HEXACO Personality and Organizational Citizenship Behavior: A Domain- and Facet-Level Meta-Analysis

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2020-08-01 DOI:10.1080/08959285.2021.1891072

J. Pletzer, J. Oostrom, Reinout E. de Vries

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引用次数: 26

Abstract

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.

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HEXACO人格与组织公民行为:领域与层面的元分析

摘要多项荟萃分析表明，人格是组织公民行为的重要预测因子。然而，这些荟萃分析几乎只关注五大人格领域，而最近的证据表明，六个HEXACO领域可能更准确地捕捉到人格。在这里，我们对所有HEXACO领域和方面层面与OCB的关系进行了全面的荟萃分析（k=21）。外向性（ρ=.347）与强迫症的关系最强，其次是尽责性（ρ=.319）、合意性（ρ=0.217）、诚实谦逊（ρ=.208）和对经验的开放性（ρ=1.195）。情绪性与强迫症无关（ρ=−.002）。六个HEXACO域解释了强迫症13.7%的方差，而当使用24个HEXACO方面时，解释的方差增加了3.4%（R2=.171）。这种差异可以通过诚实、谦逊和认真方面之间的掩蔽效应以及情感方面之间的抵消效应来解释。讨论了理论、方法和实践意义，以及未来研究的局限性和想法。

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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.