Department of Management, Pamplin College of Business, Virginia Tech.
Organizational Behavior, Scheller College of Business, Georgia Institute of Technology.
J Appl Psychol. 2016 Apr;101(4):498-519. doi: 10.1037/apl0000068. Epub 2015 Nov 23.
Psychological individual differences, such as personality, affectivity, and general mental ability, have been shown to predict numerous work-related behaviors. Although there is substantial research demonstrating relationships between psychological individual differences and withdrawal behaviors (i.e., lateness, absenteeism, and turnover), there is no integrative framework providing scholars and practitioners a guide for conceptualizing how, why, and under what circumstances we observe such relationships. In this integrative conceptual review we: (a) utilize the Cognitive-Affective Processing System framework (Mischel & Shoda, 1995) to provide an overarching theoretical basis for how psychological individual differences affect withdrawal behaviors; (b) create a theoretical model of the situated person that summarizes the existing empirical literature examining the effect of psychological differences on withdrawal behavior; and (c) identify future research opportunities based on our review and integrative framework.
心理个体差异，如人格、情感和一般智力，已被证明可以预测许多与工作相关的行为。尽管有大量研究表明心理个体差异与离职行为（即迟到、缺勤和离职）之间存在关系，但没有一个综合框架为学者和从业者提供指导，说明我们如何、为什么以及在什么情况下观察到这种关系。在本综合概念性回顾中，我们：(a)利用认知-情感加工系统框架（Mischel & Shoda，1995）为心理个体差异如何影响离职行为提供一个总体理论基础；(b)创建一个情境人的理论模型，总结了现有的关于心理差异对离职行为影响的实证文献；(c)根据我们的综述和综合框架确定未来的研究机会。
