Voice, creativity, and big five personality traits: A meta-analysis

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2018-12-07 DOI:10.1080/08959285.2018.1550782

Mortaza Zare, Carol Flinchbaugh

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引用次数: 57

Abstract

ABSTRACT Due to the benefits of voice and creativity on organizations’ effectiveness, scholars have tried to understand the reasons why employees engage in voice and creativity and determine the antecedents of these behaviors, including the role of personality. Previous literature, however, has shown inconsistent results about the effect of personality on voice and creativity. Addressing these inconsistencies, the authors use a meta-analytic approach to examine these relationships and to test potential boundary conditions that might exist in these relationships. This study also seeks to provide empirical support for the previous theoretical claims of similarity between voice and creativity. Clarifying these points, the results of this meta-analysis showed that Openness to Experience, Extraversion, and Conscientiousness are good predictors of creativity and voice. The findings also reveal similar directions and magnitudes of effects sizes in most of the relationships between the Big Five, voice, and creativity, which appears to support the similarities between voice and creativity. The moderation results provide further information about the role of gender differences, the sample type (student/employee sample), and the source of rating (self/other reporting) in these relationships.

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声音、创造力和五大人格特征:荟萃分析

由于建言和创造力对组织有效性的好处，学者们试图理解员工从事建言和创造力的原因，并确定这些行为的前因，包括人格的作用。然而，之前的文献显示，性格对声音和创造力的影响结果并不一致。为了解决这些不一致，作者使用元分析方法来检查这些关系，并测试这些关系中可能存在的潜在边界条件。本研究还试图为先前关于声音和创造力之间相似性的理论主张提供实证支持。澄清了这些观点，本荟萃分析的结果表明，经验开放性、外向性和责任心是创造力和发言权的良好预测因子。研究结果还揭示了五大因素、声音和创造力之间的大多数关系的方向和影响大小相似，这似乎支持了声音和创造力之间的相似性。调节结果提供了关于性别差异、样本类型(学生/员工样本)和评级来源(自我/他人报告)在这些关系中的作用的进一步信息。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.