“大五”人格剖面：以个体为中心的研究路径

“大五”人格剖面是“大五”人格特质在个体上的高低组合, 充分考虑了人格特质之间的交互作用, 能够反映不同子群体在“大五”人格特质上的数量与质量差异, 是解释以往以变量为中心矛盾性结论的重要途径, 也更契合组织管理实践需要, 对实践有更强的指导意义。“大五”人格剖面数量受到研究情境、样本特征、研究方法等因素的影响, 基于自我适应-自我管理模型可以获取4剖面模型, 且常见的剖面包括灵活适应剖面、普通剖面与执拗剖面。“大五”人格剖面在研究中更多地扮演自变量角色, 探讨其在关键结果变量上是否存在差异。未来可以关注强化“大五”人格剖面研究的理论基础; 加强重复性研究, 识别普适性“大五”人格剖面; 识别“大五”人格剖面的影响因素; 纳入更多人格变量, 更完整刻画人格剖面。

The big-five personality profiles: A person-centered approach

The big-five personality profile is the combination of the high and low level big-five personality traits in individuals, which fully considers the interaction between personality traits and reflects the differences in quantity and quality of the big-five personality traits among different subgroups. The big-five personality profile is significant to explain the variable-centered contradictory conclusions, which meets the needs of organizational management practice and has a stronger guiding significance for practice. To date, more and more research has applied person-centered approach to examine the role of personality profile in personnel evaluation, human resource development and decision-making. However, the existing relevant reviews of the big-five personality were variables-centered, and there is a lack of systematically reviewing the core issues of the big-five personality, such as the theoretical basis for dividing individuals into different subgroups based on the big-five personality, the number of profiles composed of the big-five personality traits and the characteristic similarity of the profiles obtained from different studies, etc. Moreover, the research on the big-five personality profiles has just started in the organizational behavior and human resource management field, so it is uncertain that how many big-five personality profiles can effectively explain the predictive role of personality.