Explaining the Pathways Between Approach-Avoidance Personality Traits and Employees’ Job Search Behavior
Explaining the Pathways Between Approach-Avoidance Personality Traits and Employees’ Job Search Behavior
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DOI：
10.1177/0149206310396376
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发表时间：
2012-05
影响因子：
13.5
通讯作者：
Ryan D. Zimmerman;W. Boswell;Abbie J Shipp;Benjamin B. Dunford;J. Boudreau
中科院分区：
文献类型：
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作者：
Ryan D. Zimmerman;W. Boswell;Abbie J Shipp;Benjamin B. Dunford;J. Boudreau
研究表明，某些性格特征会导致更多（或更少）的工作退缩，但很少有研究确切地研究性格如何转化为退缩行为。为了解决这个问题，本研究表明，外倾性和神经质的接近-回避人格特质对就业个体的求职行为同时表现出积极和消极的影响，这取决于所涉及的中介机制（即，抱负价值观、求职自我效能感、工作挑战感、工作倦怠感、财务不足感和工作满意度）。作者的研究结果扩展了对连接性格特征和员工退缩行为的途径的理论见解，并建议雇主如何更准确地预测和减轻员工寻找新工作的行为。
Research suggests that certain personality characteristics lead to greater (or lesser) withdrawal from work, yet little research has examined exactly how personality translates into withdrawal behavior. To address this question, the present study demonstrated that the approach-avoidance personality traits of extraversion and neuroticism each showed simultaneous positive and negative effects on job search behaviors of employed individuals depending on the mediating mechanism involved (i.e., ambition values, job search self-efficacy, perceived job challenge, work burnout, perceived financial inadequacy, and job satisfaction). The authors’ findings extend theoretical insights on the pathways linking dispositional traits and employee withdrawal behaviors and suggest how employers can more precisely anticipate and mitigate employees’ search for new employment.