Personality, political skill, and job performance

被引:108
作者
Blickle, Gerhard [1 ]
Meurs, James A. [2 ]
Zettler, Ingo
Solga, Jutta
Noethen, Daniela
Kramer, Jochen
Ferris, Gerald R. [2 ]
机构
[1] Univ Bonn, Inst Psychol, Arbeits Org & Wirtschaftspsychol, D-53117 Bonn, Germany
[2] Univ Mississippi, Sch Business Adm, Dept Management, University, MS 38677 USA
关键词
political skill; agreeableness; conscientiousness; job performance;
D O I
10.1016/j.jvb.2007.11.008
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, & L. Hough, (Eds.), Handbook of industrial and organizational psychology (2nd ed., pp. 873919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 11, 129-144.], the present study tests whether motives to get along and to get ahead produce greater performance when interactively combined with social effectiveness. Specifically, we investigated whether interactions of the Five-Factor model constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided. (c) 2007 Elsevier Inc. All rights reserved.
引用
收藏
页码:377 / 387
页数:11
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