Encuesta "Personality traits, employee well-being, HRMP perceptions" SEJ-449Departamento de Organizacion de EmpresasUniversidad de Cadiz_labeledUntreated.sav

Despite the growing recognition of the heterogenous nature of how employees perceive Human Resource Management Practices (HRMP), limited research has explored the antecedents of employee perceptions, even less in the public sector. While individual differences have been suggested theoretically, the empirical exploration of employee differences in impacting their perception is still limited.This study investigates the relationship between employees' personality traits based on the Big 5 taxonomy. Drawing on Cognitive Appraisal Theory, this research examines how personality traits shape HRMP perceptions and, subsequently, affect job-related well-being. Data was collected among publicly employed nurses, using an online questionnaire. The findings indicate that ‘conscientiousness’ is a significant predictor of HRMP perceptions, which in turn positively impacts both negative and positive affective dimensions of well-being. Conversely, other personality traits did not show significant effects on HRMP perceptions. The article discusses potential explanations for these findings and offers practical and empirical implications.

尽管学界日益认识到员工对人力资源管理实践（Human Resource Management Practices，HRMP）的感知具有异质性，但现有研究对员工感知的前因变量探讨仍较为匮乏，公共部门领域的相关研究更是少之又少。尽管已有理论研究提出个体差异的相关假说，但针对员工个体差异如何影响其感知的实证探索仍较为有限。本研究基于大五人格分类法（Big 5 taxonomy），探讨员工人格特质与员工对HRMP的感知之间的关联。本研究援引认知评价理论（Cognitive Appraisal Theory），考察人格特质如何塑造员工对HRMP的感知，并进而影响其工作相关幸福感。本研究通过线上问卷的方式，向公立医疗机构护士收集研究数据。研究结果显示，尽责性（conscientiousness）是员工对HRMP感知的显著预测因子，而该感知对幸福感的消极情感维度与积极情感维度均产生正向影响。与之相反，其余人格特质并未对员工的HRMP感知表现出显著影响。本文针对上述研究结果探讨了潜在的解释机制，并提出了相应的实践与实证启示。