Why people harm the organization and its members: Relationships among personality, organizational commitment, and workplace deviance

被引：43

作者：

Guay, Russell P. ^{[1
]}

Choi, Daejeong ^{[2
]}

Oh, In-Sue ^{[3
]}

Mitchell, Marie S. ^{[4
]}

Mount, Michael K. ^{[5
]}

Shin, Kang-Hyun ^{[6
]}

机构：

[1] Univ No Iowa, Cedar Falls, IA 50614 USA

[2] Univ Melbourne, Melbourne, Vic 3010, Australia

[3] Temple Univ, Philadelphia, PA 19122 USA

[4] Univ Georgia, Athens, GA 30602 USA

[5] Univ Iowa, Iowa City, IA 52242 USA

[6] Ajou Univ, Suwon 441749, South Korea

来源：

HUMAN PERFORMANCE | 2016年 / 29卷 / 01期

关键词：

COUNTERPRODUCTIVE WORK BEHAVIORS; CITIZENSHIP BEHAVIOR; JOB-SATISFACTION; SOCIAL-EXCHANGE; 5-FACTOR MODEL; MEDIATING ROLE; CONTINUANCE COMMITMENT; PERSONNEL-SELECTION; FACES; PERFORMANCE;

D O I：

10.1080/08959285.2015.1120305

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Based on the five-factor model of personality traits and social exchange theory, this study examines the relationships of personality traits, organizational commitment, and two target-based factors of workplace deviance (organizational deviance and interpersonal deviance), using a sample of 113 South Korean employees. By the use of path-analysis, we first found that Agreeableness, Conscientiousness, and Emotional Stability were meaningfully related to organizational commitment. In addition, both the effect of Conscientiousness on organizational deviance and the effect of Agreeableness on interpersonal deviance were partially mediated by organizational commitment. In sum, results clearly show that the personality traits of Conscientiousness (impersonal) and Agreeableness (interpersonal) function differently in predicting workplace deviance.

引用

页码：1 / 15

页数：15

共 80 条

[41] Sticking out like a sore thumb: Employee dissimilarity and deviance at work [J].