TUI University, 5665 Plaza Drive, Cypress, CA 90630, USA.
J Appl Psychol. 2011 Jan;96(1):113-33. doi: 10.1037/a0021016.
The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Conscientiousness and Emotional Stability, and job performance dimensions, including task performance, organizational citizenship behavior, and counterproductive work behaviors. We also hypothesized and found that job complexity moderated the curvilinear personality–performance relationships such that the inflection points after which the relationships disappear were lower for low-complexity jobs than they were for high-complexity jobs. This finding suggests that high levels of the two personality traits examined are more beneficial for performance in high- than low-complexity jobs. We conclude by discussing the implications of these findings for the use of personality in personnel selection.
人格特质与绩效之间的关系通常被认为是线性的。这种假设在概念和经验上都受到了挑战，但迄今为止的结果尚无定论。在当前的研究中，我们采用了一种理论驱动的方法来系统地解决这个问题。基于两个不同样本的结果基本支持了我们对人格特质（包括尽责性和情绪稳定性）与工作绩效维度（包括任务绩效、组织公民行为和反生产工作行为）之间的曲线关系的预期。我们还假设并发现工作复杂性调节了人格与绩效之间的曲线关系，以至于关系消失的拐点在低复杂性工作中低于高复杂性工作。这一发现表明，在高复杂性工作中，这两个人格特质的高水平对绩效更为有益。最后，我们讨论了这些发现对人员选拔中使用人格的意义。
