Employees’ organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment is a useful approach for selecting employees who are likely to exhibit OCB. To test this proposition, we developed a structured job interview measuring the Big Five traits and then compared this interview to a personality self-report measure to determine which method of personality assessment works best for selecting organizational citizens. Employees (N = 223) from various occupations participated in the structured job interview and completed the personality self-report in a simulated selection setting. We then obtained supervisor ratings of employees’ OCB. Results supported the assumption that structured job interviews can be specifically designed to assess the Big Five personality traits and, most importantly, to predict OCB. Interview ratings of specific personality traits differentially predicted different types of OCB (i.e., OCB-compliance, OCB-helping, and OCB-initiative) and explained incremental variance in OCB over and above personality self-reports and verbal cognitive ability. Taken together, these findings expand our knowledge about dispositional predictors of OCBs, personality assessment in selection, and the design of job interviews.

员工的组织公民行为（OCB）是组织有效性的重要驱动力。然而，目前还没有成熟的工具来选择有从事 OCB 倾向的员工。鉴于人格特质描述了典型的行为倾向并且是确定的 OCB 预测因子，我们建议人格评估是选择可能表现出 OCB 的员工的有用方法。为了验证这个命题，我们开发了一个结构化的工作面试来衡量大五特征，然后将该面试与人格自我报告测量进行比较，以确定哪种人格评估方法最适合选择组织公民。员工（N = 223) 来自不同职业的人参加了结构化的工作面试，并在模拟选拔环境中完成了个性自我报告。然后我们获得了员工OCB的主管评级。结果支持这样的假设，即结构化工作面试可以专门用于评估大五人格特征，最重要的是，可以预测 OCB。对特定人格特征的访谈评级差异地预测了不同类型的 OCB（即 OCB 顺从性、OCB 帮助和 OCB 主动性），并解释了 OCB 在人格自我报告和言语认知能力之外的增量差异。总之，这些发现扩展了我们对 OCB 的性格预测因素、选择中的人格评估和工作面试设计的了解。