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The Org-B5: Development of a Short Work Frame-of-Reference Measure of the Big Five
Journal of Management ( IF 9.3 ) Pub Date : 2021-06-04 , DOI: 10.1177/01492063211002627
Chandra Shekhar Pathki 1 , Donald H. Kluemper 2 , Jeremy D. Meuser 3 , Benjamin D. McLarty 4
Affiliation  

The literature suggests that contextualized personality measures yield stronger predictive validity. However, frame-of-reference (FOR) theory is underdeveloped, and existing work-FOR personality measures have several limitations. Integrating FOR research with the knowledge-and-appraisal personality architecture (KAPA) theoretical framework, we developed a new work-FOR personality measure: the 20-item ORG-B5. Study 1 summarizes the procedure used to select the items and tests its basic psychometric properties with two samples. Study 2 shows that the ORG-B5 has good convergent and discriminant validity and outperforms the Mini-Markers and the Mini-IPIP in its base psychometrics. Study 3 demonstrates that the ORG-B5 predicts work-engagement and leader-member exchange (LMX), while Study 4a and 4b shows incremental validity of the ORG-B5 above other Big Five measures in predicting work-engagement and LMX. Study 5 demonstrates measurement invariance between native and nonnative English speakers and compares the criterion and incremental validity of the ORG-B5 beyond another work-FOR measure. Study 6 demonstrates convergence between self- and coworker ratings of the ORG-B5 and its prediction of time-lagged self-reported engagement and LMX and supervisor-reported deviance and task performance. Given these results, we argue that the ORG-B5 is a reliable and short personality measure more appropriate than existing measures for organizational research.



中文翻译:

Org-B5:制定五巨头的简短工作参考框架

文献表明,情境化人格测量会产生更强的预测效度。然而,参考框架 (FOR) 理论不发达,现有的工作-FOR 人格测量有几个局限性。将 FOR 研究与知识和评估人格架构 (KAPA) 理论框架相结合,我们开发了一种新的工作 - FOR 人格测量:20 项 ORG-B5。研究 1 总结了用于选择项目并使用两个样本测试其基本心理测量特性的程序。研究 2 表明 ORG-B5 具有良好的收敛效度和判别效度,并且在其基础心理测量学方面优于 Mini-Markers 和 Mini-IPIP。研究 3 表明 ORG-B5 预测工作投入和领导成员交换 (LMX),而研究 4a 和 4b 显示 ORG-B5 在预测工作投入和 LMX 方面的有效性高于其他五大指标。研究 5 展示了母语为英语和非母语为英语的人之间的测量不变性,并比较了 ORG-B5 的标准和增量有效性超出另一个 work-FOR 测量。研究 6 证明了 ORG-B5 的自我和同事评分与其对时间滞后的自我报告参与度和 LMX 以及主管报告的偏差和任务绩效的预测之间的收敛性。鉴于这些结果,我们认为 ORG-B5 是一种可靠且简短的人格测量,比现有的组织研究测量更合适。研究 5 展示了母语为英语和非母语为英语的人之间的测量不变性,并比较了 ORG-B5 的标准和增量有效性超出另一个 work-FOR 测量。研究 6 证明了 ORG-B5 的自我和同事评分与其对时间滞后的自我报告参与度和 LMX 以及主管报告的偏差和任务绩效的预测之间的收敛性。鉴于这些结果,我们认为 ORG-B5 是一种可靠且简短的人格测量,比现有的组织研究测量更合适。研究 5 展示了母语为英语和非母语为英语的人之间的测量不变性,并比较了 ORG-B5 的标准和增量有效性超出另一个 work-FOR 测量。研究 6 证明了 ORG-B5 的自我和同事评分与其对时间滞后的自我报告参与度和 LMX 以及主管报告的偏差和任务绩效的预测之间的收敛性。鉴于这些结果,我们认为 ORG-B5 是一种可靠且简短的人格测量,比现有的组织研究测量更合适。

更新日期:2021-06-04
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