领导干部的人格特点与工作绩效的关系：QZPS与NEO PI-R的比较

研究旨在探讨基层党政领导干部的人格特点与工作绩效之间的关系。中国人人格量表（QZPS）测量的人格的七个维度及其18个次级因素均与工作绩效的维度存在不同程度的相关,其中处世态度、人际关系和外向性与任务绩效绩效相关最高,处世态度、情绪性和行事风格与个人品质绩效绩效相关最高,而情绪性与他人评定绩效相关最高。人格因素可以解释自我评定绩效31. 7% ~ 49. 9%的变异,可以解释他人评定绩效6. 3% ~ 12. 8%的变异。而采用NEO PI-R测量人格时,所解释的工作绩效的变异只有QZPS的1/3左右。文中还讨论了工作绩效和人格结构的文化意义以及本土化研究的重要性     

兼顾文化共通性与特殊性的人格研究：CPAI及其跨文化应用

本文在回顾华人社会人格研究与评估发展以及“跨文化(中国人)个性测量表(CPAI)”的研究与应用历程基础上, 比较了CPAI-2 (Form B)不同语言版本(包括中文版、英文版、韩文版、日文版)的跨文化应用结果。多种文化中的研究结果支持了CPAI的跨文化信度和效度。同时, CPAI在本土和跨文化应用研究中, 还从理论与实践的双重视角, 强调与支持了“兼顾文化共通性与特殊性的(etic-emic)人格研究方法”在人格评估领域的重要性。这也促使国内外相关领域研究者开始思考, 如何使用兼顾文化共通性与特殊性的人格研究方法以进一步推动人格心理学的研究。     

中国社会现代化进程和城市现代化水平 与中国人群体人格变化模式

再利用本土化的人格工具CPAI,对中国社会现代化发展时间进程和城市现代化水平差异与中国人群体人格特征模式之间的关系进行了探讨。研究结果表明,中国人的群体人格特征正在随着社会发展而成现出相应的变化,表现为更为多元化、个性张扬、人际关系的束缚在减弱。当然,现代化进程的时间和空间特征对人格变化的影响可能存在差异性。因此,在研究社会发展与人格间关系时,应该同时关注社会变迁的时间与空间两个维度。研究显示,随着中国社会的发展,具有开放性、多样性人格特征的新一代中国人正在形成过程中,他们反过来也会对中国的现代化进程产生影响     

工作绩效预测研究述评

文章介绍了国内外有关人格、能力与工作绩效关系研究和工作绩效预测模型研究的最新成果与进展。研究表明,个体的能力、人格等个性特征影响其工作绩效,合适的能力、人格测验能较好的预测其工作绩效,并受到一些中介变量和调节变量的影响。文章提出应从工作绩效结构、预测模型和跨文化研究三个方面加强工作绩效的预测研究     

大五人格和工作绩效相关性研究的进展

人格和工作绩效关系的探究正成为研究者关注的主题。本文围绕人格对工作绩效的预测力、影响人格和绩效的中介变量、人格与关系绩效、人格与管理绩效等方面,对大五人格和工作绩效二者的相关性研究进行了回顾。     

管理胜任特征与工作绩效关系研究

本研究以情景评价为基础,对管理胜任特征与工作绩效间的关系进行了探讨。结果表明：管理胜任特征在职位层次和性别上存在显著差异;管理胜任特征指标对工作绩效维度的预测效应不同,关系胜任特征是人际促进和工作奉献的有效预测指标,问题解决特征主要对任务绩效和人际促进有预测力．而诚信责任特征则更多的影响管理者的工作奉献。研究为理解管理胜任特征与绩效间的关系提供了实证支持。     

主动性人格与工作绩效：个体-组织匹配的调节作用

本研究的目的：考察主动性人格在中国企业内对工作绩效的预测性及个体-组织匹配在其中的调节作用。方法：研究以三家中国本土企业的253名员工为被试,使用修订过的主动性人格量表。结果：（1）除了大五人格和社会赞许性之外,主动性人格还可以解释工作绩效8．5％的方差变异;（2）整体分析时只有团队导向因素显著,单独分析时高新独资企业中注重细节因素、团队导向因素和结果导向因素有显著的调节作用;民营企业中尊重员工因素有显著的调节作用;国有企业中革新性因素和团队导向因素有显著的调节作用。结论：主动性人格可以有效地预测工作绩效,个体-组织匹配则根据不同的企业组织,不同的因素在主动性人格和工作绩效的关系中起调节作用。关于本研究的贡献与不足以及未来的研究方向都有所讨论。     

工科院校大学生人格和人际交往特点与网络成瘾的关系研究

采用中国大学生人格量表(CCSPS)、自编的大学生人际交往能力量表和Young的网络成瘾量表,研究工科院校大学生人格、人际交往特点与网络成瘾倾向的关系.发现:大学生人际交往能力的高低对其网络成瘾倾向有预测作用;大学生人格特质大中的活跃、坚韧、严谨、利他、重情维度与网络成瘾倾向呈显著相关,其中,人格的活跃、坚韧、严谨、重情维度有预测作用.     

成功实施绩效管理的关键行为因素结构及其与组织承诺和组织绩效的相关研究

在查阅文献和对企业员工结构化访谈及其开放式问卷调查的基础上,收集了我国企业成功实施绩效管理的关键行为条目,编制初始问卷。通过预试初步证实了成功实施绩效管理的关键行为的结构是多维的,并获得了较为清晰的七因素结构模型。进一步修订,调整条目,逐步删除一些无负荷和存在多重负荷的项目。最后确定了由26个条目组成的正式问卷并进行第二次调查测试。探讨了企业成功实施绩效管理的关键行为因素的结构维度及其与组织承诺和组织绩效等相关后果变量的关系。研究表明：企业成功实施绩效管理的关键行为是由管理支持、适度激励、员工参与、有效沟通、科学考核、相关培训以及规范操作等七因素构成。成功实施绩效管理的关键行为因素与组织承诺呈显著正相关。适度激励、员工参与、有效沟通和科学考核等四个因素与组织绩效呈显著正相关,管理支持、相关培训和规范操作三个因素与组织绩效没有相关。     

中西方“外向性”人格维度的内涵分析——中西方人格量表在中国人群中的测量

通过实证研究分析中西方外向性人格维度的内涵。1500多名被试完成了QZPS（中国人人格量表）和NEO PI-R的Extroversion量表（中文版）,因素分析的结果表明西方的外向性（Extroversion）维度由6个因素构成,其中3个因素与中国人的外向性维度内容相似,其它的3个因素则与中国人的外向性无关,而分别与中国人人格结构中的善良、才干、行事风格和处世态度等维度有关。文中还讨论了中西方外向性人格维度差异的文化意义     

Correlates of personal productivity of supervisors: Perceptions of American and Japanese Managers

Groups of American and Japanese managers completed a research questionnaire which was developed to collect judgments on the behaviors, skills, and other attributes of supervisors whose personal productivity is very high. Analysis of respondent data indicates that American and Japanese perceptions of personal productivity characteristics are positively correlated and overlap particularly in such skill/behavior areas as planning, motivation, communicating, leadership, efficient use of resources, and decision making. Differences between the two groups with respect to certain style dimensions were also found. Japanese managers endorsed behaviors that were other-oriented and principle-oriented. Examples of the latter deal with strategic and innovative viewpoints, employee selection, and performance monitoring. Typical American responses tended to focus on more instrumental notions of individual supervisory skills: communication; working with people; knowledge of product; belief in his/her own ability to succeed; and, decision-making technique.     

Attitudes towards women managers: Development and validation of a new measure with Turkish samples

This study reports the development of a new instrument measuring attitudes towards women managers (ATWoM). To test its reliability and validity data were collected from 456 Turkish employees from 23 organizations. Reliability and validitiy of ATWoM's final version were also tested with a separate sample comprised 312 students enrolled in junior–senior undergraduate and MBA programmes. ATWoM's psychometric properties were superior to one of the most widely used instruments measuring the same construct, Women as Managers Scale (WAMS). ATWoM was negatively correlated with traditional attitudes towards gender roles and positively correlated with respondents' report of quality in their interaction with women managers and general preference to work with women managers.     

FACE SUPPORT IN CONTROLLING POOR PERFORMANCE

The purpose of this study was to describe the use of face support in managerial communication on controlling poor performance. Face support was defined according to the degree of approval (positive face) and the degree of freedom given to poor performers to define a course of action (autonomy). Seventy bank branch managers were interviewed about a recent performance problem they had at tempted to control. Managers' use of positive face and autonomy strategies suggested punitive and problem solving styles of control. Further, an overall performance rating of the employee was positively correlated with use of positive face support and use of autonomy was positively correlated with the length of time between problem recurrence.     

Relationships Between Need for Cognition,Knowledge, and Verbal Ability

The authors investigated the relationships between need for cognition. knowledge, and verbal ability. Participants completed scales that measured their need for cognition, verbal ability, and knowledge about people and events that occurred during the Vietnam War era. Correlational analyses showed that the participants' need for cognition scores were modestly but positively correlated with verbal ability and knowledge and that verbal ability and knowledge were also positively correlated. The correlation between need for cognition and knowledge was small but significant when verbal ability was controlled. The conclusion drawn from these results is that need for cognition contributes to the acquisition of knowledge beyond the contribution of verbal ability.     

Relationships between need for cognition, knowledge, and verbal ability

The authors investigated the relationships between need for cognition, knowledge, and verbal ability. Participants completed scales that measured their need for cognition, verbal ability, and knowledge about people and events that occurred during the Vietnam War era. Correlational analyses showed that the participants' need for cognition scores were modestly but positively correlated with verbal ability and knowledge and that verbal ability and knowledge were also positively correlated. The correlation between need for cognition and knowledge was small but significant when verbal ability was controlled. The conclusion drawn from these results is that need for cognition contributes to the acquisition of knowledge beyond the contribution of verbal ability.     

Understanding Workaholics' Motivations: A Self‐Determination Perspective

In order to explain the diverging well‐being outcomes of workaholism, this study aimed to examine the motivational orientations that may fuel the two main components of workaholism (i.e. working excessively and working compulsively). Drawings on Self‐Determination Theory, both autonomous and controlled motivation were suggested to drive excessive work, which therefore was expected to relate positively to both well‐being (i.e. vigor) and ill‐health (i.e. exhaustion). Compulsive work, in contrast, was hypothesised to originate exclusively out of controlled motivation and therefore to only associate positively with ill‐being. Structural equation modeling in a heterogeneous sample of Belgian white‐collar workers (N= 370) confirmed that autonomous motivation associated positively with excessive work, which then related positively to vigor. Controlled motivation correlated positively with compulsive work, which therefore related positively with exhaustion. The hypothesised path from controlled motivation to exhaustion through excessive work was not corroborated. In general, the findings suggest that primarily compulsive work yields associations with ill‐being, since it may stem from a qualitatively inferior type of motivation.     

An empirical examination of self-reported work stress among U.S. managers

This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results indicate that challenge-related self-reported stress is positively related to job satisfaction and negatively related to job search. In contrast, hindrance-related self-reported stress is negatively related to job satisfaction and positively related to job search and turnover. Future research directions are discussed.     

Age differences in coping and locus of control: a study of managerial stress in Hong Kong.

The present study involved data collection from 3 samples of Hong Kong managers to examine mechanisms by which age would relate to work well-being. A total of 634 managers was drawn by random sampling and purposive sampling methods. The results showed that age was positively related to well-being (job satisfaction and mental well-being). Furthermore, older managers reported fewer sources of stress, better coping, and a more internal locus of control. Multiple regression analyses suggested that the relations of age with 2 well-being indicators can be attributed to various combinations of coping, work locus of control, sources of stress, managerial level, and organizational tenure.     

Relationships of Functional Flexibility with Individual and Work Factors

To investigate how functional flexibility is related to demographics, personality traits, and work perceptions, 250 employees of a large Dutch passenger transport firm filled out a written questionnaire. Two dimensions of functional flexibility were discerned: willingness and ability to be flexible. Analysis of variance showed the support staff and managers were higher on willingness and ability to be flexible than workers. Hierarchic regression analysis showed that willingness to be flexible was positively related to initiative and trust in management, and was negatively related to age and task formalization. Ability to be flexible was positively related to general self-efficacy and initiative, and was negatively related to task formalization. It was concluded that willingness to be flexible depends on fair treatment and freedom provided by their organization and that ability to be flexible is part of the development of general self-efficacy.