Getting to Know You: The Influence of Personality on Impressions and Performance of Demographically Different People in Organizations
研究人格特质如何影响人们对人口统计学差异同事的印象，进而影响其绩效，发现外向性和高自我监控者能获得更积极印象，从而消除差异带来的负面绩效影响。
This paper extends social categorization theory to understand how personality traits related to information sharing may correspond with positive perceptions of demographically different people, thereby enhancing their experience and performance in organizations. We tested our hypotheses in a sample of MBA candidates and a sample of financial services firm officers and found that people who were more demographically different from their coworkers engendered more negative impressions than did more similar coworkers. These impressions were more positive, however, when demographically different people were either more extraverted or higher self-monitors. Further, impressions formed of others mediated the influence of demographic differences on an individual's performance such that the negative effect of being demographically different disappeared when the relationship between impression formation and performance was considered. This suggests that demographically different people may have more control over the impressions others form of them than has been considered in previous research.