Interactive effects of personality and organizational politics on contextual performance
研究发现在政治氛围浓厚的环境中，宜人性高、外向性和尽责性强的员工，其组织政治感知对情境绩效的负面影响较弱，其中宜人性与政治的交互作用能显著解释人际促进维度的变异。
Abstract The authors explored the process of evaluating contextual performance in the context of a politically charged atmosphere. They hypothesized that the negative relationship between perceptions of organizational politics and contextual performance is weaker among workers high in three of the Big Five model of personality dimensions—agreeableness, extraversion, and conscientiousness. Data were collected from a matched sample of 540 supervisors and subordinates employed in the private sector. Results indicated that the interaction of politics and the personality dimension of agreeableness explained a significant incremental amount of variance in the interpersonal facilitation facet of contextual performance. These findings demonstrate the need to consider both the situation and the person as antecedents of contextual performance. Copyright © 2002 John Wiley & Sons, Ltd.