In this study, we investigated the interaction effects between honesty-humility and two contextual perception variables (perceptions of organizational politics and perceptions of interactional justice) on two dimensions of job performance (task performance and organizational citizenship behavior). In a multiple rater design, we dissociated the assessments of the contextual perception variables (rated by target employees), personality traits (rated by colleagues), and job performance (rated by supervisors) from each other. We expected employees lower in honesty-humility to adapt their behavior according to the perceived context, whereas employees higher in honesty-humility were expected to perform equally well irrespective of the perceived environment. Results supported the hypothesized interactions in general.

中文翻译：

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诚实与谦卑与情境感知相互作用，预测任务绩效和组织公民行为

在这项研究中，我们调查了诚实谦卑与两个上下文感知变量（组织政治观念和互动正义观念）之间在工作绩效（任务绩效和组织公民行为）两个维度上的相互作用。在多重评估者设计中，我们彼此分离了对上下文感知变量（由目标员工评估），人格特质（由同事评估）和工作绩效（由主管评估）的评估。我们期望诚实谦卑的员工根据感知的环境来适应他们的行为，而诚实谦卑的员工则无论感知的环境如何，其表现都一样好。结果总体上支持了假设的相互作用。