Retaining the Productive Employee: The Role of Personality
整合人格理论，提出一个研究范式，通过中介和调节机制解释人格特质如何预测员工工作效能，并基于五因素模型重新审视其对广义工作效能的影响，旨在帮助管理者通过人格测试提高员工保留率。
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”.