In the present paper, the relationship between neuroticism and supervisory ratings of performance is examined using a dynamic approach to personality. This approach integrates both within‐ and between‐person differences by looking at individual differences in baseline neuroticism, neuroticism variability and neuroticism attractor strength. Our findings showed that baseline neuroticism related to lower supervisory ratings of performance, and that a high level of baseline neuroticism is particularly detrimental for people who fail to return to their baseline swiftly. Altogether, these findings demonstrate that adopting a more integrative, dynamic approach to personality has the potential to contribute to a better understanding of the personality–performance relationship.

中文翻译：

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重新审视神经质–绩效链接：动态解决个体差异的方法

在本文中，使用动态的人格方法研究了神经质与绩效监督等级之间的关系。这种方法通过观察基线神经质，神经质变异性和神经质吸引子强度的个体差异，整合了人际差异和人际差异。我们的研究结果表明，基线神经质与较低的绩效监督等级有关，而较高水平的基线神经质对无法迅速返回基线的人们尤其有害。总而言之，这些发现表明，对人格采取更加综合，动态的方法有可能有助于更好地理解人格与绩效的关系。