Personality, political skill, and job performance

Gerhard Blickle, James A. Meurs, Ingo Zettler, Jutta Solga, Daniela Noethen, Jochen Kramer, Gerald R. Ferris

Producción científica: Artículo en revista indizadaArtículorevisión exhaustiva

120 Citas (Scopus)


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.

Idioma originalInglés
Páginas (desde-hasta)377-387
Número de páginas11
PublicaciónJournal of Vocational Behavior
EstadoPublicada - jun 2008
Publicado de forma externa


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