Human performance has arguably been

Human performance has arguably been a defi ning
feature in the study of organizational behaviour for a long
time. However, recent meta-analytic reviews indicate a
need to expand the explications of the criterion domain
of both in-role job performance (Hurtz & Donovan,
2000) and discretionary work performance (Hoffman,
Blair, Meriac, & Woehr, 2007). While theories of work
performance have already incorporated personality, there
is a recent call for more sophisticated theory based
research that matches specifi c personality constructs to
different dimensions of performance (Bartram, 2005;
Hogan & Holland, 2003; Johnson, 2003). In addition, it
has been argued that personality and performance are
distal constructs and any meaningful connection between
the two are mediated and moderated by a number of situ-ational factors that vary across contexts (Barrick, Parks,
& Mount, 2005; Barrick, Stewart, & Piotrowski, 2002;
Hochwarter, Witt, & Kacmar, 2000; Witt, Burke, Barrick,
& Mount, 2002). Moreover, the person-situation interac-tionist model of job performance suggests that personal-ity will be expressed as work performance under certain
conditions (Tett & Burnett, 2003). Drawing on the inter-actionist perspective, this research focuses on the role of
personality as a predictor of job performance with per-sonal and situational factors as moderators.
More specifi cally, we were interested in personal
factors known to affect individual performance nega-tively. Recent research has highlighted the important role
of emotional exhaustion as a factor that hinders willing-ness to expand effort (Schaufeli & Taris, 2005) leading
to suboptimal functioning (Leiter & Maslach, 2005).
However, as specifi ed by Cropanzano, Rupp, and Byrne
(2003), most studies have focused on the consequences
of emotional exhaustion for individual workers, and have
given relatively little attention to the organizationally
relevant criteria of job performance and organizational
citizenship behaviour (OCB). Given the paucity of
research linking personality, emotional exhaustion, and
performance in organizational settings (Witt, 2004), we
investigated the moderating role of emotional exhaustion
on the personality-individual performance relationship.
Furthermore, we were interested in probing the role of
the quality of the social environment at work in the
expression of personality on work performance behav-iour. Recent research has suggested that perceived safety
climate can act as an enhancing environmental condition
or as a distal antecedent of performance (Wallace &
Chen, 2006). However, research has not directly investi-gated how perceived safety climate acts in enhancing the
expression of personality on work performance behav-iour. Therefore, we assessed the moderating effect of
perceived safety climate on the personality-job perfor-mance relationship.

Kết quả (Việt) 1:

Hiệu suất của con người cho là đã là một ning defi Các tính năng trong nghiên cứu của các hành vi tổ chức trong một thời gian dài thời gian. Tuy nhiên, xét siêu phân tích gần đây cho thấy một cần phải mở rộng explications tên miền tiêu chuẩn cả hai hoạt động trong vai trò công việc (Hurtz & Donovan, năm 2000) và hiệu suất làm việc tùy (Hoffman, Blair, Meriac, & Woehr, 2007). Trong khi lý thuyết của công việc hiệu suất đã đã kết hợp cá tính, có là lời kêu gọi tại phức tạp hơn lý thuyết dựa nghiên cứu phù hợp với cá tính c thuật xây dựng để các kích thước khác nhau của hiệu suất (Bartram, 2005; Hogan & Holland, 2003; Johnson, 2003). Ngoài ra, nó đã được lập luận rằng nhân cách và hiệu suất là xa xây dựng và bất kỳ kết nối có ý nghĩa giữa hai là trung gian và kiểm duyệt bởi một số yếu tố situ-ational khác nhau trên bối cảnh (Barrick, công viên, & Mount, 2005; Barrick, Stewart & Piotrowski, 2002; Hochwarter, Witt, & Kacmar, năm 2000; Witt, Burke, Barrick, & Gắn kết, 2002). Hơn nữa, các mô hình interac-tionist người tình hình của hiệu suất công việc cho thấy rằng cá nhân-Anh sẽ được biểu thị dưới dạng hiệu suất làm việc theo một số điều kiện (Tett & Burnett, 2003). Dựa trên quan điểm inter-actionist, nghiên cứu này tập trung vào vai trò của cá tính như là một dự báo hiệu suất công việc với một tú và tình huống các yếu tố như người kiểm duyệt.Thêm mạng cally, chúng tôi đã được quan tâm trong cá nhân factors known to affect individual performance nega-tively. Recent research has highlighted the important role of emotional exhaustion as a factor that hinders willing-ness to expand effort (Schaufeli & Taris, 2005) leading to suboptimal functioning (Leiter & Maslach, 2005). However, as specifi ed by Cropanzano, Rupp, and Byrne (2003), most studies have focused on the consequences of emotional exhaustion for individual workers, and have given relatively little attention to the organizationally relevant criteria of job performance and organizational citizenship behaviour (OCB). Given the paucity of research linking personality, emotional exhaustion, and performance in organizational settings (Witt, 2004), we investigated the moderating role of emotional exhaustion on the personality-individual performance relationship. Furthermore, we were interested in probing the role of the quality of the social environment at work in the expression of personality on work performance behav-iour. Recent research has suggested that perceived safety climate can act as an enhancing environmental condition or as a distal antecedent of performance (Wallace & Chen, 2006). However, research has not directly investi-gated how perceived safety climate acts in enhancing the expression of personality on work performance behav-iour. Therefore, we assessed the moderating effect of perceived safety climate on the personality-job perfor-mance relationship.