首页 > 学术讲座 > 正文

光华讲坛—General, Work-Specific, and Work-Role Conscientiousness Measures in Predicting Work Criteria: A Comparative Perspective

发布时间:2020-06-09

主讲人华东理工大学  王强副教授

主持人工商管理学院  廖毅教授

时间2020年6月10日(周三)10:00-11:20

直播平台及会议ID腾讯会议,804 271 162

主办单位:工商管理学院  科研处

 

主讲人简介:

王强,华东理工大学商学院工商管理系副教授,曾就读于美国莱特州立大学,工业组织心理学博士。研究兴趣主要为职业压力、工作态度及人格测量等,在应用心理学、组织行为等相关领域期刊如Journal of Applied Psychology、Journal of Vocational Behavior、Journal of Occupational and Organizational Psychology、Applied Psychology: An International Review、International Journal of Selection and Assessment、Journal of Business Ethics等发表论文十余篇,目前在主持国家社科基金有关职业压力和参照框架的研究项目至于还积极参与国内外多个期刊(如JAP、APIR、心理学报等)的审稿工作。

内容提要:

The current study compared general, work-specific, and work-role measures of conscientiousness as predictors of job satisfaction, organizational commitment, turnover intention, job engagement, and task performance. As expected, work-role conscientiousness yielded stronger relationships with five of the ten work-related criteria than general conscientiousness, and with six of the ten criteria than work-specific conscientiousness. More importantly, work-role conscientiousness displayed incremental validity in predicting nearly all work-related criteria, when controlling for general and work-specific conscientiousness alone or in combination. It is also worth noting that six of ten analyses found that work-role conscientiousness demonstrated greater relative importance compared to its counterparts. Finally, we found that the context in which the items were completed moderated the relationships between work-role conscientiousness and two work-related criteria (i.e., job satisfaction and organizational commitment). Together, these results suggest that researchers should consider the work-role measure of conscientiousness in the prediction of work criteria.


此研究主要对基于尽责心测验的三个不同测量方法对工作结果变量(即工作满意度、组织忠诚、离职倾向、工作投入和任务绩效)的预测效力进行了对比。研究发现,在多个对比中,工作角色尽责心测验与工作结果变量的相关比一般尽责心测验和工作尽责心测验体现出的相关都要高。更重要的是,在对工作结果变量进行预测时,工作角色测验对一般测验和工作测验都有增值效度。最后,我们发现在某些情形下问卷作答环境会对尽责心测验和工作结果变量之间的联系产生调节效应。整体而言,我们认为在选拔过程中基于工作角色的人格测验可能要比一般测验和工作测验要好。

 


主讲人 时间
地点