The effect of personality on task performance and adaptive performance The mediating effect of job crafting and the moderating effect of leader’s empowering behavior
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Nov 30, 2016
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Abstract
The first purpose of this study was to investigate the effect of personality(extraversion, openness, conscientiousness) on job crafting. The second purpose was to examine the effects of job crafting on task performance and adaptive performance. The third purpose was to examine the mediating effects of job crafting on the relationship between personality(extraversion, openness, conscientiousness) and job performance(task performance, adaptive performance). The last purpose was to testify the moderating effect of the leader’s empowering behavior on the relationship between personality(extraversion, openness, conscientiousness) and job crafting. Data were collected from 167 employees who were working in a variety of organizations in Korea by the survey research method. Both task performance and adaptive performance were rated by others(peer or supervisor). The result of this study showed that the relationship between personality(openness, conscientiousness) and job crafting, and the relationship between job crafting and job performance(task performance, adaptive performance) were significantly positive. Also, the job crafting had full mediation effect on the relationship between personality(openness, conscientiousness) and job performance(task performance, adaptive performance). Leader’s empowering behavior had moderation effect on the relationship between conscientiousness and job crafting. That is, the positive relationship between conscientiousness and job crafting was stronger when leader’s empowering behavior was lower rather than higher. Based on these results, we discussed the implications and limitations of the study, and the suggestions for the future research.
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LeeC., & YooT. (2016). The effect of personality on task performance and adaptive performance: The mediating effect of job crafting and the moderating effect of leader’s empowering behavior. Korean Journal of Industrial and Organizational Psychology, 29(4), 607-630. Retrieved from https://journal.ksiop.or.kr/index.php/KJIOP/article/view/123
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Empirical Articles
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References
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류승아 (2013). 일터영성이 일가치감과 과제수행에 미치는 영향에서 잡 크래프팅의 매개 효과, 성균관대학교 일반대학원 석사학위논문.
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유태용, 이기범, Ashton, M. C. (2004). 한국판 HEXACO 성격검사의 구성 타당화 연구. 한국심리학회지: 사회 및 성격, 18(3), 61-75.
유태용, 이도형 (1997). 다양한 직군에서의 성격의 5요인과 직무수행간의 관계. 한국심리학회 연차 학술발표논문집, 687-701.
임명기, 하유진, 오동준, 손영우 (2014). 한국판 잡 크래프팅 척도 (JCQ-K) 의 타당화 연구. 기업경영연구, 56, 181-206.
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한태영 (2005). 적응수행에 대한 개인 및 팀 수준의 영향: 다수준 (multilevel) 접근법의 적용. 한국심리학회지: 산업 및 조직, 18(1), 51-77.
Allworth, E., & Hesketh, B. (1999). Construct- oriented biodata: Capturing change-related and contextually relevant future performance, International Journal of Selection and Assessment, 7, 97-111.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950-967.
Arnold, J. A., Arad, S., Rhoades, J. A., & Drasgow, F. (2000). The empowering leadership questionnaire: The construction and validation of a new scale for measuring leader behaviors. Journal of Organizational Behavior, 21(3), 249-269.
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359-1378.
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Barrick, M. R., Mount, M. K., & Strauss, J. P. (1993). Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting, Journal of Applied Psychology, 78, 715-722.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates, Journal of Organizational Behavior, 14, 103-118.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman(Eds.), Personnel selection in organizations(pp. 71-98). San Francisco, CA: Jossey-Bass.
Bowen, D. E., & Lawler III, E. E. (2006). The empowerment of service workers: What, why, how, and when. In D. Patrick & A. Costas(Eds.), Managing innovation and change (pp. 155-169). CA: Sage.
Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599-609.
Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471-482.
Costa, P. T., & McCrae, R. R. (1992). Revised NEO personality inventory (NEO PI-R) and NEO five-factor inventory (NEO FFI): Professional manual. Psychological Assessment Resources.
Crant, J. M. (1995). The proactive personality scale and objective job performance among real estate agents, Journal of Applied Psychology, 80, 532-537.
Csikszentmihalyi, M. (1990). Flow: The psychology of optimal performance, New York: Cambridge University Press.
Demerouti, E. (2015). Design your own job through job crafting. European Psychologist, 19(4), 237-247.
Fletcher, J. K. (1998). Relational practice: A feminist reconstruction of work. Journal of Management Inquiry, 7, 163-186.
Goldberg, L. R. (1999). A broad-bandwidth, public-domain, personality inventory measuring the lower-level factors several five-factor models. Personality Psychology in Europe, 7, 7-28.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.
Hartline, M. D., & Ferrell, O. C. (1996). The management of customer-contact service employees: An empirical investigation. The Journal of Marketing, 60(4), 52-70.
Hough, L. M. (2003). Emerging trends and needs in personality research and practice: Beyond main effects, In N. Schmitt(Ed.), Personality and work: Reconsidering the role of personality in organizations(pp. 289-325). San Francisco, CA: Jossey-Bass.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response distortion on those validities. Journal of Applied Psychology, 75(5), 581-595.
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Konczak, L. J., Stelly, D. J., & Trusty, M. L. (2000). Defining and measuring empowering leader behaviors: Development of an upward feedback instrument. Educational and Psychological Measurement, 60(2), 301-313.
Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2), 142-152.
McCrae, R. R., & John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 60(2), 175-215.
Mischel, W. (1968). Personality and assessment. New York: Wiley.
Mumford, M. D., Baughman, W. A., Threlfall, K. V., Uhlman, C. E., & Costanza, D. P. (1993). Personality, adaptability, and performance: Performance on well-defined problem solving tasks. Human Performance, 6(3), 241-285.
Nardi, B. A., & Engestrom, Y. (1999). A web on the wind: The structure of invisible work. Computer Supported Cooperative Work (CSCW), 8(1), 1-8.
Norman, W. T. (1963). Toward an adequate taxonomy of personality attributes: Replicated factor structure in peer nomination personality ratings. The Journal of Abnormal and Social Psychology, 66(6), 574-583.
Phares, E. J., & Erskine, N. (1984). The measurement of selfism, Educational and Psychological Measurement, 44, 597-608.
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김천석, 유태용 (2005). 정서지능, 인지능력, 성격의 구성개념간 변별성과 정서지능의 과업수행, 맥락수행, 적응수행에 대한 증분타당도 검증. 한국심리학회지: 산업 및 조직, 18(2), 271-298.
김혜선, 탁진국 (2015). 리더의 임파워링 행동이 직무 열의에 미치는 영향. 한국심리학회지: 산업 및 조직, 28(2), 275-299.
류승아 (2013). 일터영성이 일가치감과 과제수행에 미치는 영향에서 잡 크래프팅의 매개 효과, 성균관대학교 일반대학원 석사학위논문.
박근수, 유태용 (2007). 한국형 일몰입 척도 개발 및 타당화 연구, 한국심리학회지: 산업 및 조직, 20, 81-112.
박재환, 김우종 (2014). HEXACO 성격요인과 창업가정신, 기업성과 간의 관련성 연구. 중소기업연구, 36(2), 147-168.
박한규, 이 찬 (2015). 대기업 근로자의 직무 재창조(job crafting)와 개인 및 팀 수준 변인의 위계적 관계. 한국기업교육학회 학술대회, 4..
박희진, 손영우 (2009). 임파워링 리더행동과 팀원들의 학습행동 및 교류기억의 관계: 팀 효능감, 혁신성향 및 리더에 대한 신뢰의 매개효과. 한국심리학회지: 산업 및 조직, 22(1), 1-25.
손향신, 유태용 (2011). 개방성, 외향성, 핵심자기평가가 변화몰입과 적응수행에 미치는 영향. 한국심리학회지: 산업 및 조직, 24(2), 281-306.
유태용 (2007). 성격의 6 요인(HEXACO) 모델에 의한 성격특성과 조직구성원 직무수행 간의 관계. 한국심리학회지: 산업 및 조직, 20(3), 283-314.
유태용 역 (2016). 산업 및 조직심리학(제 11판). 서울: 시그마프레스.
유태용, 이기범, Ashton, M. C. (2004). 한국판 HEXACO 성격검사의 구성 타당화 연구. 한국심리학회지: 사회 및 성격, 18(3), 61-75.
유태용, 이도형 (1997). 다양한 직군에서의 성격의 5요인과 직무수행간의 관계. 한국심리학회 연차 학술발표논문집, 687-701.
임명기, 하유진, 오동준, 손영우 (2014). 한국판 잡 크래프팅 척도 (JCQ-K) 의 타당화 연구. 기업경영연구, 56, 181-206.
조주연, 김명소 (2014). 직무의미창조(Job Crafting) 척도 개발 및 타당화 연구. 호서대학교 일반대학원 박사학위논문.
최금용, 구자숙 (2015). 잡 크래프팅(Job Crafting)이 개인 성과 및 조직 성과에 미치는 영향_심리적 상태의 매개효과, 조직 동일시, 조직신뢰의 조절효과를 중심으로. 경희대학교 일반대학원 석사학위논문.
한태영 (2005). 적응수행에 대한 개인 및 팀 수준의 영향: 다수준 (multilevel) 접근법의 적용. 한국심리학회지: 산업 및 조직, 18(1), 51-77.
Allworth, E., & Hesketh, B. (1999). Construct- oriented biodata: Capturing change-related and contextually relevant future performance, International Journal of Selection and Assessment, 7, 97-111.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950-967.
Arnold, J. A., Arad, S., Rhoades, J. A., & Drasgow, F. (2000). The empowering leadership questionnaire: The construction and validation of a new scale for measuring leader behaviors. Journal of Organizational Behavior, 21(3), 249-269.
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human Relations, 65(10), 1359-1378.
Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.
Barrick, M. R., Mount, M. K., & Strauss, J. P. (1993). Conscientiousness and performance of sales representatives: Test of the mediating effects of goal setting, Journal of Applied Psychology, 78, 715-722.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates, Journal of Organizational Behavior, 14, 103-118.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman(Eds.), Personnel selection in organizations(pp. 71-98). San Francisco, CA: Jossey-Bass.
Bowen, D. E., & Lawler III, E. E. (2006). The empowerment of service workers: What, why, how, and when. In D. Patrick & A. Costas(Eds.), Managing innovation and change (pp. 155-169). CA: Sage.
Colbert, A. E., Mount, M. K., Harter, J. K., Witt, L. A., & Barrick, M. R. (2004). Interactive effects of personality and perceptions of the work situation on workplace deviance. Journal of Applied Psychology, 89(4), 599-609.
Conger, J. A., & Kanungo, R. N. (1988). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471-482.
Costa, P. T., & McCrae, R. R. (1992). Revised NEO personality inventory (NEO PI-R) and NEO five-factor inventory (NEO FFI): Professional manual. Psychological Assessment Resources.
Crant, J. M. (1995). The proactive personality scale and objective job performance among real estate agents, Journal of Applied Psychology, 80, 532-537.
Csikszentmihalyi, M. (1990). Flow: The psychology of optimal performance, New York: Cambridge University Press.
Demerouti, E. (2015). Design your own job through job crafting. European Psychologist, 19(4), 237-247.
Fletcher, J. K. (1998). Relational practice: A feminist reconstruction of work. Journal of Management Inquiry, 7, 163-186.
Goldberg, L. R. (1999). A broad-bandwidth, public-domain, personality inventory measuring the lower-level factors several five-factor models. Personality Psychology in Europe, 7, 7-28.
Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3-34.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.
Hartline, M. D., & Ferrell, O. C. (1996). The management of customer-contact service employees: An empirical investigation. The Journal of Marketing, 60(4), 52-70.
Hough, L. M. (2003). Emerging trends and needs in personality research and practice: Beyond main effects, In N. Schmitt(Ed.), Personality and work: Reconsidering the role of personality in organizations(pp. 289-325). San Francisco, CA: Jossey-Bass.
Hough, L. M., Eaton, N. K., Dunnette, M. D., Kamp, J. D., & McCloy, R. A. (1990). Criterion-related validities of personality constructs and the effect of response distortion on those validities. Journal of Applied Psychology, 75(5), 581-595.
Hough, L. M., & Schneider, R. J. (1996). Personality traits, taxonomies, and applications in organizations. In K. R. Murphy.(Ed.), Individual differences and behavior in organizations(pp. 31-88). San Francisco, CA: Jossey-Bass.
Konczak, L. J., Stelly, D. J., & Trusty, M. L. (2000). Defining and measuring empowering leader behaviors: Development of an upward feedback instrument. Educational and Psychological Measurement, 60(2), 301-313.
Lu, C. Q., Wang, H. J., Lu, J. J., Du, D. Y., & Bakker, A. B. (2014). Does work engagement increase person–job fit? The role of job crafting and job insecurity. Journal of Vocational Behavior, 84(2), 142-152.
McCrae, R. R., & John, O. P. (1992). An introduction to the five-factor model and its applications. Journal of Personality, 60(2), 175-215.
Mischel, W. (1968). Personality and assessment. New York: Wiley.
Mumford, M. D., Baughman, W. A., Threlfall, K. V., Uhlman, C. E., & Costanza, D. P. (1993). Personality, adaptability, and performance: Performance on well-defined problem solving tasks. Human Performance, 6(3), 241-285.
Nardi, B. A., & Engestrom, Y. (1999). A web on the wind: The structure of invisible work. Computer Supported Cooperative Work (CSCW), 8(1), 1-8.
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