چكيده فارسي :
زمينه و هدف: سبك پردازش خردگردا غيرهيجاني و هشيار عمل كرده و اطلاعات را هدف‌مند و منطقي پردازش مي‌كند؛ درحالي‌كه سبك تجربه‌گرا هيجان‌مدار عمل نموده و تمايل به تحريف شناختي و سوءگيري دارد. رفتار سازماني مستلزم رويكرد مدبرانه و هوش‌مندانه به مسائل است و داشتن سبك خردگرا در اثر ويژگي‌هاي شخصيتي انطباقي باعث مي‌شود كه فرد از ورود بي‌برنامه به موقعيت‌هاي چالش‌برانگيز پرهيز كند. هدف پژوهش حاضر تعيين رابطهٔ ويژگي‌هاي شخصيتي با رفتار سازماني براساس نقش ميانجيگر سبك پردازش اطلاعات هيجاني بود.
روش‌بررسي: پژوهش حاضر توصيفي از نوع همبستگي و مدل‌يابي معادلات ساختاري بود. جامعهٔ آماري پژوهش، تمامي كاركنان زن و مرد شركت ماموت در سال 97-1396 بودند كه از ميان آن‌ها 310 نفر به‌روش نمونه‌گيري طبقه‌اي تصادفي انتخاب شدند. ابزار پژوهش شامل پرسشنامهٔ پنج‌عاملي نئوكاستا و مك‌ري (1989) و پرسشنامهٔ سرمايهٔ روان‌شناختي لوتانز و همكاران (2007) و پرسشنامهٔ خردگرايي-تجربه‌گرايي پاسيني و اپستاين (1999) بود. جهت تحليل داده‌ها از روش الگويابي معادله‌هاي ساختاري و نرم‌افزار ايموس و سطح معناداري 0٫05 استفاده شد.
يافته‌ها: ضريب مسير غيرمستقيم بين ويژگي روان‌رنجورخويي با رفتار سازماني با ميانجيگري سبك پردازش اطلاعات هيجاني خردگرا (0٫012=p، 0٫068-=β) منفي و معنادار بود. ضريب مسير غيرمستقيم بين ويژگي‌هاي گشودگي به تجربه (0٫002=p، 0٫089=β) و وظيفه‌شناسي (0٫009=p، 0٫059=β) با رفتار سازماني مثبت و معنادار به‌دست آمد. همچنين ضريب مسير غيرمستقيم بين توافق‌پذيري (0٫043=p، 0٫031-=β) با رفتار سازماني منفي و معنادار بود.
نتيجه‌گيري: براساس يافته‌هاي اين پژوهش روان‌رنجورخويي و توافق‌پذيري به‌واسطهٔ اثر غيرانطباقي و منفي بر سبك پردازش اطلاعات هيجاني خردگرا بر رفتار سازماني اثر منفي دارند. وظيفه‌شناسي و گشودگي به تجربه به‌واسطهٔ اثر انطباقي و مثبت بر سبك پردازش اطلاعات هيجاني خردگرا بر رفتار سازماني داراي اثر مثبت هستند.
چكيده لاتين :
Background & Objectives: Investigating positive psychological capabilities and human resource strengths leading to the improvement and management of employee performance is defined as positive organizational behavior. Organizational capital includes human, social, and
psychological resources. When coping with the same situations, individuals fail to act in the same way; however, the nature of their processing
is different from the information obtained. Therefore, the way they respond to situational demands will be different. Recognizing this difference
helps to understand and predict individuals’ behavior. The five–factor model of personality traits has determined individuals' manners of thinking,
feeling, and behaving, based on their origins. It focuses on 5 main areas; neuroticism, extraversion, openness to experience, agreeableness, and
conscientiousness. According to the five–factor model of personality, adaptive and nonadaptive personality traits lead to the formation of
cognitions, emotions, and behaviors that link small and large tensions to positive and negative outcomes. Some personality traits may lead to
adaptation in response to adversity and misery, and others may exacerbate life crises. The rational processing style acts non–consciously and
consciously. Besides, it processes information purposefully and reasonably; however, the experiential style operates emotionally and tends to
have cognitive distortions and biases. Organizational behavior requires an intellectual approach to issues. Furthermore, fostering a rational style
induced by adaptive personality traits protects one from unplanned entry into challenging situations. The current study aimed to determine the
relationship between personality traits and organizational behavior based on the mediating role of emotional information processing.
Methods: This was a descriptive–correlational research study and consisted of modeling of structural equations. The statistical population of
this study consisted of all male and female employees of Mammoth Company in 2018–2019. Of them, 310 individuals were selected by stratified
random sampling technique. Research tools included the NEO Five–Factor Inventory (NEO–FFI) by Costa and McCrae (1989); Psychological
Capital Questionnaire by Luthans et al. (2007), and Rational–Experiential Inventory by Pacini and Epstein (1999). Structural equation modeling,
AMOS software, and the significance level of 0.05 were used to analyze the obtained data. We examined causal relationships between the study
variables in the form of a structural model.
Results: In the present study, the indirect path coefficient between neuroticism and organizational behavior was mediated by rational emotional
information processing style (p=0.012, β=–0.08). The indirect path coefficient between openness to experience (p=0.002, β=0.089) and
conscientiousness (p=0.009, β=0.059), and organizational behavior was positive and significant. The indirect path coefficient between
agreeableness (p=0.043, β=–0.031) and organizational behavior was negative and significant.
Conclusion: The obtained data revealed that neuroticism and agreeableness negatively influence organizational behavior through nonadaptive
and negative effects on the rational processing of emotional information. Conscientiousness and openness to experience positively impacted
organizational behavior through adaptive and positive effects on rational emotional information processing style. The present research findings
explained that personality traits affect individuals’ emotional information processing in various ways. Furthermore, individual differences in
emotional responses could be attributed to individual personality manifestations. Individuals with neuroticism fail to employ the rational
emotional information processing style; therefore, they are unable to present proper organizational behavior. Individuals with agreeableness tend
to express information processing and emotional decision–making due to their personality manifestations in interpersonal situations, such as
work environment; this negatively affects their psychological capitals and organizational behaviors. It also negatively affects their dignity. As a
result of the openness to experience, by resorting to the rational information processing, one can be flexible and manifest psychological capital
against the changes and challenges of work. Individuals with conscientiousness enjoy psychological capitals and suitable adaptation process;
accordingly, they recover quickly and successfully through the rational emotional information processing after encountering challenging events and tasks.
