Gerald R Ferris
Biographic Data
| ID | 212860 |
|---|---|
| NAME | Gerald R Ferris |
| GIVEN NAMES | Gerald R |
| FAMILY NAME | Ferris |
| SIGNATURE | FERRIS G R |
| AFFILIATIONS | Florida State University |
| ORCID | 0000-0002-9732-4524 |
| VERIFIED | Yes |
| TOTAL WORKS | 60 |
| TOTAL CITATIONS | 260 |
| AUTHOR COUNT | 60 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1977 |
| LATEST PUBLICATION YEAR | 2023 |
| H-INDEX | 9 |
How contextual and individual characteristics influence psychological needs satisfaction: The critical roles of political skill and political will
This two‐study research package investigates the interactive effects of perceptions of organizational politics, political skill, and political will on psychological need satisfaction, which has been shown to predict a number of different important organizational outcomes. Drawing primarily on social/political influence and self‐determination theories, we propose that although perceptions of organizational politics (i.e., as an important situation…
Perceptions of organizational politics: A restricted nonlinearity perspective of its effects on job satisfaction and performance
This study examined a restricted nonlinearity perspective of the relationship between perceptions of organizational politics (POPs) and work outcomes (i.e., job satisfaction and job performance), dependent upon the level of employee loyalty. Consistent with prior work, we conceptualized POPs as a demand that can have positive effects on job satisfaction and performance, up to certain levels, before negative effects are observed as levels of POPs …
Subjectivity in fairness perceptions: How heuristics and self‐efficacy shape the fairness expectations and perceptions of organisational newcomers
The very nature of perceived injustice cuts to the heart of employees' cognition, attitudes and behaviours in the workplace. Yet, researchers and practitioners are woefully uninformed about what drives the subjectivity of unfairness perceptions. Using an integration of fairness heuristic and uncertainty management theories as a theoretical foundation to drive our hypothesis development, we conducted a multi‐study investigation to examine individu…
The storm outside and in
Can you see opportunity knocking? An examination of technology-based political skill on opportunity recognition in online communities for MTurk workers
Purpose Political skill has emerged as a concept of interest within the information systems literature to explain individual performance outcomes. The purpose of this paper is to adapt political skill to technology-mediated contexts. Specifically, the authors seek to understand political skill's role in shaping microtask workers' opportunity recognition when utilizing online communities in microtask work environments. Design/methodology/approach …
Candidate Effects on Election Outcomes: Political Skill, Campaign Efficacy, and Intentions in a British General Election
Integrating Social/Political Influence Theory with the Theory of Planned Behavior, we argue that personal resources (i.e., political skill, self‐efficacy) enable political candidates to form more ambitious campaign intentions, and thus perform better in elections. We tested this model with a sample of political candidates ( N = 225) campaigning in a British general election. Three months before polling day, candidates provided self‐ratings of pol…
Toward a more political perspective of leader effectiveness: Leader political support construct validation
Organizations long have been referred to as political arenas which leaders must navigate with skill and savvy. However, investigations of the role of leader political behavior on leader effectiveness largely have been avoided, perhaps due to historically negative connotations of organizational politics. Recently, a base of conceptual literature has begun to grow regarding the positive possibilities of organizational politics, including the potent…
Political skill in the stressor - strain relationship: A meta-analytic update and extension
Social Influence and Politics in Organizational Research: What We Know and What We Need to Know
This special issue of the Journal of Leadership & Organizational Studies addresses the topic of “Social Influence and Politics in Organizational Research,” a topic which spans more than a century and represents one of the oldest areas of inquiry in the field. In this article, we first review the literature to extract what we seem to know about this area of the field, and then we shift to an identification of some areas about which we still need t…
Navigating uneven terrain: The roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes
Drawing from social/political influence, leader–member exchange (LMX), and social comparison theories, the present two‐study investigation examines three levels of LMX differentiation (i.e., individual‐level, meso‐level, and group‐level LMX differentiation) and further tests a model of the joint effects of political skill and LMX differentiation on LMX, relative LMX, and employee work outcomes. In Study 1, we used data from 231 employees and foun…
Power, Politics, and Influence in Organizations
Political Skill and Work Outcomes: A Theoretical Extension, Meta‐Analytic Investigation, and Agenda for the Future
This quantitative review explored the political skill construct and its predictive ability across a number of organizational outcomes. First, we extended the Ferris et al. meta‐theoretical framework of political skill. Next, incorporating meta‐analysis, we found political skill is positively related to self‐efficacy, job satisfaction, organizational commitment, work productivity, organizational citizenship behavior (OCB), career success, and pers…
Terms of engagement: Political boundaries of work engagement–work outcomes relationships
Although research to date has established the criterion validity of work engagement, little research has examined relevant boundary conditions capable of altering its documented positive effects on important workplace outcomes, despite widespread appeals to do so (e.g. Parker and Griffin, 2011). In the present four-sample investigation, a competing hypotheses format was adopted, pitting against each other perspectives of ‘politics as a hindrance …
Developing a passion for work passion: Future directions on an emerging construct
Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd
A Meta-Analysis of Antecedents and Consequences of Leader-Member Exchange: Integrating the Past With an Eye Toward the Future
Although leader-member exchange (LMX) was identified in the literature nearly 40 years ago, a comprehensive empirical examination of its antecedents and consequences has not been conducted. The authors’ examination included 247 studies, containing 290 samples, and 21 antecedents and 16 consequences of LMX quality. Results indicated that while leader behaviors and perceptions, follower characteristics, interpersonal relationship characteristics, a…
Power in Leader–Follower Work Relationships
There is perhaps no more important dyadic relationship than that between a leader and a follower. Nonetheless, few studies examine the implications of both leader and follower power on important work outcomes. Therefore, using resource dependence and role theories, the authors examined the process by which leader power affects important work outcomes, namely, work relationship quality and job tension, through met relationship expectations. Additi…
Leader Political Skill, Relationship Quality, and Leadership Effectiveness: A Two-Study Model Test and Constructive Replication
Grounded in leader–member exchange, social exchange, political skill and influence theories, the present two-study investigation tests the model that leader political skill is related to both leader and follower effectiveness through leader–follower relationship quality. It is hypothesized that leader political skill is associated with leader effectiveness (Study 1) and follower effectiveness (Study 2) through relationship quality. The results su…
Measure invariance of the Political Skill Inventory (PSI) across five cultures
This research expands the study of political skill, a construct developed in North America, to other cultures. We examine the psychometric properties of the Political Skill Inventory (PSI) and test the measurement equivalence of the scale in a non-American context. Respondents were 1511 employees from China, Germany, Russia, Turkey, and the United States. The cross-cultural generalizability of the construct is established through consistent evide…
Fuzzy Attribution Styles
This study introduced, and provided the first evidence for, the notion that people possess more or less fuzzy attribution styles and that the degree of fuzziness affects important work variables (e.g., occupational self-efficacy and political skill). Field theory was used to explain how fuzzy attribution styles might arise. Contributions of this study, its practical implications, directions for future research, and strengths and limitations were …
Executive work design: New perspectives and future directions
Emotional Intelligence as Moderator of the Surface Acting—Strain Relationship
The authors examined the moderating role of emotional intelligence in the surface acting—strain relationship. Specifically, the authors hypothesized that higher levels of emotional intelligence were associated with a weaker relationship between surface acting and strain (i.e., depressed mood at work, somatic complaints). Results supported the hypothesized relationships, and the authors found that higher emotional intelligence attenuated the posit…
Organizational Citizenship Behavior and Reputation: Mediators in the Relationships Between Accountability and Job Performance and Satisfaction
Holding people answerable for their actions captures the essence of accountability, which is one of the most fundamental constructs in the organizational sciences and, unfortunately, one about which little is known. This study formulated and tested a model that sought to explicate the intermediate linkages between accountability and job performance and satisfaction. Specifically, the hypothesized model suggests that accountability affects organiz…
Making a life in the organizational sciences: No one ever said it was going to be easy
A stimulating article by Glick et al. has provoked a number of responses in this journal. We contribute our opinions to this interchange because we think that the situation is not nearly as bleak as Glick et al. and others would have us believe. In order to corroborate our contentions, we report the results of a survey of accomplished organizational scientists that directly addresses a number of the issues over which we and Glick et al. disagree.…
Political Skill in Organizations
Political skill is a construct that was introduced more than two decades ago as a necessary competency to possess to be effective in organizations. Unfortunately, despite appeals by organizational scientists to further develop this construct, it lay dormant until very recently. The present article defines and characterizes the construct domain of political skill and embeds it in a cognition—affect—behavior, multilevel, meta-theoretical framework …
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff
The widespread layoffs of the past 25 years have caused unparalleled levels of distrust and frustration in organizations. Organizational cynicism, which is frequently a manifestation of this pervasive phenomenon, has been shown to affect postlayoff attitudes and behaviors. It is generally assumed that postlayoff cynicism is predictive solely of dysfunctional outcomes. However, there is evidence suggesting that favorable consequences may emerge in…
Influence tactics and work outcomes: A meta‐analysis
Recent research on influence tactics has focused on the benefits that accrue as a result of using such tactics. The current study utilizes meta‐analytic techniques to estimate the true population correlations between various influence tactics and work‐related outcomes. Results indicate that ingratiation and rationality have positive effects on work outcomes. Additional analyses suggest that these and other influence tactics have significant effec…
Perceptions of Organizational Politics: Prediction, Stress-Related Implications, and Outcomes
The perceptions of organizational politics model proposed by Ferris, Russ, and Fandt (1989) was tested in this study, and reasonably strong support was found for most of the linkages in the model, including the moderating effects of control and understanding, and the mediating effects of politics between predictors and outcomes. Furthermore, politics was characterized as a potential source of stress in the work environment, contributing to our un…
Comparing the validity of multiple social effectiveness constructs in the prediction of managerial job performance
Social effectiveness constructs have been receiving increased attention in organizational research. However, the proliferation of such constructs raises questions of their relative effectiveness as predictors of job performance when used in multivariate comparison. The current study examined four social effectiveness constructs (i.e., self‐monitoring, leadership self‐efficacy, emotional intelligence and political skill) in the prediction of manag…
Accountability, Impression Management, and Goal Setting in the Performance Evaluation Process
Theoretical perspectives from accountability, impression management, goal setting, and performance evaluation suggest that accountability conditions may influence whether goals are used for impression management or performance-directed purposes. Goal theory and research suggest that goals typically are performance-directed, resulting in elevated performance under certain conditions. Alternatively, impression management theory might imply that goa…
Developing a passion for work passion: Future directions on an emerging construct
Although the passion that people demonstrate at work would appear to be a topic of considerable interest and importance to organizational scholars and practitioners, we know virtually nothing about it. In response, we introduce the work passion construct, discuss what we currently understand, and provide needed directions for future research. Copyright © 2013 John Wiley & Sons, Ltd
Political will, political skill, and political behavior
The current study used Mintzberg's (1983) conceptualization of political will and political skill to evaluate the predictors and consequences of political behavior at work. As elements of political will, we hypothesized that need for achievement and intrinsic motivation would predict the use of political behavior at work. Furthermore, we argued that political skill would moderate the relationship between political behavior and emotional labor. Da…
Political skill and influence effectiveness: Testing portions of an expanded Ferris and Judge (1991) model
The present study tested por tions of an expanded Ferris and Judge (1991) framework regarding influence processes in human resources decisions and actions. In particular, the roles of political skill and a particularly efficacious influence tactic, rationality, were examined with respect to their interactive effects on supervisor perceptions and evaluations. Online questionnaires were used to collect data from full-time, non-faculty employees of …
Negative affectivity as a moderator of the form and magnitude of the relationship between felt accountability and job tension
The present research examined the influence of negative affectivity (NA) on the form of the felt accountability–job tension relationship. It was hypothesized that the nonlinear relationship between felt accountability and job tension would surface only for individuals low in NA, whereas the association between these constructs would be positive and linear for individuals high in NA. Data from two studies (N = 198; N = 118) provided support for th…
The Effects of Supervisor and Subordinate Age on Objective Performance and Subjective Performance Ratings
The effects of subordinate and supervisor age on objective and subjective performance ratings were examined in a field study covering the period from 1980 through 1986. Archival data on sales representatives and their supervisors were collected from the southern United States region of a large corporation. Results revealed that older employees performed better according to objective measures as well as on subjective performance ratings. Findings …
Navigating uneven terrain: The roles of political skill and LMX differentiation in prediction of work relationship quality and work outcomes
Drawing from social/political influence, leader–member exchange (LMX), and social comparison theories, the present two‐study investigation examines three levels of LMX differentiation (i.e., individual‐level, meso‐level, and group‐level LMX differentiation) and further tests a model of the joint effects of political skill and LMX differentiation on LMX, relative LMX, and employee work outcomes. In Study 1, we used data from 231 employees and foun…
Human Resource Department Power and Influence Through Symbolic Action
The present study integrates theory and research on power, politics, and social constructionism to investigate how human resource (HR) departments in organizations gain influence. Survey results from 242 organizations demonstrated that symbolic actions are stronger predictors of HR department power than unionization, HR performance, and top management attitudes. Implications of the results are discussed as are directions for future research
Measure invariance of the Political Skill Inventory (PSI) across five cultures
This research expands the study of political skill, a construct developed in North America, to other cultures. We examine the psychometric properties of the Political Skill Inventory (PSI) and test the measurement equivalence of the scale in a non-American context. Respondents were 1511 employees from China, Germany, Russia, Turkey, and the United States. The cross-cultural generalizability of the construct is established through consistent evide…
Terms of engagement: Political boundaries of work engagement–work outcomes relationships
Although research to date has established the criterion validity of work engagement, little research has examined relevant boundary conditions capable of altering its documented positive effects on important workplace outcomes, despite widespread appeals to do so (e.g. Parker and Griffin, 2011). In the present four-sample investigation, a competing hypotheses format was adopted, pitting against each other perspectives of ‘politics as a hindrance …
Leader Political Skill, Relationship Quality, and Leadership Effectiveness: A Two-Study Model Test and Constructive Replication
Grounded in leader–member exchange, social exchange, political skill and influence theories, the present two-study investigation tests the model that leader political skill is related to both leader and follower effectiveness through leader–follower relationship quality. It is hypothesized that leader political skill is associated with leader effectiveness (Study 1) and follower effectiveness (Study 2) through relationship quality. The results su…
Organizational Citizenship Behavior and Reputation: Mediators in the Relationships Between Accountability and Job Performance and Satisfaction
Holding people answerable for their actions captures the essence of accountability, which is one of the most fundamental constructs in the organizational sciences and, unfortunately, one about which little is known. This study formulated and tested a model that sought to explicate the intermediate linkages between accountability and job performance and satisfaction. Specifically, the hypothesized model suggests that accountability affects organiz…
Emotional Intelligence as Moderator of the Surface Acting—Strain Relationship
The authors examined the moderating role of emotional intelligence in the surface acting—strain relationship. Specifically, the authors hypothesized that higher levels of emotional intelligence were associated with a weaker relationship between surface acting and strain (i.e., depressed mood at work, somatic complaints). Results supported the hypothesized relationships, and the authors found that higher emotional intelligence attenuated the posit…
The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship
Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and f…
The organizational tenure — Job involvement relationship: A job‐career experience explanation
Research on the job involvement‐organizational tenure relationship has shown no consistent relationship, but recent job and career experience models suggest that a relationship should be found. Using data from three organizations ( n = 216), polynomial regression analysis revealed a curvilinear job involvement‐organizational tenure relationship. This finding is discussed with reference to changes in workplace sensemaking that occur as work experi…
The Interactive Effects of Job Insecurity and Organizational Cynicism on Work Effort Following a Layoff
The widespread layoffs of the past 25 years have caused unparalleled levels of distrust and frustration in organizations. Organizational cynicism, which is frequently a manifestation of this pervasive phenomenon, has been shown to affect postlayoff attitudes and behaviors. It is generally assumed that postlayoff cynicism is predictive solely of dysfunctional outcomes. However, there is evidence suggesting that favorable consequences may emerge in…
Politics Understanding and Networking Ability as a Function of Mentoring: The Roles of Gender and Race
Some have suggested that mentoring in organizations tends to focus on “learning the ropes,” or understanding organizational politics. This process is believed to result in building greater political skill and networking ability. The authors examined the relationships among mentoring, politics understanding, and networking ability. It was proposed that individuals experiencing the mentoring process would report higher levels of knowledge regarding…
The Interactive Effects of Politics Perceptions and Trait Cynicism on Work Outcomes
The current study examined the interactive relationship of politics perceptions and trait cynicism on two work outcomes: job satisfaction and citizenship behaviors. Trait cynicism is characterized as a personality trait that is stable across settings. Using a diverse sample of 311 full-time employees drawn from a variety of organizations, trait cynicism moderated the relationship between politics perceptions and both outcomes. Specifically, for t…
Social Effectiveness in Organizations: Construct Validity and Research Directions
Social dynamics of interpersonal and group processes has been an active area of investigation in the organizational sciences for many years, as have the social effectiveness competencies that facilitate such process dynamics. In recent years, we have witnessed a proliferation of social effectiveness constructs in the field, which appear to reflect some convergence, but unique character as well. In this article, we examine the nature of these vari…
Tenure as a Moderator of the Absence-Intent to Leave Relationship
Inconsistencies in the absenteeism-turnover relationship have prompted researchers to seek a more informed understanding of how these two forms of organizational withdrawal relate. Recent work on socialization and on job-related experiences at work suggests that the absenteeism-turnover relationship may vary as a function of tenure. The present study examined this notion and found a significant moderating effect for tenure. Low-tenured employees …
Power in Leader–Follower Work Relationships
There is perhaps no more important dyadic relationship than that between a leader and a follower. Nonetheless, few studies examine the implications of both leader and follower power on important work outcomes. Therefore, using resource dependence and role theories, the authors examined the process by which leader power affects important work outcomes, namely, work relationship quality and job tension, through met relationship expectations. Additi…
Fuzzy Attribution Styles
This study introduced, and provided the first evidence for, the notion that people possess more or less fuzzy attribution styles and that the degree of fuzziness affects important work variables (e.g., occupational self-efficacy and political skill). Field theory was used to explain how fuzzy attribution styles might arise. Contributions of this study, its practical implications, directions for future research, and strengths and limitations were …
Effects of Mode of Information Presentation, Sex of Applicant, and Sex of Interviewer on Simulated Interview Decisions
A number of factors have been shown to influence the perceptions of interviewers in both laboratory and field research. Recently Dipboye, Frornkin, and Wiback (1975) found that scholastic record, the applicant's sex, and the applicant's physical attractiveness were important determinants of interviewers' evaluations when both students and interviewers served as subjects. The fact that physical attractiveness was important suggests that results ma…
Leardership, Job Perceptions, and Influence: A Conceptual Integration
A fundamental assumption adopted by most approaches to the study of leadership is that leaders somehow influence subordinate attitudes and behavior. Unfortunately, few systematic attempts have been made to address specifically how the influence process operates. Thus, we have been left with a large amount of research reflecting relationships between leadership and subordinate outcomes, but little in the way of explanation as to how or why such re…
Activation-Increasing Properties of Task Performance
The present study examined the notion that task performance serves as a source of physiological activation in the work setting. Specifically, it is proposed that individuals performing highly in terms of both quantity and quality of performance will demonstrate higher levels of physiological activation than lower performing participants. 120 undergraduate students in psychology performed a clerical editing task after which pulse rate was taken as…
Method and analysis in organizational research
Personnel Management
Do It My Way or You're Fired: Employee Rights and the Changing Role of Management Prerogatives
The Validity of the Job Characteristics Model: A Review and Meta‐analysis
The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta‐analytic procedures to a large portion of the data. The evidence indicated that the available correlational results are reasonably valid in light of the issues examined. Results tended to support the multidimensionality of job characteristics, but there was less ag…
The organizational tenure — Job involvement relationship: A job‐career experience explanation
Research on the job involvement‐organizational tenure relationship has shown no consistent relationship, but recent job and career experience models suggest that a relationship should be found. Using data from three organizations ( n = 216), polynomial regression analysis revealed a curvilinear job involvement‐organizational tenure relationship. This finding is discussed with reference to changes in workplace sensemaking that occur as work experi…
Tenure as a Moderator of the Absence-Intent to Leave Relationship
Inconsistencies in the absenteeism-turnover relationship have prompted researchers to seek a more informed understanding of how these two forms of organizational withdrawal relate. Recent work on socialization and on job-related experiences at work suggests that the absenteeism-turnover relationship may vary as a function of tenure. The present study examined this notion and found a significant moderating effect for tenure. Low-tenured employees …
Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study.
Perceptions of Organizational Politics Scale (Pops): Development and Construct Validation
Organizational politics has been referred to as omnipresent as well as elusive. This elusiveness arises because of the lack of a clear understanding of what constitutes organizational politics. The present paper introduces a new scale that purports to measure perceptions of organizational politics. The development and refinement of the scale along with validation procedures are presented
Perceptions of Organizational Politics
The political nature of work environments has been discussed for quite some time; however surprisingly little is known about the personal and situational factors that influence employees' perceptions of organizational politics. In this study, portions of a model of organizational politics perceptions proposed by Ferris, Russ, and Fandt (1989) were tested in two studies using samples reflecting considerable variability on jobs, age, sex, and educa…
Strategy and Human Resource Management
Introduction. Human resources management: moving toward a paradigm and obtaining advantage. Expanding the strategy-making concept. A profit generation theory of strategic human resource management. Human resources and the anatomy of strategic planning. Strategic staffing. Strategic implications of the performance evaluation process. Strategic reward systems. Strategic human resources development. Strategic industrial relations. Entrepreneurial li…
The Effects of Supervisor and Subordinate Age on Objective Performance and Subjective Performance Ratings
The effects of subordinate and supervisor age on objective and subjective performance ratings were examined in a field study covering the period from 1980 through 1986. Archival data on sales representatives and their supervisors were collected from the southern United States region of a large corporation. Results revealed that older employees performed better according to objective measures as well as on subjective performance ratings. Findings …
Perceptions of Organizational Politics: Prediction, Stress-Related Implications, and Outcomes
The perceptions of organizational politics model proposed by Ferris, Russ, and Fandt (1989) was tested in this study, and reasonably strong support was found for most of the linkages in the model, including the moderating effects of control and understanding, and the mediating effects of politics between predictors and outcomes. Furthermore, politics was characterized as a potential source of stress in the work environment, contributing to our un…
Human Resource Department Power and Influence Through Symbolic Action
The present study integrates theory and research on power, politics, and social constructionism to investigate how human resource (HR) departments in organizations gain influence. Survey results from 242 organizations demonstrated that symbolic actions are stronger predictors of HR department power than unionization, HR performance, and top management attitudes. Implications of the results are discussed as are directions for future research
Accountability, Impression Management, and Goal Setting in the Performance Evaluation Process
Theoretical perspectives from accountability, impression management, goal setting, and performance evaluation suggest that accountability conditions may influence whether goals are used for impression management or performance-directed purposes. Goal theory and research suggest that goals typically are performance-directed, resulting in elevated performance under certain conditions. Alternatively, impression management theory might imply that goa…
Political behaviors as moderators of the perceptions of organizational politics—work outcomes relationships
This study investigates the complexities involved in the relationships between perceptions of politics and work outcomes by examining the effects of political behavior on that relationship. More specifically, we suggest that political behavior may serve as a form of control or as a mechanism for coping with highly political organizational environments perceived by individuals to be aversive. As such, we propose moderating roles of self-promotion …
Research in Personnel and Human Resources Management
This series, publishes monograph-length conceptual papers designed to promote theory and research on important substantive and methodological topics in the field of human resources management
A Reexamination of Schriesheim and Hinkin’s (1990) Measure of Upward Influence
Research examining the tactics used to influence others has served as a significant line of inquiry over the past two decades. Critical to this stream of work has been the development of measures used to assess the frequency of upward influence tactics. This article reexamines a taxonomy and instrumentation originally presented by Kipnis et al. and modified by Schriesheim and Hinkin. The authors of this article assessed the factor structure, conv…
Social Effectiveness in Organizations: Construct Validity and Research Directions
Social dynamics of interpersonal and group processes has been an active area of investigation in the organizational sciences for many years, as have the social effectiveness competencies that facilitate such process dynamics. In recent years, we have witnessed a proliferation of social effectiveness constructs in the field, which appear to reflect some convergence, but unique character as well. In this article, we examine the nature of these vari…
Influence tactics and work outcomes: A meta‐analysis
Recent research on influence tactics has focused on the benefits that accrue as a result of using such tactics. The current study utilizes meta‐analytic techniques to estimate the true population correlations between various influence tactics and work‐related outcomes. Results indicate that ingratiation and rationality have positive effects on work outcomes. Additional analyses suggest that these and other influence tactics have significant effec…
The Effects- of Positive Affect and Gender on the Influence Tactics - Job Performance Relationship
Influence tactics are goal-oriented behaviors that individuals use to obtain desired outcomes. Thus, it is important that managers understand subordinates' use of influence tactics and the effects of these tactics on organizational outcomes. In this paper, we argue that positive affect (PA) will moderate the relationship between upward influence tactics and job performance ratings, and that the form of the relationship will differ for males and f…
Leader Political Skill and Team Performance
The present study investigates the impact of the political skill of leaders on team performance. More specifically, this study examined the role of leader political skill in the performance of casework teams in a large state child welfare system. Team performance was operationalized as “permanency rate,” or the successful placement of children into legally final living arrangements (i.e., adoption, successor guardianship, or return to natural par…
Emotional Intelligence as a Moderator of the Relationship between Conscientiousness and Performance
This study investigates whether the relationship between conscientiousness and performance , is stronger for individuals who are high on emotional intelligence. The results of hierarchical moderated regression analyses supported the hypothesis by demonstrating that the relationship between conscientiousness and work performance is positive for individuals high (versus low) in emotional intelligence. However, the opposite pattern was found for tho…
Psychology (50 works) · Social Psychology (47 works) · Job Satisfaction and Organizational Behavior (40 works) · Political science (38 works) · Social Psychology (33 works) · Politics (28 works) · Computer Science (21 works) · Public relations (17 works) · Business (14 works) · Economics (14 works)