Lim Beng-Chong, Ployhart Robert E
University of Maryland, USA.
J Appl Psychol. 2004 Aug;89(4):610-21. doi: 10.1037/0021-9010.89.4.610.
This study examined the 5-factor model of personality, transformational leadership, and team performance under conditions similar to typical and maximum performance contexts. Data were collected from 39 combat teams from an Asian military sample (N = 276). Results found that neuroticism and agreeableness were negatively related to transformational leadership ratings. Team performance ratings correlated at only.18 across the typical and maximum contexts. Furthermore, transformational leadership related more strongly to team performance in the maximum rather than the typical context. Finally, transformational leadership fully mediated the relationship between leader personality and team performance in the maximum context but only partially mediated the relationship between leader personality and team performance in the typical context. The Discussion section focuses on how these findings, although interesting, need to be replicated with different designs, contexts, and measures.
本研究在类似于典型和最佳绩效情境的条件下，考察了人格五因素模型、变革型领导与团队绩效。数据收集自一个亚洲军事样本中的39个作战团队（N = 276）。结果发现，神经质和宜人性与变革型领导评级呈负相关。在典型和最佳情境下，团队绩效评级的相关性仅为0.18。此外，在最佳情境而非典型情境中，变革型领导与团队绩效的相关性更强。最后，在最佳情境中，变革型领导完全中介了领导者人格与团队绩效之间的关系，但在典型情境中，仅部分中介了领导者人格与团队绩效之间的关系。讨论部分着重指出，尽管这些发现很有趣，但需要通过不同的设计、情境和测量方法进行重复验证。
