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

来源：

JOURNAL OF VOCATIONAL BEHAVIOR | 2008年 / 72卷 / 03期

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

页码：377 / 387

页数：11

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