Törnroos Maria, Elovainio Marko, Hintsa Taina, Hintsanen Mirka, Pulkki-Råback Laura, Jokela Markus, Lehtimäki Terho, Raitakari Olli T, Keltikangas-Järvinen Liisa
Department of Management and Organization, Hanken School of Economics, Helsinki, Finland.
Department of Psychology and Logopedics, Faculty of Medicine, University of Helsinki, Helsinki, Finland.
Int J Psychol. 2019 Jun;54(3):414-422. doi: 10.1002/ijop.12472. Epub 2018 Jan 4.
This study examined the association between five-factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35-50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five-Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace.
本研究考察了五因素模型人格特质与组织公正感之间的关联。该研究的样本包括2007年和2012年研究的903名参与者（年龄在35至50岁之间；523名女性）。所使用的测量工具包括神经质、外向性、开放性、五因素问卷以及简短的组织公正测量工具。结果表明，高神经质与低分配公正、程序公正和互动公正相关。此外，高宜人性与高程序公正和互动公正相关，高开放性与高分配公正相关。本研究表明，神经质、宜人性和开放性与组织公正感有关，在工作场所的研究和实践中应考虑人格因素。
