Predicting Job Performance Across Organizations: The Interaction of Work Orientation and Psychological Climate
研究会计专业人员的工作取向与感知的心理氛围如何交互影响工作绩效，发现积极氛围对高工作取向者绩效提升更显著，对组织管理有参考价值。
We investigated whether perceived psychological climate interacted with an individual personality dimension in predicting the job performance of a national sample (n = 483) of accounting professionals. Work orientation (Wo; Gough, 1985)-a specialty index developed from the California Psychological Inventory-was used to predict job performance as a function of climate. Results from a series of hierarchical regression analyses indicated that overall climate, a composite offactors derivedfrom the Litwin-Stringer (1968) Organizational Climate Questionnaire, significantly interacted with Wo such that more positive climates were associated with better performance for high Wo individuals regardless of organizational tenure. Subsequent analyses indicated that three specific climate dimensions (viz., Warmth-Support, Reward, and Accommodation) significantly interacted with Wo in predicting job performance. Consistent with an interactional perspective, these results suggest a need to consider both personality and situational characteristics to better understand the job performance of accounting professionals across organizations.