本文選題：大五人格理論　切入點：人格特質(zhì)　出處：《領(lǐng)導(dǎo)科學》2014年16期 　論文類型：期刊論文

【摘要】：正建立健全選拔培養(yǎng)各類領(lǐng)導(dǎo)人才的機制一直是我國政治經(jīng)濟體制改革的題中應(yīng)有之義,但如何進行選拔則是具體操作中的難點。從西方國家及我國改革開放后領(lǐng)導(dǎo)人才選拔的發(fā)展歷程來看,從人格特質(zhì)入手,對管理人員進行選拔、任用、培訓(xùn)是重要且行之有效的方法。大量研究表明,大五人格理論對于工作情景中的個體行為具有一定的預(yù)測性,其中的某些因素還會對領(lǐng)導(dǎo)績效產(chǎn)生重要影響。因此,運用大五人格理論對管理人員的人格特質(zhì)和領(lǐng)導(dǎo)有效性進行深入研究,對于培養(yǎng)和提升管理者的領(lǐng)導(dǎo)力、造就高效領(lǐng)導(dǎo)者具有重要意義。
[Abstract]:The establishment and perfection of the mechanism for selecting and cultivating all kinds of leading talents has always been a necessary part of the reform of the political and economic system in our country. However, how to select is a difficult point in the concrete operation. From the perspective of the development of leadership selection in western countries and our country after the reform and opening up, starting with personality characteristics, we should select and appoint management personnel. Training is an important and effective method. A large number of studies have shown that the Big five personality theory has a certain degree of predictability for individual behavior in the work situation, and some of the factors will also have an important impact on leadership performance. It is of great significance to study the personality traits and leadership effectiveness of managers by using the theory of Big five personality, which is of great significance to cultivate and promote the leadership of managers and bring up effective leaders.
【作者單位】： 河南省人口和計劃生育干部學院;
【分類號】：C933

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本文編號：1594527