Retaining the Productive Employee: The Role of Personality
这篇综述整合了人格预测员工工作效能的理论，提出一个包含中介和调节机制的研究范式，并基于兼容性原则重新审视五因素模型对广义工作效能的影响，旨在帮助管理者通过人格测试留住高绩效员工。
Prior meta-analyses and quantitative reviews have examined the construct-related true-score correlations by personality in predicting important organizational outcomes or have focused on relatively specific, practical problems generally associated with using personality tests in selection. However, there lacks a theoretical integration of major theories developed in the literature. In this review, we propose an integrative research paradigm for personality research by identifying key mediating and moderating mechanisms explaining why, how and when personality traits predict employee work effectiveness. Based on the compatibility principle, we develop a theoretical model to reconceptualize the effect of the five-factor model (FFM) on broadly defined work effectiveness outcomes. We contend researchers have not exploited the breadth of the FFM bandwidth and thus have underestimated the predictive power of personality. In support of our new propositions, we systematically review the almost overwhelming literature by focusing on retaining productive employees, in order to contribute theoretically by identifying a few key generalizable findings and to improve managerial efficiency by uncovering possible “best practices”.