Ilies Remus, Judge Timothy A
Department of Management, University of Florida, USA.
J Appl Psychol. 2003 Aug;88(4):750-9. doi: 10.1037/0021-9010.88.4.750.
In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks--the five-factor model and positive affectivity-negative affectivity (PA-NA)--and behavioral-genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed the proportion of genetic variance in job satisfaction that is explained by these trait frameworks. Results indicate that the affectivity model is a stronger mediator of genetic effects on job satisfaction than the five-factor model. PA and NA mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates approximately 24% of these genetic effects.
在本文中，作者研究了反映人格和情感方面个体差异的特质在多大程度上解释或介导了基因对工作满意度的影响。根据两种特质框架——五因素模型和积极情感-消极情感（PA-NA）——对工作满意度的特质来源进行估计，并对工作满意度和特质因素的遗传力进行行为遗传学估计，作者计算了这些特质框架所解释的工作满意度遗传方差的比例。结果表明，情感模型比五因素模型更能介导基因对工作满意度的影响。积极情感和消极情感介导了约45%的基因对工作满意度的影响，而五因素模型介导了这些基因影响的约24%。
