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Understanding Organizational Commitment: A Meta-Analytic Examination of the Roles of the Five-Factor Model of Personality and Culture

机译:了解组织承诺:对人格和文化五因素模型的作用进行的荟萃分析

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摘要

We examined the relationships between the Five-Factor Model (FFM) of personality traits and three forms of organizational commitment (affective, normative, and continuance commitment) and their variability across individualistic and collectivistic cultures. Meta-analytic results based on 55 independent samples from 50 studies (N = 18,262) revealed that (a) all FFM traits had positive relationships with affective commitment; (b) all FFM traits had positive relationships with normative commitment; and (c) Emotional Stability, Extraversion, and Openness to Experience had negative relationships with continuance commitment. In particular, Agreeableness was found to be the trait most strongly related to both affective and normative commitment. The results also showed that Agreeableness had stronger relationships with affective and normative commitment in collectivistic cultures than in individualistic cultures. We provide theoretical and practical implications of these findings for personality, job attitudes, and employee selection and retention.
机译:我们研究了人格特征的五因素模型(FFM)与组织承诺的三种形式(情感,规范和持续性承诺)之间的关系,以及它们在个人主义和集体主义文化中的变异性。基于来自50个研究的55个独立样本的荟萃分析结果(N = 18,262)显示:(a)所有FFM特征与情感投入都有正相关; (b)所有实况调查团特征都与规范承诺具有积极关系; (c)情绪稳定性,外向性和开放经验与持续承诺负相关。尤其是,人们发现“和ness可亲”是与情感和规范承诺密切相关的特质。研究结果还表明,在集体主义文化中,和gree可亲性与情感和规范承诺的关系比在个人主义文化中更强。我们提供这些发现对人格,工作态度以及员工选择和保留的理论和实践意义。

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