Abrahams Loes, Vergauwe Jasmine, De Fruyt Filip
Department of Developmental, Personality, and Social Psychology, Ghent University.
J Appl Psychol. 2023 Nov;108(11):1834-1855. doi: 10.1037/apl0001101. Epub 2023 Jun 12.
Only recently, the question whether is a blessing or a curse for job performance has reached the agendas of industrial and organizational (I-O) psychology researchers. Yet, this limited stream of research resulted in inconsistent findings, and only little understanding exists about the role of rater source and mean-level personality in this relationship. Broadly following socioanalytic theory, the present study examined the extent to which self- and other-rated within-person personality variability predicts self- and other-rated job performance, and whether this is moderated by mean-level personality. Within-person personality variability indices and job performance evaluations were obtained from an experience sampling study including = 166 teachers, = 95 supervisors, and = 69 classes (including 1,354 students). Results showed that-above and beyond the effects of mean-level personality-self-rated within-person variability was positively associated with self-rated job performance, while other-rated within-person variability was negatively associated with other-ratings of performance. Many interactions with mean-level personality were found, mainly demonstrating effects of variability for those with a less adaptive personality profile (cf. variability as a "curse"), while showing effects of variability for those with a more adaptive trait profile (cf. variability as a "blessing"). Importantly, however, additional analyses provided little evidence for associations across type of rater source. These findings contribute to the field of I-O psychology by highlighting that perceptions of within-person personality may impact performance evaluations beyond personality , although its desirability seems to depend on individuals' personality trait level. Implications and limitations are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).
直到最近，[具体内容]对工作绩效是福是祸的问题才进入工业与组织（I-O）心理学研究人员的议程。然而，这一有限的研究方向得出的结果并不一致，对于评估者来源和平均水平人格在这种关系中的作用，人们了解甚少。本研究大致遵循社会分析理论，考察了个体内部自我评定和他人评定的人格变异性在多大程度上预测自我评定和他人评定的工作绩效，以及这是否受到平均水平人格的调节。个体内部人格变异性指数和工作绩效评估来自一项经验抽样研究，该研究包括166名教师、95名主管和69个班级（包括1354名学生）。结果表明，除了平均水平人格的影响之外，自我评定的个体内部变异性与自我评定的工作绩效呈正相关，而他人评定的个体内部变异性与他人评定的绩效呈负相关。研究发现了许多与平均水平人格的相互作用，主要表明对于那些人格适应性较差的人来说，变异性有负面影响（可将变异性视为“祸”），而对于那些人格特质适应性较强的人来说，变异性有正面影响（可将变异性视为“福”）。然而，重要的是，进一步的分析几乎没有提供证据表明评估者来源类型之间存在关联。这些发现通过强调个体内部人格变异性的认知可能会影响超出人格本身的绩效评估，为I-O心理学领域做出了贡献，尽管其可取性似乎取决于个体的人格特质水平。文章还讨论了研究的意义和局限性。（PsycInfo数据库记录（c）2023美国心理学会，保留所有权利）
