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首页> 外文期刊>Journal of Applied Psychology >Taking It to Another Level: Do Personality-Based Human Capital Resources Matter to Firm Performance?
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Taking It to Another Level: Do Personality-Based Human Capital Resources Matter to Firm Performance?

机译：将其带到另一个层次：基于个性的人力资本资源对公司绩效至关重要吗？

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摘要

Drawing on the attraction-selection-attrition perspective, strategic human resource management (SHRM) scholarship, and recent human capital research, this study explores organization-level emergence of personality (i.e., personality-based human capital resources) and its direct, interactive, and (conditional) indirect effects on organization-level outcomes based on data from 6,709 managers across 71 firms. Results indicate that organization-level mean emotional stability, extraversion, and conscientiousness are positively related to organization-level managerial job satisfaction and labor productivity but not to financial performance. Furthermore, organization-level mean and variance in emotional stability interact to predict all three organization-level outcomes, and organization-level mean and variance in extraversion interact to predict firm financial performance. Specifically, the positive effects of organization-level mean emotional stability and extraversion are stronger when organization-level variance in these traits is lower. Finally, organization-level mean emotional stability, extraversion, and conscientiousness are all positively related to firm financial performance indirectly via labor productivity, and the indirect effects are more positive when organization-level variance in those personality traits is lower. Overall, the findings suggest that personality-based human capital resources demonstrate tangible effects on organization-level outcomes. Theoretical and practical implications of these findings are discussed along with study limitations and future research directions.
机译：利用吸引，选择，减员的视角，战略性人力资源管理（SHRM）奖学金以及最近的人力资本研究，本研究探讨了人格（即基于人格的人力资本资源）及其直接，互动，根据来自71家公司的6,709位经理的数据，对组织级结果的（有条件的）间接影响。结果表明，组织级别的平均情绪稳定性，外向性和尽责程度与组织级别的管理工作满意度和劳动生产率呈正相关，而与财务绩效却没有正相关。此外，情绪稳定的组织水平平均值和方差相互作用以预测所有三个组织水平的结果，外向性的组织水平平均值和方差相互作用以预测公司的财务绩效。具体而言，当组织特质的平均情绪稳定和外向性较低时，这些特质的正面效果会更强。最后，组织层面的平均情绪稳定，外向性和尽责性都与劳动生产率间接地与公司的财务绩效成正相关，而当这些人格特质的组织层面的差异较低时，间接影响则更为积极。总体而言，研究结果表明，基于人格的人力资本资源对组织级成果具有明显影响。讨论了这些发现的理论和实践意义，以及研究局限性和未来的研究方向。

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