The mediating role of work climate perceptions in the relationship between personality and performance

Fullarton, Christie, Fuller-Tyszkiewicz, Matthew and von Treuer, Kathryn 2014, The mediating role of work climate perceptions in the relationship between personality and performance, European journal of work and organizational psychology, vol. 23, no. 4, pp. 525-536, doi: 10.1080/1359432X.2013.764601.

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Title The mediating role of work climate perceptions in the relationship between personality and performance
Author(s) Fullarton, Christie
Fuller-Tyszkiewicz, MatthewORCID iD for Fuller-Tyszkiewicz, Matthew
von Treuer, Kathryn
Journal name European journal of work and organizational psychology
Volume number 23
Issue number 4
Start page 525
End page 536
Total pages 12
Publisher Routledge
Place of publication Abingdon, England
Publication date 2014
ISSN 1359-432X
Keyword(s) agreeableness
work climate
Summary Although past research has demonstrated a link between personality and job performance, potential enabling factors of this relationship have yet to be explored comprehensively. We hypothesized that perceptions of work climate, specifically relationship dimensions—cohesion, supervisor support, and job involvement—might be the mechanism through which the relationship between personality and job performance can be explained. Two hundred and thirty Australian employees completed an online survey measuring personality, relationship dimensions of work climate (job involvement, coworker cohesion, and supervisor support) and job performance. Results revealed that the relationship dimensions of work climate fully mediated the relationship between agreeableness and job performance, and extraversion and job performance, while the relationship between neuroticism and job performance was partially mediated by relationship dimensions of work climate. Supervisor support primarily accounted for this mediated effect for the neuroticism–job performance relationship, whereas for extraversion only job involvement explained significant unique variance. Our findings suggest that the relationship of agreeableness, extraversion, and neuroticism with job performance is indirect, and perceptions of the work environment itself play a role in this relationship. This implies that organizations should consider the work environment, in addition to personality during selection procedures. Future research should examine whether different levels of work environment dimensions, foster greater job performance in employees.
Language eng
DOI 10.1080/1359432X.2013.764601
Field of Research 170107 Industrial and Organisational Psychology
Socio Economic Objective 970117 Expanding Knowledge in Psychology and Cognitive Sciences
HERDC Research category C1 Refereed article in a scholarly journal
Copyright notice ©2013, Taylor & Francis
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Created: Thu, 28 Mar 2013, 11:00:56 EST by Jane Moschetti

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