大五人格特质与员工发展关系的实证研究-管理科学与工程专业论文.docx

摘 摘 要 I I 摘 要 随着时代发展和科技进步，员工发展对组织和员工个人都越来越重要。而以 往关于员工发展的研究多是从组织情境因素、领导风格这些角度考察，很少从人 的更一般的特质来研究，因此本文从大五人格特质来考察其对员工发展的影响扩 充了员工发展理论。 本研究以某地区 6 家企业的 368 名员工为样本进行实证分析，提出如下假设： 即大五人格特质对员工发展有显著影响，并以领导成员交换作为中介，新心理契 约对领导成员交换与员工发展的关系具有调节效应。本文通过综合运用结构方程 模型（SEM）和 SPSS 两种统计软件对数据进行处理，得出如下结论：大五人格 特质中的宜人性、尽责性、开放性与员工发展显著正相关，神经质与员工发展显 著负相关，并均以领导成员交换作为中介；同时新心理契约（包含三个子维度： 个体对职业发展负责、忠诚于工作种类、工作保障感知）对领导成员交换与员工 发展的关系有显著调节效应。 本文的研究成果不仅从理论上丰富了员工发展理论，同时从实践上对组织和 个体的发展给予指导意义。一方面，为企业员工的甄选与培养给出建议；另一方 面也为员工如何更好的获得个体发展给出新思路。 关键词： 大五人格特质 领导成员交换 新心理契约 员工发展 Abstract Abstract III III ABSTRACT With the development of The Times and the progress of science and technology, the employee development is more and more important for organizations and employee individual. Whereas the research of employee development have been done mostly from the organization situation factors and leadership style, there are few from more general characteristics of human .Therefore this paper from the Big Five personality traits to investigate the influence of the employee development expands the employee development theory. Survey data were collected from 368 employees of 6 companies, and it puts forward the hypothesis as follows: the Big five personality has significant effect on employee development, and Leader-Member exchange mediates the relationship; the new psychological contract moderates the relationship between Leader-Member exchange and employee development. This article uses comprehensively structural equation modeling (SEM) and SPSS, two kinds of data processing software. Results showed that Agreeableness, Conscientiousness and Openness, three different factors of the Big Five, positively related with employee development; Neuroticism was negatively related to employee development; Leader-Member exchange fully mediated the relationship between them. Meanwhile the moderating effect of the new psychological contract (personal responsibility for career development, commitment to type of work, expectations of job