CAJ | 학술논문

文章旨在系统回顾人格研究对组织行为的贡献及其局限。首先从个体、群体以及组织三个层次的九个领域回顾了人格特质的研究及其与组织行为的关系；然后就人格测验在组织应用中存在的效度问题、被试的作假问题和人格与工作行为线性模型假设的适当性展开了讨论。为了更好的提高人格测验的效度，人格研究在内容上需要拓展人格特质的范畴，超越“大五”；要开展人格的类型理论在组织中的应用研究；关注人格特质的负面作用。在方法上要超越自陈测量、结合使用评价中心、投射测验和日常生活的数据；要结合组织情境开展动态研究和本土化研究。
문장지재계통회고인격연구대조직행위적공헌급기국한。수선종개체、군체이급조직삼개층차적구개영역회고료인격특질적연구급기여조직행위적관계；연후취인격측험재조직응용중존재적효도문제、피시적작가문제화인격여공작행위선성모형가설적괄당성전개료토론。위료경호적제고인격측험적효도，인격연구재내용상수요탁전인격특질적범주，초월“대오”；요개전인격적류형이론재조직중적응용연구；관주인격특질적부면작용。재방법상요초월자진측량、결합사용평개중심、투사측험화일상생활적수거；요결합조직정경개전동태연구화본토화연구。
The article was to review the contribution and limitation of personality research in terms of organizational behavior. First, we reviewed the research on the relationship between personality traits and work behavior, embracing individual behavior, group behavior and organizational behavior and pointed out their implications when applied to real organizations. Generally speaking, among the Big Five personality, sense of responsibility can be a positive predictors both for work motivation, job satisfaction, job performance, employee well-being, career interests and pressure, to enhance career success. Neuroticism has a negative impact on job satisfaction, job performance, employee well-being, motivation and stress response, to hinder career success. The relationship between extraversion, agree- ableness and vocational interests and job performance limited specific occupations or performance indicators. It shows that the relationship depends on the match between personality and job; when personality fits job requirements, it can perform well enough to obtain high satisfaction and high performance. Then the article discussed three problems about the application of personality research in organizations , i.e. the appropriateness of linear models assumes between personality traits and the indicators of job outcome, the small validities and the subject＇s faking in tests. Future research should focus on broader traits beyond the ＂big five＂, pay more attention to the type theory of personality. People should pay attention to both the positive effect and the negative effect which personality traits exercise on organizational behavior, to their applicability, especially on the basis of indigenous research. They should go beyond self-report measures, combine their research with assessment centers, projective tests and daily data and conduct personality processes research in a dynamic organizational setting, in particular, with more focus on personality research based on Chinese culture.