open access
메뉴
open access
메뉴
ISSN : 1229-0696
The first purpose of this study was to examine the nonlinear relationships between personality traits (conscientiousness and emotional stability) and job performance(task performance and contextual performance). The second purpose was to examine the difference of inflection points in the nonlinear relationships between conscientiousness's narrow traits(achievement and dependability) and task performance. And the third purpose was to examine the moderating effect of job creativity on the nonlinear relationship between conscientiousness and task performance. Data were gathered from 211 employees who were working in various organizations in Korea. To reduce the effect from common method bias, task performance and contextual performance were rated by others(peers or supervisors). As results, there were significant nonlinear relationships between conscientiousness and job performance(task performance and contextual performance), and significant nonlinear relationship between emotional stability and task performance. But there was no nonlinear relationship between emotional stability and contextual performance. The inflection points in the nonlinear relationships between the conscientiousness's narrow traits(achievement and dependability) and task performance were different. Job creativity moderated the nonlinear relationship between conscientiousness and task performance. Finally, implication of results and future research tasks were discussed with limitations.
김도영, 유태용 (2002). 성격의 5요인과 조직에서의 맥락수행간의 관계. 한국심리학회지: 산업 및 조직, 15, 1-24.
유태용, 이도형 (1997). 다양한 직군에서의 성격의 5요인과 직무수행간의 관계. 기업경영연구, 5, 69-94.
유태용, 민병모 (2001). 다양한 장면에서 수행을 예측하기 위한 5요인 성격모델의 사용가능성과 한계: 국내연구결과의 통합분석. 한국심리학회지: 산업 및 조직, 14, 115- 134.
유태용 (2007). 성격의 6요인(HEXACO) 모델에 의한 성격특성과 조직구성원 직무수행 간의 관계. 한국심리학회지: 산업 및 조직, 20, 285-316.
장재윤, 박영석 (2000). 창의적 작업 환경 측정용 KEYS 척도의 타당화 연구: 한국 기업조직을 대상으로. 한국심리학회지: 산업 및 조직, 13, 61-90.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39, 1154-1184.
Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
Berry, C. M., Ones, D. S., & Sackett, P. R. (2007). Interpersonal deviance, organizational deviance, and their common correlates: A review and meta-analysis. Journal of Applied Psychology, 92, 410-424.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman(Eds.), Personnel selection in organizations(pp.71-98). San Francisco: Jossey-Bass.
Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of performance. In N. Schmitt & W. C. Borman(Eds.), Personnel selection in organizations(pp.35-70). San Francisco: Jossey-Bass.
Conard, M., & Matthews, R. (2008). Modeling the stress process: Personality eclipses dysfunctional cognitions and workload in predicting stress. Personality and Individual Difference, 44, 171- 181.
Costa, P. T., McCrae, R. R., & Dye, D. A. (1991). Facet scales for agreeableness and conscientiousness: A revision of the NEO Personality Inventory. Personality and Individual Differences, 12, 887-898.
Costa, P. T., & McCrae, R. R. (1992). Four ways five factors are basic. Personality and Individual Difference, 13, 653-665.
Coward, W. M., & Sackett, P. R. (1990). Linearity of ability-performance relationships: A reconfirmation. Journal of Applied Psychology, 75, 297-300.
DeYoung, C. G., Quilty, L. C., & Peterson, J. B. (2007). Between facets and domains: 10 aspects of the big five. Journal of Personality and Social Psychology, 93, 880-896.
Easterbrook, J. A. (1959). Emotion, cue utilization, and organization of behavior. Psychological Review, 66, 183-201.
Eisenberg, N., Fabes, R. A., Guthrie, I. K., & Reiser, M. (2000). Dispositional emotionality and regulation: Their role in predicting quality of social functioning. Journal of Personality and Social Psychology, 78, 136-157.
Gellatly, I. R. (1996). Conscientiousness and task performance: Test of a cognitive process model. Journal of Applied Psychology, 81, 474- 482.
George, J. M. (1990). Personality, affect, and behaviors in groups. Journal of Applied Psychology, 75, 107-116.
Hackman, J. R., & Lawler, E. E. (1971). Employee reaction to job characteristics. Journal of Applied Psychology, 55, 259-286.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
Hough, L. M. (1992). The “Big Five” personality variables-construct confusion: Description versus prediction. Human Performance, 5, 139-155.
Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The Big Five revisited. Journal of Applied Psychology, 85, 869- 879.
Ilies, R., Fulmer, I. S., Spitzmuller, M., & Johnson, M. D. (2009). Personality and citizenship behavior: The mediating role of job satisfaction. Journal of Applied Psychology, 94, 945-959.
Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude- treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74, 657-690.
Kanfer, R., & Heggestad, E. D. (1997). Motivational traits and skills: A person- centered approach to work motivation. In B. M. Staw & L. L. Cummings(Eds.), Research in organizational behavior (Vol. 19, 1-56). Greenwich, CT: JAI Press.
Kuhl, J., & Koch, B. (1984). Motivational determinants of motor performance: The hidden second task. Psychological Research, 46, 143-153.
LaHuis, D. M., Martin, N. R., & Avis, J. M. (2005). Investigating nonlinear conscientiousness- job performance relations for clerical employees. Human Performance, 18, 199-212.
Le, H., Oh, I. S., Robbins, S. B., Ilies, R., Holland, E., & Westrick, P. (2011). Too much of a good things: Curvilinear relationships between personality traits and job performance. Journal of Applied Psychology, 96, 113-133.
LePine, J. A., Colquitt, J. A., & Erez, A. (2000). Adaptability to changing task contexts: Effects of general cognitive ability, conscientiousness, and openness to experience. Personnel Psychology, 53, 563-593.
Martocchio, J. J., & Judge, T. A. (1997). Relationship between conscientiousness and learning in employee training: Mediating influences of self-deception and self-efficacy. Journal of Applied Psychology, 82, 764-773.
Morgeson, F. P., Campion, M. A., Dipboye, R. L., Hollenbeck, J. R., Murphy, K., & Schmitt, N. (2007). Reconsidering the use of personality tests in personnel selection contexts. Personnel Psychology, 60, 683-729.
Moscoso, S., & Salgado, J. F. (2004). “Dark side” personality style as predictors of task, contextual, and job performance. International Journal of Selection and Assessment, 12, 356-362.
Mount, M. K., & Barrick, M. R. (1995). The big five personality dimensions: Implications for research and practice in human resources management. In K. M. Rowland & G. Ferris(Eds.), Research in personnel and human resources management(Vol. 13, pp.153-200). Greenwich, CT: JAI Press.
Mount, M. L., Oh, I., & Burns, M. (2008). Incremental validity of perceptual speed and accuracy over general mental ability. Personnel Psychology, 61, 113-139.
Murphy, K. R. (1996). Individual differences and behavior in organizations: Much more than g. In K. R. Murphy(Ed.), Individual differences and behavior in organizations(pp.3-30). San Francisco, CA: Jossey-Bass.
Nicole, M. D., Karin, A. O., Justin, E. L., & José, M. C. (2006). A meta-analytic investigation of conscientiousness in the prediction of job performance: Examining the intercorrelations and the incremental validity of narrow traits. Journal of Applied Psychology, 91, 40-57.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings. Journal of Abnormal and Social Psychology, 66, 574-583.
Ones, D. S., Viswesvaran, C., Dilchert, S., & Judge, T. A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60, 995-1027.
Organ, D. W., & Ryan, K. (1995). A meta- analytic review of attitudinal and dispositional predictors of organizational citizenship behavior. Personnel Psychology, 48, 775-802.
Phares, E. J. (1984). Introduction to personality. Columbus, OH: Charles E. Merrill.
Robie, C., & Ryan, A. M. (1999). Effects of nonlinearity and heteroscedasticity on the validity of conscientiousness in predicting overall job performance. International Journal of Selection and Assessment, 7, 157-169.
Salgado, J. F. (1997). The five factor model of personality and job performance in the European community. Journal of Applied Psychology, 82, 30-43.
Schmidt, F., & Hunter, J. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.
Stewart, G. L. (1999). Trait bandwidth and stages of job performance: Assessing differential effects for conscientiousness and its subtraits. Journal of Applied Psychology, 84, 959-968.
Tett, R. P., & Christiansen, N. D. (2007). Personality tests at the crossroads: A response to Morgeson, Campion, Dipboye, Hollenbeck, Murphy, and Schmitt. Personnel Psychology, 60, 967-993.
Weisberg, S. (2005). Applied linear regression. New York. NY: Wiley.
Yerkes, R. M., & Dodson, J. D. (1908). The relation of strengths of stimulus to rapidity of habit formation. Journal of Comparative Neurology and Psychology, 18, 459-482.