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Trait Activation Theory: A Review of the Literature and Applications to Five Lines of Personality Dynamics Research
Annual Review of Organizational Psychology and Organizational Behavior ( IF 14.3 ) Pub Date : 2021-01-14 , DOI: 10.1146/annurev-orgpsych-012420-062228
Robert P. Tett 1 , Margaret J. Toich 1 , S. Burak Ozkum 1
Affiliation  

Extending interactionist principles and targeting situational specificity of trait–performance linkages, trait activation theory (TAT) posits personality traits are expressed as valued work behavior in response to trait-relevant situational cues, subject to constraints and other factors, all operating at the task, social, and organizational levels. Review of 99 key sources citing TAT spanning 2011–2019 reveals diverse applications (e.g., bidirectionality, trait specificity, team building) and an overall 60% significance rate for 262 TAT-based moderator effects reported in 60 of 75 empirical studies. Applying five key aspects of TAT (e.g., behavior/performance distinction, need-based motivation) to five lines of personality dynamics research (e.g., personality states, self-regulation models of motivation) supports TAT as a vehicle for advancing understanding of within-person variability over brief and extended timelines. Critical research needs include personality-oriented work analysis, longitudinal study of trait-situation processes, trait activation in teams, within-job bidirectionality, and situation relevance as a unifying principle in advancing person–workplace fit.

中文翻译:


特质激活理论:文献综述及其在五种人格动态研究中的应用

特质激活理论(TAT)扩展了互动主义原则并针对特质与绩效联系的情境特殊性,将人格特质表达为有价值的工作行为,以响应与特质相关的情境线索,受约束和其他因素的影响,这些工作都在任务中进行,社会和组织层面。对99个关键来源的综述(引用了2011-2019年的TAT)显示,在75项实证研究中,有60篇报道了262种基于TAT的主持人效应,应用范围广泛(例如,双向性,特质特异性,团队建设)和整体显着性率为60%。将TAT的五个关键方面(例如,行为/绩效差异,基于需求的动机)应用于人格动态研究的五个方面(例如,人格状态,自我调节的动机模型)支持TAT作为一种工具,可以在较短的时间范围内和延长的时间范围内加深对人际变异的理解。关键的研究需求包括以人格为导向的工作分析,对特质状况过程的纵向研究,团队中的特质激活,工作中的双向性以及与情境相关性作为推进人与工作场所适应性的统一原则。

更新日期:2021-01-16
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