Towson University, 8000 York Road, Department of Psychology, Towson, MD 21252, United States.
J Safety Res. 2020 Dec;75:275-283. doi: 10.1016/j.jsr.2020.09.008. Epub 2020 Oct 8.
Though previous research has linked personality and workplace safety, results have been inconsistent. Aims of the present study were to understand when and how personality factors predict safety performance.
With 492 working adults, a moderated mediation model was tested whereby the relationship between personality and safety behavior was mediated by safety motivation and moderated by situation strength (i.e., safety climate perceptions).
Findings indicate that, aside from extraversion, safety motivation mediated all relationships between FFM personality traits and safety behavior. The mediated relationship between conscientiousness and safety motivation was attenuated by safety climate perceptions. However, relationships between all other personality traits and safety motivation, and ultimately safety behavior, remained consistent or, in the case of extraversion, was augmented at higher levels of safety climate perceptions.
Results demonstrate an empirical basis for how and when personality translates into safety behavior at work. Additionally, findings provide a theoretical explanation for the mixed results among previous studies of personality's relationship with safety outcomes. Implications are discussed for employee selection and training practices in safety-intensive industries.
尽管先前的研究将人格与工作场所安全联系起来，但结果并不一致。本研究旨在了解人格因素何时以及如何预测安全绩效。
本研究采用 492 名成年工作者，检验了一个调节中介模型，即人格与安全行为之间的关系通过安全动机进行中介，由情境强度（即安全氛围感知）进行调节。
研究结果表明，除了外向性之外，安全动机中介了 FFM 人格特质与安全行为之间的所有关系。安全氛围感知减弱了责任心与安全动机之间的中介关系。然而，其他所有人格特质与安全动机之间的关系，以及最终与安全行为之间的关系，在安全氛围感知较高的情况下仍然保持一致，或者在外向性的情况下得到加强。
研究结果为人格如何以及何时转化为工作中的安全行为提供了实证基础。此外，研究结果为先前人格与安全结果关系研究中的混合结果提供了理论解释。这些发现对安全密集型行业的员工选拔和培训实践具有启示意义。
