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The Interaction Between Conscientiousness and General Mental Ability: Support for a Compensatory Interaction in Task Performance
Journal of Business and Psychology ( IF 6.604 ) Pub Date : 2022-01-07 , DOI: 10.1007/s10869-021-09780-1
Alexandra M. Harris-Watson 1 , Mei-Chuan Kung 2 , Michael C. Tocci 3 , Anthony S. Boyce 4 , Jeff A. Weekley 5 , Nigel Guenole 6, 7 , Nathan T. Carter 8
Affiliation  

We propose a compensatory interactive influence of conscientiousness and GMA in task performance such that conscientiousness is most beneficial to performance for low-GMA individuals. Drawing on trait by trait interaction theory and empirical evidence for a compensatory mechanism of conscientiousness for low GMA, we contrast our hypothesis with prior research on a conscientiousness-GMA interaction and argue that prior research considered a different interaction type. We argue that observing a compensatory interaction likely requires (a) considering the appropriate interaction form, including a possible curvilinear conscientiousness-performance relationship; (b) measuring the full conscientiousness domain (as opposed to motivation proxies); (c) narrowing the criterion domain to reflect task performance; and (d) appropriate psychometric scoring of variables to increase power and avoid type 1 error. In four employee samples (N1 = 300; N2 = 261; N3 = 1,413; N4 = 948), we test a conscientiousness-GMA interaction in two employee samples. In three of four samples, results support a nuanced compensatory mechanism such that conscientiousness compensates for low to moderate GMA, and high conscientiousness may be detrimental to or unimportant for task performance in high-GMA individuals.



中文翻译:

责任心和一般心理能力之间的相互作用:支持任务执行中的补偿性相互作用

我们提出补偿尽责性和 GMA 在任务绩效中的交互影响,因此尽责性对低 GMA 个体的绩效最有利。利用特质相互作用理论的特质和低 GMA 责任心补偿机制的经验证据,我们将我们的假设与先前关于责任心-GMA 相互作用的研究进行对比,并认为先前的研究考虑了不同的相互作用类型。我们认为,观察补偿性互动可能需要(a)考虑适当的互动形式,包括可能的曲线尽责性-绩效关系;(b) 衡量完整的尽责性领域(相对于动机代理);(c) 缩小标准范围以反映任务绩效;(d) 对变量进行适当的心理测量评分,以增加功效并避免第 1 类错误。在四个员工样本中(N 1  = 300;N 2  = 261; N 3  = 1,413;N 4  = 948),我们在两个员工样本中测试尽责性-GMA 交互。在四个样本中的三个样本中,结果支持一种微妙的补偿机制,即尽责性可以补偿低到中等 GMA,而高尽责性可能对高 GMA 个体的任务表现有害或不重要。

更新日期:2022-01-08
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