Andreas Wihler
Biographic Data
| ID | 5676461 |
|---|---|
| NAME | Andreas Wihler |
| GIVEN NAMES | Andreas |
| FAMILY NAME | Wihler |
| SIGNATURE | WIHLER A |
| AFFILIATIONS | University of Exeter Business School Exeter UK |
| ORCID | 0000-0002-1721-7930 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 11 |
| AUTHOR COUNT | 11 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2012 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
Income and Immorality
The topic of CEO pay has become increasingly prevalent in public discourse. In this paper, we explore whether perceptions that a CEO is relatively highly paid affect evaluations of the moral character of the CEO and of the organisation that they represent. Using a time-separated survey of employees’ perceptions of the pay and moral character of their CEO (N = 306; pre-registered), we found that CEOs who were perceived to be relatively well paid w…
Advancing political skill research through skill–performance bifactor modeling
Underestimating the effect size of powerful trainable predictors impedes progress in applied psychology. We show that previous studies have systematically underestimated the effect size of political skill with performance at work. Political skill is the capability to accurately read and understand people in the workplace and to use that understanding to influence their behavior in ways that support personal and/or organizational goals. Using the …
The good, the bad, and the successful
The Three Nightmare Traits (TNT; disagreeableness, carelessness, and dishonesty; aka the Three Nonnormative Traits) represent low levels of socially desirable self-control, i.e., unsuccessful socialization. They are an emerging concept to explain and understand interpersonal and organizational behaviors and outcomes of dark personalities. This paper provides both a novel theoretical approach and empirical research on how the TNT relate to objecti…
An integrative approach to more nuanced estimates of personality–job–performance relations
Recent research has suggested that self‐ and other‐ratings of personality may provide different information about personality, which can be captured in the trait–reputation–identity (TRI) model. Based on the TRI model, we investigate the link between personality and aligned job performance criteria on domain and aspect levels of the Big Five personality traits. In five samples (overall N = 571 triplets of target self‐ratings and two coworker othe…
Should I stay or should I go? The role of individual strivings in shaping the relationship between envy and avoidance behaviors at work
Research on envy is dominated by a focus on approach‐oriented behaviors—when envious employees take action to reduce the gap between the self and envied targets. Surprisingly, little research has examined the relationship between envy and avoidance‐oriented behaviors, even though emotion regulation research suggests that avoidance is a common reaction to unpleasant, painful emotions such as envy. We seek to understand envy's consequences for work…
My boss' passion matters as much as my own
Companies often celebrate employees who successfully pursue their passion. Academic research suggests that these positive evaluations occur because of the passion percolating inside the employee. We propose that supervisors are also a key piece of this puzzle: Supervisors who are more successful in their own pursuit of passion place more value on passion in their performance evaluations. This produces an interpersonal dynamic whereby employees wh…
Political skill camouflages Machiavellianism
Wie politische Fertigkeiten den Laufbahnerfolg steigern
When Job Performance is All Relative
Supporting one’s family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially important when intrinsic motivation is lacking. Survey and diary data collected across multiple time points …
It pays to have an eye for emotions
This study integrates the emotion and social influence literatures to examine how emotion recognition ability (ERA) relates to annual income. In a sample of 142 employee–peer–supervisor triads from a broad range of jobs and organizations, we find that people's level of ERA indirectly relates to how much they earn per year. The relationship between ERA and annual income is mediated sequentially through political skill and interpersonal facilitatio…
The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs
Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of persona…
The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs
Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of persona…
It pays to have an eye for emotions
This study integrates the emotion and social influence literatures to examine how emotion recognition ability (ERA) relates to annual income. In a sample of 142 employee–peer–supervisor triads from a broad range of jobs and organizations, we find that people's level of ERA indirectly relates to how much they earn per year. The relationship between ERA and annual income is mediated sequentially through political skill and interpersonal facilitatio…
My boss' passion matters as much as my own
Companies often celebrate employees who successfully pursue their passion. Academic research suggests that these positive evaluations occur because of the passion percolating inside the employee. We propose that supervisors are also a key piece of this puzzle: Supervisors who are more successful in their own pursuit of passion place more value on passion in their performance evaluations. This produces an interpersonal dynamic whereby employees wh…
The interactive effects of conscientiousness, openness to experience, and political skill on job performance in complex jobs
Caveats concerning the ability of personality to predict job performance have been raised because of seemingly modest criterion‐related validity. The goal of the present research was to test whether narrowing the context via the type of job (i.e., jobs with complex task demands) and adding a social skill‐related moderator (i.e., political skill) would improve performance prediction. Further, along with political skill, the broad factor of persona…
It pays to have an eye for emotions
This study integrates the emotion and social influence literatures to examine how emotion recognition ability (ERA) relates to annual income. In a sample of 142 employee–peer–supervisor triads from a broad range of jobs and organizations, we find that people's level of ERA indirectly relates to how much they earn per year. The relationship between ERA and annual income is mediated sequentially through political skill and interpersonal facilitatio…
When Job Performance is All Relative
Supporting one’s family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially important when intrinsic motivation is lacking. Survey and diary data collected across multiple time points …
Wie politische Fertigkeiten den Laufbahnerfolg steigern
Political skill camouflages Machiavellianism
Should I stay or should I go? The role of individual strivings in shaping the relationship between envy and avoidance behaviors at work
Research on envy is dominated by a focus on approach‐oriented behaviors—when envious employees take action to reduce the gap between the self and envied targets. Surprisingly, little research has examined the relationship between envy and avoidance‐oriented behaviors, even though emotion regulation research suggests that avoidance is a common reaction to unpleasant, painful emotions such as envy. We seek to understand envy's consequences for work…
My boss' passion matters as much as my own
Companies often celebrate employees who successfully pursue their passion. Academic research suggests that these positive evaluations occur because of the passion percolating inside the employee. We propose that supervisors are also a key piece of this puzzle: Supervisors who are more successful in their own pursuit of passion place more value on passion in their performance evaluations. This produces an interpersonal dynamic whereby employees wh…
An integrative approach to more nuanced estimates of personality–job–performance relations
Recent research has suggested that self‐ and other‐ratings of personality may provide different information about personality, which can be captured in the trait–reputation–identity (TRI) model. Based on the TRI model, we investigate the link between personality and aligned job performance criteria on domain and aspect levels of the Big Five personality traits. In five samples (overall N = 571 triplets of target self‐ratings and two coworker othe…
The good, the bad, and the successful
The Three Nightmare Traits (TNT; disagreeableness, carelessness, and dishonesty; aka the Three Nonnormative Traits) represent low levels of socially desirable self-control, i.e., unsuccessful socialization. They are an emerging concept to explain and understand interpersonal and organizational behaviors and outcomes of dark personalities. This paper provides both a novel theoretical approach and empirical research on how the TNT relate to objecti…
Income and Immorality
The topic of CEO pay has become increasingly prevalent in public discourse. In this paper, we explore whether perceptions that a CEO is relatively highly paid affect evaluations of the moral character of the CEO and of the organisation that they represent. Using a time-separated survey of employees’ perceptions of the pay and moral character of their CEO (N = 306; pre-registered), we found that CEOs who were perceived to be relatively well paid w…
Advancing political skill research through skill–performance bifactor modeling
Underestimating the effect size of powerful trainable predictors impedes progress in applied psychology. We show that previous studies have systematically underestimated the effect size of political skill with performance at work. Political skill is the capability to accurately read and understand people in the workplace and to use that understanding to influence their behavior in ways that support personal and/or organizational goals. Using the …
Psychology (9 works) · Social Psychology (8 works) · Job Satisfaction and Organizational Behavior (7 works) · Personality Traits and Psychology (5 works) · Social Psychology (5 works) · Computer Science (4 works) · Job performance (4 works) · Job satisfaction (4 works) · Big Five personality traits (3 works) · Management (3 works)