从大五人格理论看高效领导的养成之道

发布时间：2018-03-10 18:27

本文选题：大五人格理论　切入点：人格特质　出处：《领导科学》2014年16期 　论文类型：期刊论文

【摘要】：正建立健全选拔培养各类领导人才的机制一直是我国政治经济体制改革的题中应有之义,但如何进行选拔则是具体操作中的难点。从西方国家及我国改革开放后领导人才选拔的发展历程来看,从人格特质入手,对管理人员进行选拔、任用、培训是重要且行之有效的方法。大量研究表明,大五人格理论对于工作情景中的个体行为具有一定的预测性,其中的某些因素还会对领导绩效产生重要影响。因此,运用大五人格理论对管理人员的人格特质和领导有效性进行深入研究,对于培养和提升管理者的领导力、造就高效领导者具有重要意义。
[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.
【作者单位】：河南省人口和计划生育干部学院;
【分类号】：C933

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