The Inlluence Of Big Five Personality To Contextual Performance Of R&D Person

In order to adapt the intense competition and speedy changing enviroment,enterprises have to flat the organization, so that they could response to the needs ofoutside more quickly. Furthermore, employees work more in teams than before as theorganizational change. These changes make contextual performance,which enterprisesconcerned about, as an important promotion factor to core works. On the other hand,as the core strength in the technical innovation, the contextual performance of R&Dperson will influence the technical innovation of enterprises. Scholars foundpersonality is one of the important influence factor to contextual performance,but therelationships between the two are moderated by various variables.This study took R&D person as the research object and discuss the relationshipsbetween the Big Five factors of pesonality and contextual performance based on suchbackground.Further study,we investigated the moderating role of job autonymy on therelationships between the two variables.First of all, on the basis of the past relevantstudies, we constructed the basic theoretical model and hepothesis.Secondly, datawere collected from R&D person by questionnaires, items of which were adopte fromclassical scales and modified through small-scale research. Finally, with256R&Dperson as valid sample, the theoretical model and hypotheses were analyzed by SPSS16.0. The hypotheses were almoste supported. The main results are as follows:(1)Four of the Big Five factors of pesonality, Emotional stability, Extraversion,Agreeableness and Conscientiousness have significantly positive influence oncontextual performance, while Openness to Experience haven’t. Besides, Emotionalstability, Extraversion and Conscientiousness have significantly positive influence onjob dedication; Emotional stability, Extraversion, Agreeableness andConscientiousness have significantly positive influence on interpersonalfacilitation.While Openness to Experience haven’t significantly influence on either ofthem.(2)Job autonomy moderates the relationships between Big Five factors ofpesonality and job dedication. With our expectations,the validity of Emotionalstability,Extraversion and Conscientiousness were greater for R&D person in jobshigh in autonomy compared with those in jobs low in autonomy.(3) Job autonomy moderates the relationships between Big Five factors ofpesonality and interpersonal facilitation. With our expectations, the validity of Extraversion and Agreeableness were greater for R&D person in jobs high inautonomy compared with those in jobs low in autonomy.