大五人格与员工主观幸福感的关系：组织信任的中介作用
The Relationship between Big Five Personality Traits and the Subjective Well-Being of Employee: The Mediating Role of Organizational Trust

大五人格作为人才测评中心理测验的重要工具，被广泛应用于组织人员评价和人力资源发展工作。本文基于大五人格理论，采用2018年CNSDA“网民社会意识调查数据”，选取政府机构工作人员样本，研究大五人格对员工主观幸福感的影响，并探究组织信任在其中的中介作用。研究结果显示，大五人格特质对组织员工的主观幸福相关，组织信任在大五人格的各个维度上不同程度地中介了员工的大五人格与主观幸福感之间的影响。侧重组织层面因素和企业员工个体特质相关的措施应当结合起来提高员工主观幸福感，以提升员工效能。
The Big Five personality traits, as an important tool for psychological testing in talent assessment, are widely used in organizational personnel evaluation and human resource development. This article is based on the Big Five personality theory and uses the 2018 CNSDA “Internet Social Awareness Survey Data” to select a sample of government agency staff to study the impact of Big Five personality on employee subjective well-being, and to explore the mediating role of organizational trust in it. The research results show that the Big Five personality traits are related to the subjective well-being of organizational employees, and organizational trust mediates the impact of employees’ Big Five personality and subjective well-being to varying degrees in various dimensions of Big Five personality. Measures that focus on organizational factors and individual characteristics of enterprise employees should be combined to enhance employee subjective well-being and enhance employee efficiency.