以独特的方式融入工作组:对被感知的人群适应特征的潜在个人资料分析
Qi Zhang1, Christina S Li2, Daniel D Goering3
1Department of Management, College of Business, Oregon State University.
The Journal of applied psychology
|December 7, 2023
概括
群体成员使用七个特征来评估人群 (PG) 合适性. 一个基于个人资料的方法确定了七个不同的PG适合性个人资料,揭示了不是所有的适合性都是积极的,也不是所有的不适合性都是消极的.
科学领域:
- 组织心理学 组织心理学
- 社会心理学 社会心理学
- 人力资源管理 人力资源管理
背景情况:
- 现有关于人群 (PG) 适合性的研究主要使用以变量为中心的方法,检查个人特征或复合分数.
- 这些方法忽略了群体成员如何不同地结合PG适应特征,从而导致不同的结果.
- 在理解PG适合的整体配置及其差异性影响方面存在差距.
研究的目的:
- 采用基于个人资料的方法来识别群体成员之间感知到的PG匹配的不同配置.
- 为了检查这些独特的PG适合配置文件如何差异地预测各种工作结果.
- 为了提供一个更细微的理解PG适合超出简单的添加剂或复合效应.
主要方法:
- 使用潜质分析分析,根据7个PG适合性特征的配置,识别出不同的子组.
- 为了收集和分析数据,我们采用了两种不同的员工样本.
- 通过确定PG适应性配置文件对工作结果 (态度,表现行为,退出) 的差异预测进行了评估.
主要成果:
- 鉴定了七种不同的PG适合型:完美适合,舒适适合,表面不适合,不同步,社会不适合,孤独狼和完全不适合.
- 这些概况差异性地预测了关键的工作结果,包括工作满意度,团队凝聚力,任务绩效,公民行为,社会散和营业额.
- 该研究发现,较高水平的PG适合性并不普遍有益,某些类型的不适合性可能是无害的,甚至是有利的.
结论:
- 基于个人资料的方法为被认为的PG适合提供了有价值的理论和实践见解,补充了传统的以变量为中心的方法.
- 组成员表现出不同的PG适合配置,挑战一种适合所有尺寸的方法的概念.
- 了解这些独特的个人资料对于优化团队动态,员工福祉和组织成果至关重要.
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