人格特征如何影响创新型员工工作绩效?——基于敬业度的中介作用

How do Personality Traits Affect Innovative Employees' Performance:Taking Employee Engagement as Mediator Variables

通过引入大二人格特征模型,深入探讨创新型员工人格特征对工作绩效的影响机制。对全国23家高新技术企业121名技术创新型员工的调查数据进行统计分析,利用层次回归分析模型检验人格特征中的稳定性因素、弹性因素对工作绩效的影响路径以及敬业度的中介作用。研究结果表明,大二人格特征模型能够有效预测创新型员工工作绩效和敬业度,稳定性因素和弹性因素对员工敬业度和工作绩效都有显著正向影响;敬业度在稳定性因素与任务绩效、稳定性因素与关系绩效中都发挥部分中介作用;敬业度在弹性因素与任务绩效中发挥部分中介作用,在弹性因素与关系绩效中发挥完全中介作用。

By introducing the model of Big Two, the present study examined the functional mechanisms between personality of innovative employees and job performance. Based on the data of 121 innovative employees captured from 23 national high - tech firms, we analyzed the influencing path between the meta traits of stability and plasticity with the employee engage- ment and job performance. The results revealed that ： （ 1 ） the Big Two model is the significant predictor of innovative em- ployees＇performance and employee engagement ; in addition, the meta traits of stability and plasticity have significantly pos- itive impact on performance and employee engagement ; （2） employee engagement partly mediates the meta traits of stabili- ty＇ s influences on task performance and contextual performance; （3） employee engagement partly mediates the relation- ship between plasticity and task performance; （4） employee engagement fully mediates the relationship between plasticity and contextual performance.