이 연구의 목적은 성격의 6요인(정직/겸손성, 정서성, 외향성, 원만성, 성실성, 개방성)과 조직장면에서의 다양한 수행들(과업수행, 맥락수행, 적응수행, 일탈행동, 전반적 수행) 간의 관계를 탐색적으로 알아보는 것이었다. 먼저 353명의 대학생들로부터 HEXACO 성격검사를 통해 자료를 수집하여 정직/겸손성 요인의 하위요인인 겸손성 문항을 일부 수정하였고, 96개 문항으로 구성된 단축형 HEXACO 성격검사를 구성하였다. 단축형 HEXACO 성격검사 문항을 사용하여 다양한 조직에서 근무하고 있는 315명의 현직자들을 대상으로 자기보고에 의해 성격 요인들에 대한 자료를 수집하였고, 그들의 수행을 평소에 잘 알고 있는 63명의 상사 또는 동료가 315명의 성격과 다양한 수행을 평정하였다. 자기평정에 의한 성격 6요인과 타인평정에 의한 다양한 수행 간의 관계를 살펴보기 위해 다중회귀분석을 실시한 결과, 성실성은 과업수행, 적응수행, 전반적 수행과 정적으로 관련되어 있었고, 외향성은 이탈행동과, 정직성은 맥락수행과 정적으로 관련되어 있었다. 반면에 원만성은 과업수행과 부적으로 관련되어 있었다. 자기평정에 의한 성격 6요인은 맥락수행을 제외한 다양한 수행의 변량을 유의하게 예측하였다. 타인평정에 의한 성격 6요인과 타인평정에 의한 다양한 수행 간의 관계에 대하여 다중회귀분석을 실시한 결과, 성실성과 외향성은 과업수행, 맥락수행, 적응수행, 전반적 수행과 정적으로 관련되어 있었다. 반면에 성실성, 원만성, 정직성은 이탈행동과 부적으로 관련되어 있었다. 개방성은 과업수행과 전반적 수행과 정적으로 관련되어 있었다. 원만성과 정직성은 맥락수행과 정적으로 관련되어 있었다. 타인평정에 의한 성격 6요인은 모든 수행의 변량을 유의하게 예측하였다. 과업수행은 적응수행과 관련성이 높았으나 이 두 가지 수행은 맥락수행, 일탈행동과 구분되는 것으로 밝혀졌다. 전반적 수행에 대한 평정에 있어서 과업수행이 상대적으로 가장 큰 영향을 미쳤고 그 다음으로 적응수행, 일탈행동, 맥락수행 순으로 영향을 미쳤다. 일탈행동은 정직성과 전반적 수행간의 관계를 매개하고, 과업수행은 성실성과 전반적 수행간의 관계를 매개하였다. 이 연구의 결과를 토대로 연구의 시사점과 제한점, 그리고 앞으로의 연구 과제를 논의하였다.
The purpose of this study was to examine the relationships between the HEXACO six personality factors(Honesty, Emotionality, Extraversion, Agreeableness, Openness, and Conscientiousness) and a variety of performance in work organizations. First of all, some items of modesty(subfactor of Honesty) in Korean HEXACO personality inventory were modified and half-length form(96 items) of Korean HEXACO personality inventory was constructed by using 353 undergraduates sample. The half-length form of Korean HEXACO personality inventory was administered to 315 employees and personality ratings were obtained by self-report. The sixty-three peers or supervisors who knew employees very well rated employees` six personality factors and their various performance(task performance, contextual performance, adaptive performance, workplace deviance, and overall performance). Correlation analysis and multiple regression analysis were conducted to examine the relationships between the six personality factors and the five performance criteria. Results indicated that the six personality factors by both self and other rating were found to have significant relationships with the five performance criteria. Also, hierarchical multiple regression analyses were conducted to examine the influence of the six personality factors on each of the five performance criteria controlling for differences in employees` demographic variables(gender, age, and tenure) which were entered into the regression equation first. The result showed that six personality factors significantly explained the variance of most performance criteria after controlling for the effect of demographic variables. Task performance had the strongest impact on overall performance. And the second was adaptive performance, the third was workplace deviance, and the forth was contextual performance. Workplace deviance mediated the relationship between Honesty and overall performance, and task performance mediated the relationship between Conscientiousness and overall performance. Based on these findings, the implication of this study and the directions for further research were discussed.
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