Villaume Karin, Hasson Dan
a Medical Management Centre, Department Learning Informatics Management and Ethics , Karolinska Institutet , Stockholm , Sweden.
b Stress Clinic (Stiftelsen Stressmottagningen) , Stockholm , Sweden.
Int J Occup Environ Health. 2017 Jan;23(1):25-39. doi: 10.1080/10773525.2017.1386385. Epub 2017 Oct 16.
Little is known about personality in relation to assessments of the psychosocial work environment and leadership. Therefore the objective of this study is to explore possible associations and differences in mean values between employee health-relevant personality traits and assessments of the psychosocial work environment and leadership behaviors.
754 survey responses from ten organizations were selected from a large-scale intervention study. The Health-relevant Personality 5 inventory was used to assess personality. Five dimensions of the psychosocial work environment were assessed with 38 items from the QPS and 6 items from the Developmental Leadership Questionnaire were used to assess leadership behavior.
Positive correlations were found between Hedonic capacity (facet of Extraversion) and perceptions of the psychosocial work environment and leadership behavior. Negative correlations were found for Negative affectivity (facet of Neuroticism), Antagonism (facet of Agreeableness), Impulsivity (facet of Conscientiousness) and Alexithymia (facet of Openness). There were also significant differences in mean values of all work environment indicators between levels of health-relevant personality traits. Those with higher levels of hedonic capacity had higher (better) perceptions compared to those with lower levels. Those with higher levels of negative affectivity had lower (worse) perceptions compared to those with lower levels.
The findings show a clear association between employee health-relevant personality traits and assessments of the psychosocial work environment and leadership behavior. Personality can be important to take into consideration for leaders when interpreting survey results and when designing organizational interventions.
关于人格与心理社会工作环境及领导力评估之间的关系，我们所知甚少。因此，本研究的目的是探讨员工与健康相关的人格特质与心理社会工作环境及领导行为评估之间可能存在的关联以及均值差异。
从一项大规模干预研究中选取了来自十个组织的754份调查回复。使用与健康相关的人格五维度量表来评估人格。心理社会工作环境的五个维度通过工作心理状态量表（QPS）中的38个项目进行评估，并用发展型领导问卷中的6个项目来评估领导行为。
享乐能力（外向性的一个方面）与心理社会工作环境及领导行为的认知之间存在正相关。消极情感性（神经质的一个方面）、敌对性（宜人性的一个方面）、冲动性（尽责性的一个方面）和述情障碍（开放性的一个方面）之间存在负相关。与健康相关的人格特质水平不同，所有工作环境指标的均值也存在显著差异。享乐能力水平较高的人比水平较低的人有更高（更好）的认知。消极情感性水平较高的人比水平较低的人有更低（更差）的认知。
研究结果表明员工与健康相关的人格特质与心理社会工作环境及领导行为评估之间存在明显关联。在解释调查结果和设计组织干预措施时，领导者考虑人格因素可能很重要。
