动机)在大五人格特质对关联绩效影响关系的中介作用。 研究通过问卷调查方式针对不同行业与地区的291名外资企业在华知识型员工进行了调查分析。结果发现:1)尽责性和宜人性显著预测关联绩效及其各维度。2)能力与成长的工作价值观部分中介大五人格和关联绩效;地位与独立的工作价值观(间接通过内部动机)中介开放性、尽责性与关联绩效;3)内部动机部分中介能力与成长、地位与独立的工作价值观与关联绩效。研究结果提示,企业管理者通过识别与引导员工的工作价值观与动机可以激励不同人格特质的员工创造出高绩效。 本文最后结合实证研究结果,对当代企业的人才测评、人才发展、绩效管理等领域进行了讨论并提出管理建议。 
其他摘要The topic of “Personality Predicts Performance” is constantly debated in the academic field, but it has been readily cherished in management practice. Almost every famous international and domestic enterprise has generally introduced personality tests in the HR activities like employee development, team building, and high protential talent management, etc. The influence of personality has been widely accepted by managers (Barrick & Mount, 2005). Therefore, in order to provide more academic advice to managers, it is necessary for scholars to carry out further in-depth studies on topic of “How to make personality test more effectively predict work behaviors. “ Big Five effectively predicts contextual performance, but the instabilities in predicting results imply that there are both mediating and moderating variables that must be accounted for to adequately explain the effects of personality on human behavior (Barrick, Stewart, & Piotrowski, 2002). However,very little research has examined the mechanisms through which personality traits affect performance. From a new perspective of integrated personality framework, this study test the mediating effects of personality dynamics variables (work values and motivation) on the relationship between personality traits and contextual performance in 291 employees of foreign enterprises in different cities of China by questionnaires. The result showed that 1) .conscientiousness and agreeableness significantly predict contextual performance and its dimensions; 2) Competence and growth value part mediated Big Five traits and contextual performance; Status and independent work values (indirectly through the intrinsic motivation) mediated openness, conscientiousness and contextual performance. 3) Intrinsic motivation part mediated comptence and growth, status and independent work values and the contextual performance. The importance of the result show that the managers can through identifying and guiding staff's work values and motivation to stimulate different traits of the employees’ to create a better performance. Finally, combined the empirical research results, suggestions of talent measurement, talent development and performance management discussed. 
学科领域应用心理学
语种中文
文献类型学位论文
条目标识符http://ir.psych.ac.cn/handle/311026/20616
专题社会与工程心理学研究室
作者单位中国科学院心理研究所
推荐引用方式
GB/T 7714
王志静. 大五人格对关联绩效的影响-工作价值观与动机的中介作用[D]. 北京. 中国科学院研究生院,2014.
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