Emic vs etic frame of reference personality assessment in the prediction of work-related outcomes

摘要

Purpose The purpose of this paper is to investigate the effect of both work-related and emic contextualization of personality measurement in the prediction of work-related outcomes. Design/methodology/approach In total, 224 employees completed work-contextualized and non-contextualized Big Five model measures, as well as contextualized emic personality measures, together with a number of measures for work-related outcomes. Findings Results showed that, after controlling for demographic variables and non-contextualized etic factors, etic contextualized factors predicted occupational stress, work engagement, job satisfaction, work frustration, turnover intention, career satisfaction and organizational citizenship behavior. After controlling for demographic variables, non-contextualized etic factors and contextualized etic factors, emic contextualized personality factors predicted work engagement, job satisfaction, absenteeism, counterproductive workplace behaviors and organizational citizenship behaviors. Research limitations/implications - The study has a number of limitations. First, the sample contained participants recruited from a low number of professional areas. Second, the sample consisted mostly of women, and relying on unbalanced samples may lead to construct irrelevant variance. Practical implications - By using a combination of etic personality measures and contextualized emic personality measures, organizations can better predict a number of organizational outcomes related to extra-role performance, such as those considered in the present study. Originality/value This research showed that, in the case of personality assessment, using a double form of contextualization - frame of reference and culture - an increment in the prediction of organizational behaviors can be obtained.