Fukuzaki Toshiki, Iwata Noboru
Department of Clinical Psychology, Graduate School of Medical Sciences, Tottori University, Yonago 683-8503, Japan.
Psychosocial Epidemiology, Graduate School of Nursing, Dokkyo Medical University, Mibu 321-0293, Japan.
Behav Sci (Basel). 2024 Oct 12;14(10):936. doi: 10.3390/bs14100936.
When organizations or managers utilize personality assessments for their workers, it is crucial to consider not only personality profiles but also the interaction between these profiles and the psychosocial environmental factors in the workplace. The present study aimed to examine the moderating effects of the five-factor model (FFM) of personality traits on the relationship between job demands/resources and work engagement (WE). A cross-sectional online survey was conducted between November and December 2022, targeting full-time workers in Japan. Data were collected from 1500 participants (757 men and 743 women). The survey included demographic variables, job demands and resources (job control, supervisor, and coworker support), WE, and the FFM. The primary statistical analysis was hierarchical regression analysis, which tested the interactions between job demands/resources and each personality trait. Four significant interactions were found: job demands and neuroticism, control and neuroticism, control and conscientiousness, and supervisor support and extraversion. High conscientiousness was associated with higher WE when job control was abundant. Moreover, low levels of both neuroticism and extraversion were linked to higher WE. The results suggest that managers can enhance WE by aligning workplace factors with employee personality traits. These insights can be applied to organizational staffing decisions.
当组织或管理者为员工使用人格评估时，不仅要考虑人格概况，还要考虑这些概况与工作场所心理社会环境因素之间的相互作用，这一点至关重要。本研究旨在考察人格特质的五因素模型（FFM）对工作需求/资源与工作投入（WE）之间关系的调节作用。2022年11月至12月期间进行了一项横断面在线调查，目标是日本的全职员工。从1500名参与者（757名男性和743名女性）那里收集了数据。调查包括人口统计学变量、工作需求和资源（工作控制、上级和同事支持）、工作投入以及五因素模型。主要的统计分析是层次回归分析，该分析测试了工作需求/资源与每个人格特质之间的相互作用。发现了四个显著的相互作用：工作需求与神经质、控制与神经质、控制与尽责性以及上级支持与外向性。当工作控制充足时，高尽责性与更高的工作投入相关。此外，低神经质水平和低外向性水平都与更高的工作投入相关。结果表明，管理者可以通过使工作场所因素与员工人格特质相匹配来提高工作投入。这些见解可应用于组织人员配置决策。
