Personality, political skill, and job performance

Research output: Contribution to journal › Journal article › Research › peer-review

Standard

Personality, political skill, and job performance. / Blickle, G.; Meurs, J.A.; Zettler, Ingo; Solga, J.; Noethen, D.; Kramer, J.; Ferris, G.R.

In: Journal of Vocational Behavior, Vol. 72, No. 3, 01.06.2008, p. 377-387.

Research output: Contribution to journal › Journal article › Research › peer-review

Harvard

Blickle, G, Meurs, JA, Zettler, I, Solga, J, Noethen, D, Kramer, J & Ferris, GR 2008, 'Personality, political skill, and job performance', Journal of Vocational Behavior, vol. 72, no. 3, pp. 377-387. https://doi.org/10.1016/j.jvb.2007.11.008

APA

Blickle, G., Meurs, J. A., Zettler, I., Solga, J., Noethen, D., Kramer, J., & Ferris, G. R. (2008). Personality, political skill, and job performance. Journal of Vocational Behavior, 72(3), 377-387. https://doi.org/10.1016/j.jvb.2007.11.008

Vancouver

Blickle G, Meurs JA, Zettler I, Solga J, Noethen D, Kramer J et al. Personality, political skill, and job performance. Journal of Vocational Behavior. 2008 Jun 1;72(3):377-387. https://doi.org/10.1016/j.jvb.2007.11.008

Author

Blickle, G. ; Meurs, J.A. ; Zettler, Ingo ; Solga, J. ; Noethen, D. ; Kramer, J. ; Ferris, G.R. / Personality, political skill, and job performance. In: Journal of Vocational Behavior. 2008 ; Vol. 72, No. 3. pp. 377-387.

Bibtex

@article{514c3e650c194b1d84e0c2ceedf218d2,
title = "Personality, political skill, and job performance",
abstract = "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. 873-919). 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.",
author = "G. Blickle and J.A. Meurs and Ingo Zettler and J. Solga and D. Noethen and J. Kramer and G.R. Ferris",
year = "2008",
month = jun,
day = "1",
doi = "10.1016/j.jvb.2007.11.008",
language = "English",
volume = "72",
pages = "377--387",
journal = "Journal of Vocational Behavior",
issn = "0001-8791",
publisher = "Academic Press",
number = "3",

}

RIS

TY - JOUR

T1 - Personality, political skill, and job performance

AU - Blickle, G.

AU - Meurs, J.A.

AU - Zettler, Ingo

AU - Solga, J.

AU - Noethen, D.

AU - Kramer, J.

AU - Ferris, G.R.

PY - 2008/6/1

Y1 - 2008/6/1

N2 - 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. 873-919). 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.

AB - 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. 873-919). 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.

UR - http://www.scopus.com/inward/record.url?scp=43649084623&partnerID=8YFLogxK

U2 - 10.1016/j.jvb.2007.11.008

DO - 10.1016/j.jvb.2007.11.008

M3 - Journal article

AN - SCOPUS:43649084623

VL - 72

SP - 377

EP - 387

JO - Journal of Vocational Behavior

JF - Journal of Vocational Behavior

SN - 0001-8791

IS - 3

ER -

ID: 99116350