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首页> 外文期刊>Journal of Applied Psychology >Can Becoming a Leader Change Your Personality? An Investigation With Two Longitudinal Studies From a Role-Based Perspective
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Can Becoming a Leader Change Your Personality? An Investigation With Two Longitudinal Studies From a Role-Based Perspective

机译：可以成为领导者改变你的个性吗？ 从基于角色的角度的两个纵向研究的调查

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Organizational research has predominantly adopted the classic dispositional perspective to understand the importance of personality traits in shaping work outcomes. However, the burgeoning literature in personality psychology has documented that personality traits, although relatively stable, are able to develop throughout one's whole adulthood. A crucial force driving adult personality development is transition into novel work roles. In this article, we introduce a dynamic, role-based perspective on the adaptive nature of personality during the transition from the role of employee to that of leader (i.e., leadership emergence). We argue that during such role transitions, individuals will experience increases in job role demands, a crucial manifestation of role expectations, which in turn may foster growth in conscientiousness and emotional stability. We tested these hypotheses in two 3-wave longitudinal studies using a quasi-experimental design. We compared the personality development of 2 groups of individuals (1 group promoted from employees into leadership roles and the other remaining as employees over time), matched via the propensity score matching approach. The convergent results of latent growth curve modeling from the 2 studies support our hypotheses regarding the relationship between becoming a leader and subsequent small, but substantial increases in conscientiousness over time and the mediating role of job role demands. The relationship between becoming a leader and change of emotional stability was not significant. This research showcases the prominence of examining and cultivating personality development for organizational research and practice.
机译：组织研究主要采用经典的倾向性视角来理解人格特质在塑造工作成果中的重要性。然而，人格心理学的新兴文献已经证明，人格特质虽然相对稳定，但能够在一个人的整个成年期发展。推动成人个性发展的一个关键因素是向新的工作角色过渡。在这篇文章中，我们引入了一个动态的、基于角色的视角，来研究从员工角色过渡到领导者角色（即领导力涌现）期间人格的适应性。我们认为，在这种角色转换过程中，个人会经历工作角色需求的增加，这是角色期望的一个重要表现，反过来可能会促进责任心和情绪稳定性的增长。我们采用准实验设计，在两项3波纵向研究中验证了这些假设。我们比较了两组个体（一组从员工晋升到领导岗位，另一组随着时间的推移仍然作为员工）的个性发展，通过倾向评分匹配方法进行匹配。这两项研究的潜在增长曲线模型的收敛结果支持了我们关于成为领导者与随后随着时间的推移责任心的小幅度但实质性增加以及工作角色需求的中介作用之间关系的假设。成为领导者与情绪稳定性变化之间的关系不显著。这项研究显示了在组织研究和实践中检查和培养个性发展的重要性。

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