Dimensiones de personalidad y comportamientos de ciudadanía organizacional

Alicia Omar, Solange De Oliveira Souto, Hugo Uribe Delgado

Resumen


El comportamiento de ciudadanía organizacional se refiere a las conductas benéficas para la organización que no son contractualmente estipuladas, ni formalmente recompensadas. Investigaciones recientes han examinado la influencia del contexto organizacional sobre los comportamientos de ciudadanía de los empleados en su lugar de trabajo. Sin embargo, este constructo no ha sido estudiado en relación con indicadores de diferencias individuales tales como rasgos do personalidad. Por lo que aún no se sabe si los rasgos de personalidad explican algún porcentaje de la varianza de los comportamientos ciudadanos o si sus potenciales efectos se confunden o son mejor explicados por la cultura organizacional en general. Objetivo: El propósito de este estudio fue  investigar los efectos relativos de la estructura de personalidad sobre los comportamientos de ciudadanía en contextos laborales. Metodología: El Cuestionario de Personalidad de Eysenck (EPQ, que explora las dimensiones de extraversión, neuroticismo y psicoticismo), Ia Escala de Comportamientos de Ayuda y la do Comportamientos de Voz, fueron administrados a una muestra do 278 argentinos (cuyas edades variaron ante 23 y 63 años), empleados de empresas públicas y privadas. Adicionalmente se recolectó información acerca de variables sociodemográficas de los trabajadores. Resultados: Análisis de regresión múltiple indicaron que la extraversión fue el predictor más fuerte de los comportamientos de voz, mientras que Ia tendencia al neuroticismo emergió como el mejor predictor de los comportamientos de ayuda. Los resultados dieron apoyo parcial a las hipotetizadas  relaciones entre psicoticismo y voz, y entre deseabilidad social y ayuda, desde el momento que tales relaciones sólo se observaron entre las mujeres. Conclusiones: Los resultados obtenidos indican que la ejecución de CCO, especialmente aquellos orientados a ayudar al supevisor y/o compañeros, de trabajo, y los vinculados a manifestar las opiniones personales relativas a diferentes aspectos de la empresa o institución, pueden predecirse a partir de determinados rasgos o características de personalidad. Se discuten las implicancias teórico-prácticas de tales hallazgos y se propone una agenda para futuras investigaciones en el área.

Abstract

Organizational citizenship behavior (OCB) refers to actions performed by employees which surpass the minimum role requirements expected by organizations and are non required or formally rewarded. Several researchers have showed the impact of organizational context on employee's OCB, however, the evidence if dispositional tendencies, such as personality traits, relating with OCB, is decidedly scant. Objective: the goal of this study was to explore the relative effects of personality structure on OCB. Method: Eysenck Personality Questionnaire (EPQ, which explores extraversion, neuroticism and psicoticism personality dimensions), and OCB (help and voice) Scales, were applied to a sample of 278 Argentinean employees from public and private organizations. Socio-dernographic information was additionally collected. Results: correlations and multiple regression analyses indicated that extraversion was the best predictor of voice citizenship behavior, and neuroticism tendencies were positive predictors of help citizenship behavior. Hypothetical relationship between voice behavior and psicoticism, and between help behavior and social desirability were partially supported. Conclusion: findings showed that is likewise establishes the candidacy of personality, at least certain dimensions of personality, as an independent variable to account for individual contributions to organizational effectiveness. Implications of these findings, and avenues for future research are provided. 


Palabras clave


Personalidad; Comportamientos de Ciudadanía Organizacional; Ayuda; Voz; Personality; Organizational Citizenship Behavior; Voice; Help.

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Referencias


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