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.,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.,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.,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.,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.,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.

中文翻译：

---

预测工作相关结果时参考人格的情绪与情绪框架

本文的目的是研究与工作相关的和个性化的Emic情境化在预测与工作相关的结果中的作用。总共，有224名员工完成了工作上下文化和非上下文化的五种模式测量，结果表明，在控制了人口变量和非情境性动机因素后，情境性因素可以预测职业压力，工作投入，工作满意度，工作挫折感，离职意向，职业满意度和组织公民行为。在控制了人口统计变量，非上下文动机因素和上下文动机因素之后，Emic情境化的人格因素预测了工作投入，工作满意度，旷工，适得其反的工作场所行为和组织公民行为。该研究有许多局限性。首先，样本包含从少数专业领域招募的参与者。其次，样本主要由女性组成，依靠不平衡的样本可能会导致构建不相关的方差。通过结合使用性格个性测度和情境化的性格个性测度，组织可以更好地预测与角色外相关的许多组织结果表现，如本研究中所考虑的那样。该研究表明，在性格评估的情况下，