ABSTRACT

Several meta-analyses have demonstrated that personality is an important predictor of organizational citizenship behavior (OCB). However, these meta-analyses have almost exclusively focused on Big Five personality domains, whereas recent evidence suggests that personality might be captured more accurately by the six HEXACO domains. Here, we provide a comprehensive meta-analysis of all HEXACO domain- and facet-level relations with OCB (k = 21). Extraversion (ρ = .347) exhibits the strongest relation with OCB, followed by Conscientiousness (ρ = .319), Agreeableness (ρ = .217), Honesty-Humility (ρ = .208), and Openness to Experience (ρ = .195). Emotionality does not correlate with OCB (ρ = −.002). The six HEXACO domains explain 13.7% of the variance in OCB, whereas the amount of explained variance increases by 3.4% when using the 24 HEXACO facets (R² = .171). This discrepancy can be explained by masking effects among the facets of Honesty-Humility and Conscientiousness, and by a cancellation effect among the facets of Emotionality. Theoretical, methodological, and practical implications as well as limitations and ideas for future research are discussed.

摘要

多项荟萃分析表明，人格是组织公民行为（OCB）的重要预测指标。然而，这些荟萃分析几乎完全集中在五个大的人格领域，而最近的证据表明，六个HEXACO域可能更准确地捕获了人格。在这里，我们对与OCB（k= 21）。外向性（ρ= .347）与OCB的关系最密切，其次是尽责性（ρ= .319），宜人性（ρ= .217），诚实谦逊（ρ= .208）和开放经验（ρ=。 195）。情绪与OCB不相关（ρ= −.002）。六个HEXACO域解释了OCB中13.7％的方差，而当使用24个HEXACO方面时，被解释方差的量增加了3.4％（R ²  = .171）。这种差异可以通过诚实-谦卑和尽责的方面之间的掩盖效应，以及通过情感方面的抵消效应来解释。讨论了理论，方法论和实践意义以及未来研究的局限性和想法。