Relations Between Contextual Performance,Personality, and Occupational Advancement

Two studies investigated relations between supervisors' evaluations of contextual performance and personality characteristics in jobs where opportunities for advance- ment were either absent or present. The first study examined performance in entry- level jobs where advancement, in general, was precluded; employees (N = 214) completed the Hogan Personality Inventory (HPI) as applicants and subsequently were rated by their supervisors for contextual performance. Results indicated that conscientiousness-measured by HPI Prudence scores-was significantly related to ratings of Work Dedication and Interpersonal Facilitation, which are dimensions of contextual performance. The results were corroborated in an independent sample. In the second study, employees (N = 288) in jobs with opportunities for advancement completed the HPI and their supervisors provided ratings for contextual performance. Results indicated that ambitiodsurgency-measured by HPI Ambition scores-pre- dicted contextual performance. These results also were confirmed in a second sample. Relations between personality and contextual performance are explained by the motives of cooperation-getting along-and status-getting ahead.