ABSTRACT

Due to the benefits of voice and creativity on organizations’ effectiveness, scholars have tried to understand the reasons why employees engage in voice and creativity and determine the antecedents of these behaviors, including the role of personality. Previous literature, however, has shown inconsistent results about the effect of personality on voice and creativity. Addressing these inconsistencies, the authors use a meta-analytic approach to examine these relationships and to test potential boundary conditions that might exist in these relationships. This study also seeks to provide empirical support for the previous theoretical claims of similarity between voice and creativity. Clarifying these points, the results of this meta-analysis showed that Openness to Experience, Extraversion, and Conscientiousness are good predictors of creativity and voice. The findings also reveal similar directions and magnitudes of effects sizes in most of the relationships between the Big Five, voice, and creativity, which appears to support the similarities between voice and creativity. The moderation results provide further information about the role of gender differences, the sample type (student/employee sample), and the source of rating (self/other reporting) in these relationships.

摘要

由于声音和创造力对组织有效性的好处，学者们试图了解员工从事声音和创造力的原因，并确定这些行为的前因，包括人格作用。然而，先前的文献显示出关于人格对声音和创造力影响的不一致结果。为了解决这些矛盾，作者使用了荟萃分析的方法来检查这些关系并测试这些关系中可能存在的潜在边界条件。这项研究还试图为声音和创造力之间相似性的先前理论主张提供经验支持。为了澄清这些观点，这项荟萃分析的结果表明，体验的开放性，外向性，尽责和尽责是创造力和发言权的良好预测。研究结果还揭示了在五巨头，声音和创造力之间的大多数关系中，效果大小的方向和大小相似，这似乎支持声音和创造力之间的相似性。审核结果提供了有关性别差异的作用，样本类型（学生/雇员样本）以及这些关系中的评分来源（自我/其他报告）的更多信息。