导　　师： 李敏

学科专业： 120202

授予学位： 硕士

作　　者： ;

机构地区： 华南理工大学

摘　　要： 人格测验在人力资源管理中的作用受到了越来越广泛的重视，很多公司开始将人格测验工具用于员工选拔和员工职业生涯规划。其中，越来越多的研究将关注的重点聚焦于人格特质和员工工作表现关系的探讨。在人格特质理论提出到上世纪九十年代的时间里，人才选拔专家对人格测验的应用并不十分乐观。很多研究者认为，早期人格测验效度不能满足要求的原因主要是由于缺乏能够测量人格特质的通用模型，这导致使用不同人格测验模型得到的结果一致性程度很低，从而不同的研究也难以获得统一的结论。随着人格测试工具的不断成熟，人格特质对于员工工作表现的预测作用越来越受到管理人员的重视。另外，员工的组织公民行为被认为是影响企业和员工绩效的重要因素之一。然而，组织公民行为的影响因素是多方面的，以往的研究人员将更多的精力放在组织整体层面和员工关系层面，而对于员工自身特质因素的研究较少。因此，本文将研究重点放在员工个体层面，通过实证研究的方法来分析员工人格特质与情感承诺、工作卷入和组织公民行为的关系。以较成熟的大五人格理论作为人格测量的方法，研究不同人格特质对员工工作表现的影响关系，从而为人格特质的研究和企业的人力资源管理实践提供一定的理论和实践基础。 在参考以往学者研究的基础上，本文选取了人格特质、情感承诺、工作卷入和组织公民行为作为本文的研究变量。通过文献分析和问卷调查等方法为本研究提供理论及数据方面的支撑，并运用SPSS16.0和AMOS7.0等统计软件对数据进行分析，采用因子分析、信度和效度分析、描述性统计分析、相关性分析、回归分析、方差分析以及结构方程检验等方法进行分析研究。本文通过统计分析验证以下变量之间的关系：人格特质的差异对组织公民行为的影响；人格特质通过情感承诺对组织公民行为产生影响；人格特质与情感承诺、工作卷入之间的关系；人格特质通过情感承诺、工作卷入对组织公民行为产生影响。 经过研究发现，人格特质对情感承诺、工作卷入和组织公民行为具有正向影响，情感承诺对人格特质和工作卷入起部分中介作用，情感承诺对人格特质和组织公民行为起部分中介作用。 最后，本文在实证研究的基础上，提出了提高员工组织承诺和组织公民行为的几点建议，希望可以为这方面的理论研究和员工选拔提供参考和借鉴。 In human resources management, personality tests, which many companies put into usefor employee selection and development planning, received wide attention. Many scholarsfocus on the discussion on the relation between personality and performance. Personalitybelongs to the psychological characteristics which is stable and not easy to change. Andresearch on personality focus on the content and quantity of basic trait of personality. In the1990s, personnel selection experts held pessimistic view of the application of personality tests.A great many researchers argued that the reason why the validity of personality tests wasunsatisfactory was because of lack of the general model, which could integrate personalitytrait. This leads to argument of different researches. As with the development of personalitytesting scales, administrators gradually think highly of the prediction of personality trait onemployee performance. On the other hand, organization citizenship behavior of employee isrecognized as an important part of the performance of employee and organization. Besides,there are many factors which affect OCB, and scholars focus more on organizational andstaff-relation level than personality trait. This paper will put attention to individual level ofstaff and research on the relationship between organizational commitment and OCB. Basedon the theory of Big Five personality, this paper aims to find mechanism of organizationalcommitment and OCB. This paper selects personality trait, affective commitment, job involvement and OCB asvariables. Through the method of literature study and questionnaire survey, and the tools ofSPSS16.0and AOMS7.0statistical software, and this paper uses factor analysis, reliabilityand validity analysis, descriptive statistical analysis, correlation analysis, regression analysisand variance analysis. This paper uses statistical analysis to verify the relation of followingvariables: the influence of personality on OCB, the influence of personality on OCB throughaffective commitment, the relation among personality, affective commitment and jobinvolvement, the influence of personality on OCB through affective commitment and jobinvolvement. After the study, we found that personality traits and extraversion, agreeableness,conscientiousness have a positive impact on affective commitment, job involvement andorganizational citizenship behavior, and affective commitment play the role of partialmediator between personality work involvement, and organizational citizenship behavior. Finally, based on empirical study, this papers offers several suggestions on improveorganizational commitment and OCB of staffs.

关 键 词： 人格特质 情感承诺 工作卷入 组织公民行为

分 类 号： [F272.92]

领　　域： [经济管理] [经济管理]