| “大五”个性因素模型在工作情景中的效度分析 |
| |
| 引用本文： | 孙骏,王重鸣.“大五”个性因素模型在工作情景中的效度分析[J].应用心理学,1998(2). |
| |
| 作者姓名： | 孙骏 王重鸣 |
| |
| 作者单位： | 浙江大学管理学院 |
| |
| 摘 要： | “大五”个性因素模型是目前一种个性分类理论模型 ,它以外向、情绪稳定性、责任意识、随和、开明性等五个因素来描述正常人群的个性特征。本文探讨了在工作情境中运用“大五”模型预测工作绩效 (个体 /团队 )的效度问题。大量的研究表明 ,责任意识能在不同的职业中用来预测个体工作绩效 ;“大五”因素能有效地预测周边绩效 ,但并不是所有的个性因素都能预测任务绩效 ;团队成员的个性组成对团队绩效有显著影响 ;个性与绩效间的关系受到缓冲变量的影响。
|
| 关 键 词： | 大五因素 绩效 效度 缓冲变量 |
Big Five Personality Model in Work Settings |
| |
| Sun Jun,Wang Zhongming.Big Five Personality Model in Work Settings[J].Chinese JOurnal of Applied Psychology,1998(2). |
| |
| Authors: | Sun Jun Wang Zhongming |
| |
| Abstract: | Five Factor Model (FFM) is a taxonomy of personality which is widely used in personnel assessement.It propsoes five factors of personaliy:extraversion, emotional stability, conscientiousness, agreeableness and openness to experience. Based on the literature review, this article discusses the application of FFM in prediction of performance with personality measurement. It seems that these five factors are better predictors to contextual performance than to task performance. The application of the FFM to the prediction of team performance is also examined. |
| |
| Keywords: | big five factors performance validity moderator |
| 本文献已被 CNKI 等数据库收录！ |
|
