Although understanding the relationship between the individual and work environment is a core concern of organizational research, few studies have examined longitudinal transactions between Big-5 personality traits and job characteristics. Building on research in personality and job design we develop hypotheses detailing transactions between Big-5 personality traits (i.e., openness, conscientiousness, extraversion, agreeableness, neuroticism) and two key job characteristics (i.e., job discretion and workload). Specifically, we hypothesize and test transactions with regard to the effects of job characteristics on personality, the effects of personality on job characteristics, and the reciprocal effects between these constructs. Our findings, based on a latent change score analysis of data collected over three waves across 20 years, show strongest support for the effects of job characteristics on personality, particularly the effects of workload on personality change in openness, extraversion, and agreeableness. We found no effects of job discretion on personality, limited support for the effects of personality on job characteristics (except a positive effect of neuroticism on job discretion), and no evidence of reciprocal effects.

中文翻译：

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20 年来 Big-5 人格特质与工作特征之间的交易

尽管理解个人与工作环境之间的关系是组织研究的核心问题，但很少有研究考察大五人格特质与工作特征之间的纵向交易。在人格和工作设计研究的基础上，我们开发了详细描述五巨头人格特质（即开放性、尽责性、外向性、随和性、神经质）和两个关键工作特征（即工作谨慎性和工作量）之间的交易的假设。具体而言，我们假设并测试了关于工作特征对人格的影响、人格对工作特征的影响以及这些结构之间的相互影响的交易。我们的研究结果基于对 20 年来三个波次收集的数据的潜在变化评分分析，对工作特征对人格的影响表现出最强烈的支持，尤其是工作量对开放性、外向性和宜人性等人格变化的影响。我们没有发现工作自由裁量权对人格的影响，对个性对工作特征影响的支持有限（除了神经质对工作自由裁量权的积极影响），并且没有相互影响的证据。