성격과 개인-조직 적합성이 관리자 성과에 미치는 상호작용효과

초록

Personality variables have emerged as a valid predictor of job performance mainly due to the development of the Five Factor Model(FFM) and evidence from meta-analyses. However, the relatively modest observed validities have renewed interest in examining moderating variables of personality-performance relations. The present study seeks to extend the literature by examining the impact of person-organization (P-O) fit on the validity of personality. This study examines P-O fit as a moderator that may increment validities of personality in the prediction of job performance and further improve our understanding of personality-performance relations. Main effects of personality and P-O fit on managerial performance are firstly investigated, and then interaction effects of the two on managerial performance are tested. Results indicate that Hogan Personality Inventory (HPI) scores on Adjustment, Ambition, and Sociability, and value-based P-O fit (D2), obtained from 210 managers, each contributed linearly tojob performance. HPI Prudence, in addition, yielded an inverted U relationship. Building on past research supporting person-organization (P-O) fit as a predictor of assorted work-related outcomes, trait activation theory (Tett & Burnett, 2003) is used toguide examination of value-based P-O fit as a moderator of personality-job performance relations. Specifically, higher P-O fit is expected to induce greater trait expression as a general trait releaser, allowing a given trait to correlate stronger with performance. In partial support of P-O fit as trait releaser, mbition and Sociability predicted performance better when P-O fit is high (N = 94), suggesting that P-O fit may be especially relevant to Extraversion. Results are discussed in terms of trait activation and the relevance of P-O fit in trait-based personnel selection. Theoretical and practical implications are reviewed and limitations of the study and suggestions for future research are discussed.

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