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首页> 外文期刊>Journal of Applied Psychology >Linking Job-Relevant Personality Traits, Transformational Leadership, and Job Performance via Perceived Meaningfulness at Work: A Moderated Mediation Model
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Linking Job-Relevant Personality Traits, Transformational Leadership, and Job Performance via Perceived Meaningfulness at Work: A Moderated Mediation Model

机译：通过在工作中感知有意义的职位相关性格特征，转型领导和工作表现：一个审核的调解模型

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摘要

By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with personality traits that fit outdoor sales jobs (i.e., conscientious, extraversion, openness to experience) will perceive their work as more meaningful and as a result achieve heightened performance. Moreover, drawing from TPWB and CAPS theory, we expect that as an important element of the social context, transformational leadership moderates the indirect effect of salespeople's job-relevant personality traits on their job performance via enhanced perceptions of meaningfulness at work. Results based on data from 496 outdoor salespeople and their 218 supervisors and regional managers provide support for the hypotheses pertaining to conscientiousness and openness, but not extraversion. Specifically, the conditional indirect effects of conscientiousness or openness on performance through perceived meaningfulness are more positive under low, rather than high, levels of transformational leadership. Implications for research and practice are discussed along with study limitations and future research directions.
机译：通过将目的性工作行为理论（TPWB；Barrick，Mount和Li，2013）的基本原理与认知-情感人格系统（CAPS）理论（Mischel，1977；Mischel和Shoda，1995）相结合，我们研究了销售人员的工作相关人格特质与他们的绩效之间的关系。我们认为，具有适合户外销售工作的个性特征（即认真、外向、对经验开放）的个人会认为他们的工作更有意义，从而提高绩效。此外，根据TPWB和CAPS理论，我们预计变革型领导作为社会环境的一个重要因素，通过增强对工作意义的感知，调节销售人员工作相关人格特质对工作绩效的间接影响。基于496名户外销售人员及其218名主管和区域经理的数据得出的结果支持了与责任心和开放性相关的假设，但不支持外向性。具体而言，在低水平（而非高水平）的变革型领导下，责任心或开放性通过感知意义对绩效的有条件间接影响更为积极。讨论了研究和实践的意义，以及研究的局限性和未来的研究方向。

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