共查询到20条相似文献,搜索用时 93 毫秒
1.
《Journal of Personal Selling & Sales Management》2013,33(4):451-471
In a field study of 167 salespeople working within a hybrid control system where multiple goals are valued, we examine whether feedback on sales performance is an antecedent to managerial ratings of task and contextual performance. Consistent with a hedge your bets strategy, results showed that the relationship between sales performance and ratings of interpersonal facilitation was curvilinear and moderated by political skill. Whereas sales performance and ratings of task performance and job dedication were positively related, interpersonal facilitation was negatively related to subsequent sales performance, suggesting that those who hedged their bets were less likely to achieve future sales goals. 相似文献
2.
Gerhard Blickle Julia K. Fröhlich Sandra Ehlert Katharina Pirner Erik Dietl T. Johnston Hanes Gerald R. Ferris 《Journal of Vocational Behavior》2011,78(1):136-148
Socioanalytic theory postulates that job performance ratings are predicted by basic social motives moderated by social competency. The two motives are the motive to get along with others and the motive to achieve status and power. The present two-study investigation assessed these motives as work values and collected supervisors' job performance and promotability assessments. Social competency was assessed as political skill at work. The results provided strong and consistent support for the hypotheses, thus providing a more direct test of socioanalytic theory and extending it to demonstrate effects beyond overall job performance ratings on contextual performance and promotability assessments. Contributions and implications of these results, strengths and limitations, directions for future research, and practical implications are discussed. 相似文献
3.
Ilias Kapoutsis Alexandros Papalexandris Andreas Nikolopoulos Wayne A. Hochwarter Gerald R. Ferris 《Journal of Vocational Behavior》2011,(1):123-135
We developed a two-study, cross-national, constructive replication to examine the role of organizational politics perceptions as a contextual moderator of the political skill – job performance relationship. Specifically, we hypothesized that high levels of political skill would demonstrate its strongest positive effects on job performance when politics perceptions were perceived as low. Conversely, we hypothesized that political skill would demonstrate no relationship with job performance under conditions of high politics perceptions. Across studies conducted both in the United States and Greece, the hypothesis received strong support. In settings characterized by lower perceived politics, high levels of political skill predicted significant increases in job performance, whereas these effects were attenuated in environments characterized by high perceived politics. Contributions and implications of this research, strengths and limitations, and directions for future study are discussed. 相似文献
4.
Gerhard Blickle Julia John Gerald R. Ferris Tassilo Momm Yongmei Liu Rabea Haag Gesine Meyer Katharina Weber Katharina Oerder 《Psychologie appliquee》2012,61(2):295-322
A two‐study investigation was designed to examine the role of job type (i.e. fit of political skill to work context) as a contextual moderator of the political skill–job performance relationship. Specifically, it was hypothesised that political skill operates most effectively in enterprising job contexts, and thus is most predictive of job performance in such contexts, but political skill would demonstrate no relationship with job performance in job contexts that did not emphasise interpersonal interaction and effectiveness. In Study 1, enterprising job demands interacted with political skill to affect job performance. That is, political skill positively and significantly predicted job performance in enterprising job contexts, as hypothesised. Study 2 selected one specific job context (i.e. insurance sales) high in enterprising job demands, and hypothesised that political skill would significantly predict objective measures of insurance sales (i.e. sales volume, performance‐based income, performance‐based commission rate, and performance‐based status). The results demonstrated significant predictive effects of political skill (i.e. beyond age, sex, education level, tenure on the job, and experience in sales) on all four measures of sales performance. Contributions and implications of this research, strengths and limitations, and directions for future study are discussed. 相似文献
5.
Arnold B. Bakker Evangelia Demerouti Lieke L. ten Brummelhuis 《Journal of Vocational Behavior》2012,80(2):555-564
The present study examines whether the relationship between work engagement and job performance is moderated by the extent to which individuals are inclined to work hard, careful, and goal-oriented. On the basis of the literature, it was hypothesized that conscientiousness strengthens the relationship between work engagement and supervisor ratings of task and contextual performance as well as active learning. The hypotheses were tested on a sample of 144 employees from several occupations. Results of moderated structural equation modeling supported the hypotheses. Work engagement was positively related to task performance, contextual performance, and active learning, particularly for employees high in conscientiousness. 相似文献
6.
R. Kenneth Teas 《Journal of Personal Selling & Sales Management》2013,33(2):18-26
AbstractHypotheses were tested concerning the relationship between selling task characteristics and industrial salesforce job satisfaction. The specific explanatory model included the five core task variables measured by the “Job Diagnostic Survey Instrument” designed by Hackman and Lawler. The hypotheses tested were that salespersons' job satisfaction will be greater to the extent that they perceive their selling jobs to be characterized by high skill variety requirements, task identity, task significance, autonomy, and performance feedback from the job. In addition, based upon previous research in non-selling occupations, the salesperson's higher order need strength was examined as a possible moderator variable for the task characteristic/job satisfaction relationship. 相似文献
7.
Political Skill and Work Outcomes: A Theoretical Extension,Meta‐Analytic Investigation,and Agenda for the Future
下载免费PDF全文
![点击此处可从《Personnel Psychology》网站下载免费的PDF全文](/ch/ext_images/free.gif)
Timothy P. Munyon James K. Summers Katina M. Thompson Gerald R. Ferris 《Personnel Psychology》2015,68(1):143-184
This quantitative review explored the political skill construct and its predictive ability across a number of organizational outcomes. First, we extended the Ferris et al. meta‐theoretical framework of political skill. Next, incorporating meta‐analysis, we found political skill is positively related to self‐efficacy, job satisfaction, organizational commitment, work productivity, organizational citizenship behavior (OCB), career success, and personal reputation, and negatively related to physiological strain. Political skill was not significantly related to psychological strain or perceptions of organizational politics. Using meta‐regression and dominance analyses, political skill predicted task performance after controlling for the Big Five personality characteristics and general mental ability. In a test of indirect relationships, our results suggest that personal reputation and self‐efficacy partially mediate the political skill–task performance relationship. Finally, in a post hoc test of political skill dimensions, we found that networking ability, interpersonal influence, and apparent sincerity (but not social astuteness) predicted task performance. Our findings provide a comprehensive assessment of theory and research to date on political skill and extend theoretical foundations to stimulate new inquiry into the operation of this important construct. 相似文献
8.
During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U‐shape. Findings from two field studies (N1 = 178, N2 = 115 employee‐supervisor‐colleague triads) that incorporated different sample characteristics (early career employees, established employees), job performance dimensions (overall, task, contextual, and adaptive performance), and rating sources (supervisors and colleagues) supported this idea. Across different analyses, employees with intermediate levels of political skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working relationships with their raters generally received higher job performance ratings, the decreases in the job performance ratings of employees high in political skill were less pronounced when they had close relationships. 相似文献
9.
Wayne A. Hochwarter Gerald R. Ferris Mark B. Gavin Pamela L. Perrew Angela T. Hall Dwight D. Frink 《Organizational behavior and human decision processes》2007,102(2):226-239
This study examined the effects of felt accountability, political skill, and job tension on job performance ratings. Specifically, we hypothesized that felt accountability would lead to higher (lower) job performance ratings when coupled with high (low) levels of political skill, and that these relationships would be mediated by job tension. Data were gathered at multiple times over a one-year period (i.e., baseline performance, attitudinal variables one month later, supervisor reports of subordinate performance six months and one year after baseline performance was measured). Strong support was shown for the total effects model, whereby political skill moderated felt accountability—job performance ratings, felt accountability—job tension, and job tension—job performance ratings relationships. However, more focused analyses demonstrated that political skill most strongly moderated the job tension—job performance ratings linkage. Implications, strengths and limitations, and directions for future research are provided. 相似文献
10.
The present study examined the moderating effect of perceived organizational support (POS) on the relationship between social skill and supervisor-rated job performance. On the basis of regulatory and activation models of behavior, the authors argue that low-POS environments activate social skill because they reflect situations in which interpersonal acuity is required to demonstrate effective job performance. Accordingly, the authors hypothesize that social skill is more strongly related to performance among workers reporting low rather than high levels of organizational support. Results of hierarchical moderated multiple regression analyses on data gathered from 2 samples support the hypothesis. These results suggest that the relevance of social skill to job performance may be dependent on contextual cues. Implications for substantive research, strengths and limitations, and directions for future research are offered. 相似文献
11.
Yongmei Liu Gerald R. Ferris Pamela L. Perrewé Jun Xu 《Journal of Vocational Behavior》2007,71(1):146-165
We developed a four-study research plan to examine the dispositional antecedents of political skill and its job performance consequences, and also to incorporate the mediating role of reputation, drawing upon a recent theoretical model of political skill in organizations. Study 1 established the psychometric properties of the two reputation scales used in the present research, and also demonstrated the validity of the self-report reputation measure in Study 4. Study 2 tested, and demonstrated support for, the ‘Affability’ dispositional theme as a predictor of political skill, and political skill as predictor of job performance. In Study 3, the political skill-job performance linkage was replicated, but when reputation was investigated as an intermediate linkage, it was found to fully mediate the relationship between political skill and job performance. Study 4 investigated all the linkages examined in Studies 2 and 3, and found that the ‘Active Influence’ dispositional theme predicted political skill, and that the political skill-job performance relationship was fully mediated by reputation. Collectively, these studies demonstrated support for recent theoretical developments in political skill and reputation, suggesting that political skill has dispositional antecedents, and that political skill demonstrates a significant impact on job performance, through reputation. The strengths and limitations of this research are discussed, and directions for future research are provided. 相似文献
12.
13.
基于42篇文献的64项独立研究, 总样本量为22843人的数据, 对工作时间与工作绩效的非线性关系进行了元分析。结果发现:(1)工作时间与任务绩效、关系绩效之间存在显著的倒U型关系; (2)国家类型的调节作用显著:相对于西方欧美国家, 工作时间与任务绩效、关系绩效的倒U型关系在中国更为显著; (3)产业类型的调节作用显著:相对于劳动、资本密集型产业, 工作时间与任务绩效的倒U型关系在知识密集型产业中更为显著; (4)年龄的调节作用显著:相对于高年龄水平, 工作时间与任务绩效的倒U型关系在低年龄水平群体中更为显著; (5)性别的调节作用显著:相对于低男性比例, 工作时间与关系绩效的倒U型关系在高男性比例群体中更为显著。结果不仅基于元分析厘清了工作时间与工作绩效的倒U型关系效应, 而且为劳动法中工时规定(例如周均工作时间不超过44小时)的合理性提供了科学依据, 警示组织注意工作时间对工作绩效的“过犹不及”效应。 相似文献
14.
Rachel E. Frieder Gerald R. Ferris Pamela L. Perrewé Andreas Wihler C. Darren Brooks 《Personnel Psychology》2019,72(4):543-569
Building off and extending the metatheoretical framework of political skill, we examined the cognitive and behavioral mechanisms through which the intrapsychic effects of political skill inform its interpersonal effects, and how these interpersonal effects ultimately are transmitted into desirable outcomes. Specifically, we argue that politically skilled leaders demonstrate better situational appraisals (i.e., understanding), and thus, more appropriate situational responses (e.g., consideration and initiating structure behaviors); the demonstration of appropriate situational responses is argued to positively affect subordinates’ evaluations of their leaders (i.e., instrumentality) and subordinates’ concomitant attitudes (e.g., job satisfaction) and behaviors (e.g., performance). Results provided mixed support for the hypothesized relationships. Specifically, leader understanding mediated the relationship between political skill and consideration but not the relationship between political skill and structuring behaviors. Moreover, consideration was positively related to subordinates’ group-level instrumentality perceptions, whereas initiating structure was not. Finally, subordinates’ individual (within-level) perceptions of leader instrumentality were positively related to job satisfaction and performance. The implications of these findings as they relate to theory and practice are discussed along with this investigation's strengths, limitations, and directions for future research. 相似文献
15.
In-Sue Oh Huy Le Daniel S. Whitman Kwanghyun Kim Tae-Yong Yoo Jong-Oh Hwang 《人类行为》2014,27(3):206-224
The present study examines the incremental validity of Honesty–Humility (H-H), a measure of the tendency to be fair and genuine in dealing with others, for supervisory ratings of job performance (including both task and contextual performance) over cognitive ability and the Big Five personality traits. Specifically, we explore the incremental validity of H-H in predicting contextual performance. Results based on 217 South Korean military officer candidates are consistent with previous conclusions that Conscientiousness is the strongest predictor of contextual performance and that cognitive ability is the strongest predictor of task performance. More important, our results reveal that H-H offers moderate incremental validity for contextual performance but no incremental validity for task performance over the effects of cognitive ability and the Big Five personality traits. 相似文献
16.
17.
In the realm of social effectiveness constructs, political skill has seen increased attention as a predictor of work performance and attitudes. However, the extent that political skill is distinct from related variables in this area remains an important question. The current study examined the proportion of variance explained by political skill in job satisfaction and turnover intentions above and beyond other social effectiveness variables (i.e., social intelligence, emotional intelligence, agreeableness, and conscientiousness). Results indicated that political skill was the strongest predictor of these outcomes, and explained a significant proportion of variance in them, beyond the other four social effectiveness constructs. 相似文献
18.
Gerhard Blickle Gerald R. Ferris Timothy P. Munyon Tassilo Momm Ingo Zettler Paula B. Schneider M. Ronald Buckley 《Psychologie appliquee》2011,60(3):449-474
Political skill is a social effectiveness construct with a demonstrated capacity to predict job performance. However, because performance prediction research in this area to date has made exclusive use of self‐reports of political skill, and due to frequent distrust of self‐ratings of constructs in important personnel decisions, there is a need to investigate how multiple alternative sources of political skill and job performance measures relate, thus raising both theoretical and methodological issues. In three studies, employing a triadic data collection methodology, and utilising both cross‐sectional and longitudinal designs, this research tested the hypotheses that employee political skill, measured from the perspective of employees' assessor A, will positively predict job performance rated by assessor B (i.e. Hypothesis 1a), and vice versa, that employee political skill measured by assessor B will predict job performance ratings measured by assessor A (i.e. Hypothesis 1b). 相似文献
19.
The Relationship Between SME Job Experience and Job Analysis Ratings: Findings with and without Statistical Control 总被引:5,自引:0,他引:5
This investigation examined the relationship between SME job experience and job analysis ratings. Managerial job incumbents (N = 209) provided job analysis ratings which measured 9 task frequency and 6 skill importance components. Job experience was operationalized as both job tenure and residualized job tenure (i.e., statistically-controlled for SME characteristics correlated with job tenure). Respondents were categorized into low, medium, and high groups for each tenure measure. MANOVA results indicated that task ratings differed across residualized tenure groups, while skill ratings did not. Statistical control of the job tenure measure made a substantial difference in results. For the non-residualized tenure groups, findings were reversed: skill ratings differed across non-residualized tenure groups, while task ratings did not. The results of this research are integrated with the existing literature and implications for future research and practice are offered. 相似文献
20.
Dawn S. Carlson L. A. Witt Suzanne Zivnuska K. Michele Kacmar Joseph G. Grzywacz 《Journal of business and psychology》2008,23(1-2):37-49
We examined the relationship between subordinates’ family to work balance (conflict and enrichment) and two dimensions of contextual performance (interpersonal facilitation and job dedication) reported by supervisors. Beyond the direct effects, we hypothesized that supervisor’s appraisals of employee conflict and enrichment would influence the supervisor’s contextual performance ratings. Data collected from a matched sample of 156 private sector employees and their supervisors indicated that the supervisor’s performance ratings were impacted by the supervisor’s appraisal of enrichment. However, the supervisor’s appraisal of conflict only mattered for interpersonal facilitation. There was a direct effect of subordinate’s conflict on both dimensions of contextual performance. 相似文献